HR Practitioner

**Job Advert Summary**:
**Minimum Requirements**:
Degree in Human Resource Management/ Equivalent
Minimum of 5 years’ experience working with FMCG or manufacturing industry Minimum of 3 years CCMA experience (including arbitration process)

SAP experience would be advantageous
Valid Code EB driver’s license.
The ability to interact at all levels of the organization
Must be people-orientated, results-focused and deadline-driven
Intermediate to advanced excel skills
Excellent time management and planning skills

**Primary objectives**
Drive Business Improvement Projects
Provide professional HR advice and integrated solutions that support the business in the identification and management of workforce issues.
Develop workforce plans that support the business.
Support the development, integration, and implementation of corporate HR Policies.
Support HR Services from talent management, leadership development, reward, learning and development, and wellness advice.
Support the business in labour matters.
Coordinate internal and external stakeholder engagements.

**Duties and Responsibilities**:
**Employee Relations**
Provide advice to line managers regarding the conduct and misconduct management processes.
Provide advice to line managers and investigate/process disciplinary cases.
Provide advice to line managers and investigate/process grievances.
Review practices to ensure statutory compliance and regularly provide guidance to line managers.
Coach Line Managers on effective delivery of Disciplinary hearings

**Resourcing**
Process permissions to recruit (workflow).
Process the offers of employment/negotiation.
Ensure that the Resourcing process is followed and jobs are timeously advertised on the e-Recruitment and tracked.
Manage and conduct interviews with Line Managers and selection tests and make recommendations to Line for all C Band and lower positions.
Supervise the orientation of new employees.
Manage probationary reviews, employee evaluations, and terminations.
Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with the Line Manager and HRBP

**Talent Management**
Coach Line Manager on Performance Management Process and Talent & Org Review process.
Facilitate Consistency Reviews and Talent & Org Review meetings.
Coordinate the performance appraisal documents and consolidate performance ratings.
Drive the succession planning for the site.

**Organizational Design**
Liaise with Line Managers to get the rationale for proposed positions, draw up new proposed org, and submit to HRBP for sign-off.
Manage and update business organizational structure on SAP and ensure that all structures are updated and fit for purpose.
Drive change management initiatives in line with the business and organizational objectives

**Training Development**
Compile training matrix from Appraisal doc.
Facilitate HR training including Adhoc refresher for employees and Line Managers.
Drive Development Plans for all employees in C Band positions.

**HR Administration**
Manage new employee onboarding process.
Manage terminations and exit interviews.
Manage the capturing of HR information and data into the relevant systems and assure the integrity of the data.
Provide advice and information to management and employees on HR policies and procedures, including equal opportunity, anti-discrimination, and occupational health and safety programs.
Advise management on work, career development, personal problems, and industrial matters.
Counsel employees on policies and rules relating to employment policies and programs, and on the company’s rules and regulations.
Prepare and process employment and personnel reports and surveys.
Provide advice and assistance to staff members regarding possible discrimination on the basis of race, religion, non-relevant physical or mental disability, sex, and age.
Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in the department.
Run and analyze HR reports and discuss with business.