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Senior HR Generalist

4 months ago

Craighall Park, South Africa HRInsync Full time

Senior HR Generalist/ HRBP- JHB
-
Purpose_


The Senior HR Generalist position will ensure HR objectives/ initiatives and goals are being met though successful strategy execution together with management and employee engagement.

The position will align various business units towards a common goal via consistent HR practice.

The position serves as a partner to business, to contribute to the overall success of the business by managing all human resources activities effectively.

The Senior HR Generalist will support the HR Manager by acting as a change agent in all value adding initiatives and statutory requirements.

The Senior HR Generalist will successfully manage and mitigate all risks from an IR perspective, through the latest compliance requirement, and actively be involved in creating harmony within the departments.

The HRBP will work closely with Management to ensure the smooth execution of strategic objectives, as set out by HR Manager and Group CHRO.

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Duties & Responsibilities_

  • Governance_
  • Adhere to Company policies and departmental procedures
  • Company structure and reporting lines
  • Compliance to LRA, BCEA, SDA and EE and other relevant legislation
  • Safeguard documentation and other sensitive information for confidentiality reasons
  • Operational_
  • Industrial Relations and employee engagement
  • Preparing for and representing the company at CCMA, including drafting of warnings, disciplinary enquiries, and drafting of warnings
  • Handling of Retrenchments, medical boarding, grievances, sensitive conflict resolutions, performance improvement plans and job satisfaction surveys with providing solutions to Senior Management.
  • Swiftly attend to all employee matters and endeavour to practice a hands on and proactive approach to dealing with employee matters
  • Offer professional advice to Management regarding the most appropriate action to take for employee nonconformances and other performance diversions
  • Ensure the sanction opposed on employees for misdemeanours are in keeping with the company Disciplinary Code of Conduct and in doing so, mitigate any risks to the business
  • Proactively attend to abuse of the sick leave and other absenteeism matters by extracting reports from the HR system
  • Investigate and report on the route cause analysis of chronic IR matters, absence, abuse of sick leave, deductions for negligence etc and provide feedback to Senior Management with solutions
  • Analyse monthly staff movement in an effort to identify trends and or concerns, and raise with HRM
  • Interpret and notify employees and management on Labour Legislation and related amendments
  • Ensure performance management is conducted effectively by Management and support Management in understanding the process
  • Identifying and clarifying performance problems; evaluating potential solutions; implementing selected solution; coaching and counselling of staff
  • Conduct exit interviews and record findings in a report
  • Address areas of concerns identified during exit interviews with the relevant Manager
  • Performance Management_
  • Conducting job analysis and job design to determine staffing numbers, skills and needs to meet the client's objectives
  • Analyzing the skills and qualities required for each particular job and develop job descriptions and duty statements
  • Linking job descriptions to performance management system and compensation and benefits
  • Advising on remuneration including employee benefits and promotions
  • Assisting with performance evaluations
  • Statutory Reporting_
  • Assist the HR Manager in Employment Equity reports and plans to Department of Labour, EEA2, EEA4, EEA13 and fiveyear plans
  • Act as the Employment Equity Co-Ordinator and handle all arrangements in preparation for EE Committee meetings.
  • Secondary Skills Development Facilitator, assisting the HR Manager in the preparation and submission of WSP/ATR to various SETA's.
  • Support the BBBEE verification and audit process through timely submission of employee and skills reports.
  • Claiming of Mandatory and Discretionary grants from SETA for learnerships and training
  • Training and Development_
  • Identify skills gaps and arrange for training facilitation and ongoing talent management
  • Drive internal training excellence through LMS systems and online courses
  • Advising management on career development, work matters, industrial matters, and personal problems
  • Run regular workshops and information sessions to the Management Team
  • Regularly update the Induction presentation for currency and relevance
  • Train all new starters on the HR System and conduct refresher training
  • Identify priority skills and plan budget
  • Facilitate learnership programmes and oversee success of the learnership programme from start to end
  • Ensuring that succession plans are implemented in collaboration with leadership development as well as performance management
  • Recruitment and Selection_
  • Ensure vacancies are filled in the shortest amount of time with