HR Business Partner

3 days ago

Jet Park, South Africa HRInsync Full time

**HR Business Partner**

**Company**

South African-based Original Equipment Manufacturer (OEM) of mine safety equipment. With a strong reputation for producing reliable, quality equipment that ensures the team gets home safely, their primary focus is Proximity Detection Systems (PDS) and Collision Prevention Systems (CPS), that offer vehicle-to-vehicle as well as vehicle-to-pedestrian detection

**Purpose**

Provide daily HR guidance, analyse trends and metrics as well as resolve complex employee relations issues. Responsible to improve work relationships and productivity, suggest HR strategies. Also responsible to aligning HR practices with business goals to support the organization's success.

**Responsibilities**:
Industrial Relations and employee engagement
- Assist in all IR and ER-related matters
- Handling grievances of employees and recommending/implementing appropriate disciplinary measures.
- Identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counselling of staff
- Preparing for and representing the company at CCMA as and when required.
- Handling of Retrenchments, medical boarding, sensitive conflict resolutions, performance improvement plans, and job satisfaction surveys with providing solutions to Senior Management.
- Attend to all employee matters and endeavours 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 non-conformances and other performance diversions.
- Ensure the sanction opposed on employees for misdemeanours are in line with the company’s 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 to identify trends and or concerns and raise with HR Manager.
- 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 solutions; 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 departmental and company objectives.
- Analysing the skills and qualities required for each job and developing job descriptions and duty statements.
- Linking job descriptions to the performance management system and compensation and benefits.
- Advising on remuneration including employee benefits and promotions.
- Assisting with performance evaluations.

**Recruitment and Selection**
- Ensure vacancies are filled in the shortest amount of time with creation of correct Job Grading and Job Profiles.
- Develop role profiles and liaise with management on updating job specifications.
- Identifying and communicating the need to recruitment.
- Ensuring that fair selection practices are implemented.
- Liaising with recruitment personal and or agencies.

**Policy Creation and Implementation**
- Developing new HR information systems and procedures according to best practices.
- Regularly review the Code of Conduct to ensure its currency and relevance to business needs, and in line with legislation.
- Through research and an understanding of business requirements, develop new policies as needed.
- Ensure policies and procedures are current and communicated to all staff as published.

**Remuneration and Payroll**
- Work with HR Admin in ensuring all applicable information is sent to payroll.
- Handle payroll queries and escalate to HR Manager if necessary.
- Oversee and ensure timeous and accurate administration of the provident fund and medical aid.
- Oversee and check the payroll administration as compiled by HR Admin.

**Reporting**
- Compile and submit status and movement reports to management monthly.
- Compile and submit project status updates and time allocation reports to the HR Manager on a bi-annual basis.

**HR Management**
- Ensure effective management of the HR Admin and Recruitment admin.
- Ensure that the HRIS is always up to date and accurate to maintain data integrity.
- Manage and address any non-conformance within your team and escalate to the HR Manager.
- Drive and support the team on all HR projects and other deliverables.

**Change & Risk Management**
- Assisting in identifying the need for a change intervention.
- Conducting and

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