HR Generalist

**KEY RESPONSIBILITIES**:
**Compensation Co-ordination and Assistance**

***
- In conjunction with the Snr HRBP maintains, updates, develops, monitors, implements and manages new and revised compensation programs, policies, and procedures in order to be responsive to Pharma Dynamics’s strategy and goals.
- Responsible for ensuring compensation programs are consistently administered in compliance with the company remuneration strategy, policies and related governing principles
- Monitors the effectiveness of existing compensation policies and procedures while recommending plan revisions or new plans consistent with company objectives or compensation trends.
- In conjunction with the Snr HRBP provides research, recommendations, on pay decisions.

**Employee benefits**
- Review benefit structures. Conduct annual evaluation and reviews of benefits for employees and company and provide reports to management. This includes but is not limited to medical aid and provident fund.
- Oversee Retirement Annuity /Provident Fund & Trauma Cover Administration by managing in place SLA (new members, retirement, deaths, status of dependents vs % of benefits allocation)

**Talent Acquisition, Talent Management & Retention**
- Identify organisation/talent needs collaboratively with Hiring Managers to meet business objectives.
- Manage end-to-end recruitment process in partnership with line manager and recruiting partners / vendors (if appropriate).
- Alongside Snr HRBP, manage talent acquisition strategy to attract, recruit, retain and develop a highly competent, diverse workforce that supports the mission, vision and values of PD.
- Alongside Snr HRBP, implement Talent Retention Strategy for High Potential/ Key Talent

**Culture & Engagement**
- In collaboration with the Snr HRBP and the SLT, develop and lead internal communication plans to support change management and drive employee engagement and culture initiatives.

**Learning, Training and Development**

***
- Manage the training and development budget.
- Support Snr HRBP in developing an appropriate Learning & development agenda.

**Business planning / budget & headcount process**
- Along with the Snr HRBP actively participates in the manpower (salary and headcount) budget and midterm (MTP) process including preparing the project plan administering the evaluations, designing the budget sheet, executing the finalized budget, and documenting the process.
- Prepares salary analysis reports for EXCO for departmental manpower budgets
- In conjunction with the Snr HRBP review and maintain the manpower budget master sheet ensuring alignment with the Chief Financial Officer (CFO) and update the same with recent payroll information

**Benchmarking and Job Evaluation**

***
- Ensure accurate and up to date submissions for salary surveys, along with relevant fringe benefit and other surveys
- Interpret salary survey data and conduct comparisons for individual staff and job families
- In conjunction the Snr HRBP with internal & external benchmarking and leads efforts to develop compliant job grades, codes, and salary ranges
- In conjunction with the Talent Acquisition and Development Officer ensure that management is consulted on job specifications and requirements in line with the Pharma Dynamics competency framework
- Ensure the quality and integrity of job descriptions in line with the Pharma Dynamics competency framework

**Salary review exercise and related internal functions**

***
- Assist the Snr HRBP in preparing for the annual salary review process, by collating information, conducting analysis and making internal and external comparisons (Compa
- Ratios)
- Assist the talent acquisition process when needed by providing market information along with advice and guidance in this regard
- Focus on external market practices and how these affect retention strategies and employee benefits.

**HR Systems Development**

***
- Key contact for HR systems and interfaces including SAGE People, ESS, Policy Passport etc.
- Create and maintain procedure documentation for new and existing systems processes, for use by HR team and internal users
- Record, update and maintain employee information in the HRIS system to ensure data integrity
- Support Snr HRBP with HR system upgrades and implementation including testing, vendor and employee communication and project management.

**Employee Recognition & Wellness**
- In conjunction with the Snr HR Business Partner firm up the recognition framework for Pharma Dynamics
- Periodically review the recognition framework to ensure its relevance and alignment to Organizational objectives.
- Ensure national alignment of Pharma Dynamics wellness, social and recognition programs.
- Prepare presentations to the organization’s leadership for approval.

**Skills Development and Employment Equity**
- Collaborate with business leaders to influence the execution of Employment Equity plans and monitor the progress of the plan through talent management and r