Human Resource Manager

7 months ago

Midrand, South Africa Fenris Personnel CC Full time

**Responsibilities**:
**Annual HR Plans & Budget(s)**:
To prepare plans for the HR support services as well as staffing costs.
To determine both ongoing and specific costs of HR and its support services, motivating these within agreed parameters of value to the company.
To implement agreed on plans, monitor costs and report back on progress and deviations with remedial recommendations.

**HR Management Systems, Policies & Procedures**:
To identify all areas of HR practice institutionalisation, formulate and implement policies and procedures in order to guide best practice and with that the optimisation of the HR component of the company.
Refine and adapt to remain in line with good HR managerial practice.

**Staffing Support Services Effectiveness**:
To develop, manage and refine staffing channels and processes appropriate to levels of staffing, and ensure placement, induction, and integration effectiveness to optimise retention and minimise unplanned separations.
To guide management and managers in staffing decisions, based on appropriate analytical tools. Ensure a high degree of staffing success.

Staff/HR Administration & Data Systems Effectiveness (incl. Payroll & HR MIS):
To develop, administer and refine the staff administration systems based on all HR admin processes, including payroll, staff data and qualitative information and analytics.
To ensure administrative integrity of all staff/staffing & HR data in the company.
To maintain superior staff information and analytics possibilities on the database to enable informing staff management, managers and staff related decision making.

**Organisation Development Support Services Effectiveness**:
To ensure structures of the organisation optimally support strategy and plans, and that roles are appropriately described for guidance, reference, and grading of work (this should also inform talent and succession management, and a basis for performance management).

Staff Development (incl. Training) Support & Coordination Services:
To provide support services to guide and facilitate the development needs analysis and subsequent remedies guided development of staff ensuring optimisation of costs and impact of skills deficiency
remedies.
To effectively coordinate processes of development needs analysis and remedy implementation.

Employee Relations & IR Support Effectiveness (incl. Internal Communication Effectiveness):
To monitor staff relations, satisfaction levels and practices, against a definition of the companys desired work culture, create forums of engagement for conflict resolutions, facilitate processes of effective communication & problem resolution and guide minimisation of destructive conflict.
To develop and guide grievance and disciplinary processes to facilitate effective and systematic interest and conflict management and resolution.
To develop communication means (forums, information feeds, dialogue facilitation) that will enhance communication effectiveness by enabling staff to remain informed and raise matters in constructive ways.

Performance Management Coordination & Support Services (incl. Remuneration):
To develop, support, guide and refine companys appropriate performance management processes that support the creation of job expectation certainty, the focus of work effort and optimisation of both performance and achievement satisfaction.
To facilitate follow-through of performance aims and targets to day-to-day work scheduling and follow-through.
To develop and enable nurturing processes of sub-threshold performers to utilise performance review scores to guide remuneration within market-related scales.
To update and manage remuneration scales & make remuneration recommendations.

Occupational Health & Safety
To translate the health and safety statutory and EXCO requirements into the companys systematic processes that facilitate a favourable health and safety work environment and further good work practice.
To coordinate health and safety and housekeeping requirements, monitor and report on these, making improvement recommendations and following these through.

**Staff Member(s) Supervision & Performance**:
To supervise the staff member(s) in HR, ensuring that they are clear on work requirements and outcomes. To ensure staff competence.
To guide the staff member(s) in the work requirements, facilitate problem resolution and generally create a positive can-do work climate.

**HR Information & Advisory Services (incl. reports)**:
To develop the HR information systems covering all the companys relevant HR information requirements and reporting also comply with statutory reporting to provide insight as to the state of HR, analyse HR indicators and guide HR decisions making based on appropriate analyses.
To provide such information and analysis as required both regularly and ad hoc.
To substantiate HR decision making with sound information.

**Requirements**:
At least 4 years of formal tertiary qualification in BA (Hons) (industrial psycholo

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