Human Resources Officer

**Human Resources Officer / Industrial Relations Officer**

**Company**

A leader in outdoor global lighting market whose mission is to provide cost-effective lighting solutions for safe, comfortable, and sustainable environments.

**Responsibilities**:
**Operational**:
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.
- Swiftly 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.

**Statutory Reporting**
- Assist the HR Manager in Employment Equity reports and plans to Department of Labour, EEA2, EEA4, EEA13, and five-year plans.
- Act as the Employment Equity Co-Ordinator and handle all arrangements in preparation for EE Committee meetings.
- Secondary Skills Development Facilitator, assisting the HR Manager in the preparation and submission of WSP/ATR to various SETA’s.
- Support the BBBEE verification and audit process through timely submission of employee and skills reports.
- Claiming of Mandatory and Discretionary grants from SETA for leadership and training.

**Training and Development**
- Identify skills gaps and arrange for training facilitation and ongoing talent management.
- Drive internal training excellence through LMS systems and online courses.
- Advising management on career development, work matters, industrial matters, and personal problems.
- Run regular workshops and information sessions to the Management Team.
- Regularly update the Induction presentation for currency and relevance.
- Train all new starters on the HR System and conduct refresher training.
- Identify priority skills and plan budget.
- Facilitate learnership programmes and oversee success of the learnership programme from start to end.
- Ensuring that succession plans are implemented in collaboration with leadership development as well as performance management.

**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.

**Reporting**
- Compile and submit st