HR Advisor

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Role Overview:
The overall purpose of the role is to provide HR advisory support to the local legal practice leadership and GBSC in all aspects relating to HR practices, incl. recruitment, talent management and the appropriate learning and development methodologies to be adopted ensuring adherence to global and local legislative practices.

Department Description:
The department's role encompasses formulation and management of policies, employee relations, management skills and the provision of an overall HR generalist service for the GBSC and HLJ employees. HR acts in an advisory capacity for the global firm.

Key Responsibilities / Accountabilities:
RECRUITMENT / NEW JOINERS / LEAVERS (EMPLOYEE LIFE CYCLE)
- Monitoring recruitment and new joiner administration and assisting HR Administration team where needed.
- Ensuring onboarding checks and processes are completed in line with the firm's standard policies and procedures. Registration with the LPC to be concluded in the first month of joining.
- In conjunction with the Recruitment team undertaking interviews as required.
- Undertaking onboarding for new joiners.
- Conducting entry interviews for new starters and recently qualified associates, advising on issues to be followed up.
- Monitoring leaver administration and assisting HR Admin team where needed.
- Conducting exit interviews and advising on issues to be followed up.

HR POLICY AND ADVICE
- Have a full understanding of the firm's policies and processes.
- Full understanding of the Legal Practice Council and their operating processes.
- Be the point of contact for the LPC and manage any queries regarding the Firm’s employees.
- Providing advice and support on a range of HR issues including terms and conditions of employment, HR policies, HL Dialogue process, learning and development, secondments, remuneration and absences.
- Supporting with Employee relations issues as required, including conduct and capability issues, grievances, dismissals and redundancy.

Monitoring absence levels from absence reports and notifying the relevant partners of any issues.

SECONDMENTS (INTERNATIONAL AND CLIENT)
- Liaising with partners regarding the secondment of legal staff to and from the Johannesburg office.
- Drafting and reviewing secondment documentation.
- Calculating costs in relation to secondments.
- Facilitating international secondment logistics: liaising with third party service providers; organising the right to work documentation; organising accommodation; facilitating payment of allowances.
- Organising / assisting with necessary work permit and visa arrangements.
- Monitoring the secondment administration undertaken by the HR Admin team.

LEARNING & DEVELOPMENT

Skills development co-ordination and supervision and professional training and development:

- Manage requests for training and registration.
- Draft budgets relevant to training and skills development
- Update policies relating to skills development.
- Source and identify appropriate training for associate and senior associate development with the objective of non-legal training and development.
- Source and identify appropriate training for partners and managers with the objective of leadership and management development.
- Management and coordination of professional development training programs.
- Analyse Learning and Development needs across various functions and teams in conjunction with Operational, Functional and Global Heads.
- Identify key learning and development requirements for the purpose of creating and planning skills development programs.
- Own, execute and report on implemented skills development projects in conjunction with Heads of Departments No heads of depts in HLJ.
- Taking accountability for the effective governance and administration of any and all compliance required with any law society regulations and certification ensuring ongoing operational relevance
- Computation of the data for completion of Workplace Skills Plan and Annual Training Report.
- Complete WSP/ATR report submission.
- Ensure that the training plans identified during probation is implemented.

RISK & COMPLIANCE
- Complete mandatory compliance training. Don’t think this belongs in a role profile.
- Adhere to Labour Legislation.
- Stay abreast with any changes from the LPC.
- Adhere to POPIA.

Role Requirements:
Education, Qualifications and Experience:

- Grade 12 or equivalent (NQF 4) - Required
- HR Degree or equivalent tertiary qualification (NQF 6/7) - Required
- 3-5 years of HR experience at a Law Firm - Required

System Skills:

- Microsoft Office (Intermediate)

Mental & Environmental Requirements:

- Must be able to work in a fast paced, high performing environment
- Must be able to work to deadlines
- Must be able to handle high volumes of work
- Must always maintain high confidentiality
- Must have the ability to understand the orga