HR Generalist

PurposeTo support the business through consultation, provide advice and guidance, improve efficiency, build and maintain excellent relationships between management and employees.Required Qualifications and Experience4 - 5 Years HR Generalist Experience with strong experience in payroll working on VIPExtensive knowledge of relevant South African legislation (UIF, SDF, PAYE, WCA)Sound knowledge and experience in SA Labour Legislations (BEE, EE, BCEA, LRA)Related experience in all HR component areas e.g. compensation and benefits, employee relations, etc.Proficient in MS office Suite (Excel, Word, Power point)Ability to use database for recording and reportingRequired CompetenciesA strong work-ethicAbility to exercise tact and discretion in dealing with sensitive and confidential informationEnergetic, ability to perform multiple tasks in conjunction with day-to-day activitiesStrong follow-up and prioritization skillsMust be able to work without supervision Interaction with business units to build meaningful relationshipsHigh attention to detailA positive, team-player attitudeExcellent interpersonal skills and effective communication skillsAble to meet all deadlines and targetsAnalytical and problem solving skillsDrive for resultsBuilding and Maintaining Relationships within the business with management and staffKey responsibilities for this position include:Payroll AdministrationCheck that new employees have correct documentation and accurately load them on payroll before the 15th of each monthProcess all terminations accurately as per set deadlines and ensure that employees who have left are not paid to minimise financial riskCapture accurate information on transfers, salary changes, maternity, staff loans, study loans, business mileage reimbursement, garnishee orders and other related payroll changes as per set deadlinesAccurately capture overtime and ensure that it is duly authorized before processing to minimise financial riskPayroll ReconciliationsAccurate reconciliation of payroll accounts on a monthly basis (Medical aid, provident fund, PAYE, skills levy, General Ledger)Accurate payment of monthly reconciliations to third parties as per deadline - before the 7th of each monthReconcile IRP5s annually and submit to SARS as per set deadline to ensure complianceCalculate and make provision for WCA assessment fee and submit to Compensation Commissioner annually and ensure it is paid before deadline to minimise financial risk to the companyMonitor and ensure that statutory and benefits obligations are complied with at all times to avoid financial penalties and minimise riskLiaise with finance department to ensure that all statutory payments (PAYE, UIF, SDL, WCA) are paid as per set deadlinesRegistration of new EmployeesEnsuring the existence, communication and application of appropriate Policies and Procedures to enforce complianceProvide management with meaningful and quality report on new employees, terminated employees, job transfers, etc, before the 31st of each month to enable them to plan properlyCommunication to management and staff on payroll related activities through a business communiqué to keep them updated with new trendsAssist with the process of a potential disability where it is expected that an employee will not recover from an accident, injury or ill health to ensure compliance to policiesEnsure that information loaded onto VIP is always accurate and reliable (master file)Compile accurate quarterly employment statistics and ensure it is submitted on time to ensure compliance.Payroll queriesMonitor and ensure that payroll queries send through the mailbox are investigated and answered correctly within 24 hoursLiaise with thirds parties (benefits administrators) in dealing with employee queries when necessary, and provide feedback as per agreed deadlineKeep customers in the loop about their queries by providing regular feedback about status of their queriesPayroll ReportsCompile all required reports within deadlinesJob ProfilingMonitor and ensure that there are job profiles for all positions Ensure that all employees have signed job profiles with their Line ManagersNew employees sign job profiles to ensure a clear understanding of required performance standardEmployees transferred to new positions sign new job profiles to have a clear understanding of their new roles and responsibilities, as well as the required performance standardRecruitmentConduct initial interviews with all shortlisted candidatesBusiness PartneringCreate and maintain productive relationships with allocated business partners through providing advice and conducting visitsMeet monthly with business partners to increase visibility of HR in the business and proactivenessProvide feedback on deliverables to direct manager as per agreed timelinesKeep all informed about progress on the real need through written communication, telephone communications and interpersonal meetingsBuild a positive image of the department through exceeding client expectations at all timesProvide support to the Managers and staff to proactively identify areas that need HR intervention to increase staff moraleEmployee EngagementConduct new employee engagement survey and give feedbackOne on one sessions with new employees to ensure they adjust to our cultureOne on one sessions with existing employees in allocated areas to establish if there are any issuesAddress issues where necessary to maintain and increase employee morale HR AdministrationAssist with induction by presenting policies and procedures to new employeesAgreements with service providers are in place and negotiate for a reasonable placement feeMaintain effective relationships with external service providers by evaluating performance through SLAsConduct exit interviews and give feedback to Line Managers on areas that need improvement