HR Generalist

**PURPOSE OF ROLE** The overall purpose of this position is to support and oversee all the operational Human Resource functions relating to the different divisions as well as provide a strategic partnership to the leadership of the business. The role’s key focus includes but are not limited to recruitment and vacancy management, on-boarding processes, HR systems data input quality validation, HR compliance, regional compliance with all Group HR Policies, maintenance of Human Resource standards and execution of new start-up projects, contracts and roll out or ad-hoc operational requirements, related to the HR processes. **RESPONSIBILITY/PROCESS/KEY PERFORMANCE INDICATOR** - Drive Human Resources (HR) strategy_ - Provide input to HR initiatives to be implemented to support the achievement of the HR strategy. - Provide insight and contribute to project initiatives in terms of framework development for implementation in the business, new talent or performance processes. - Drive the execution of HR plans and ensure integration with key HR deliverables and interventions. - Report on the progress, gaps and performance improvements on HR key initiatives. - Manage and coordinate HR related programs/projects in accordance with the HR strategy. - Service Excellence_ - Build strategic relationships through consistent consultations with clients. - Provide high-quality advisory in line with set HR standards, policies and procedures. - Contribute to the enhancement of the HR service functional delivery levels (e.g. mapping and improvement of business processes). - Contribute and manage the optimisation of specialised services relevant to the allocated department. - Provide information on specific trends and practices to the relevant HR Specialist (EE, ER, L&D, and REM etc.). - Present HR best practices to situational business needs for consideration and implementation. - Develop adequate competencies for HR Officers to render a first line HR enquiry and information service. - Reporting_ - Provide weekly to monthly reports on key HR metrics, such as vacancy tracker, movements/headcount reports, and leave reports to key stakeholders in the support service areas as part of monitoring and tracking of key metrics. - Provide ad-hoc reports to Line Management as and when required. - Report on progress on the implementation/roll-out of the transformational programmes. - Report on performance management trends and analysis. - Planning, Recruitment & Selection_ - Manage and facilitate the recruitment and appointment processes - Coordinate the following activities for effective planning, recruitment and appointment process: - Provide an effective resourcing service to the departments, including influencing and advising Line Management on job analysis, job descriptions, job evaluation, advertising, and shortlisting. - In collaboration with the Organizational Design team, assist the Line Manager to compile and update the relevant job description/s. - Partner with Line Managers to determine the selection criteria. - Ensure that complete and accurate documentation (advertisements, job descriptions and recent Employment Equity (EE) stats) is submitted, as agreed with the relevant Line Manager. - Employee Relations_ - Provide guidance and support to Line Managers on Employee Relations (ER) matters, in line with relevant procedures and guidelines. - Assist Line Managers in resolving ER issues to avoid escalation to shopstewards /union representatives. - Liaise with the ER department to resolve matters of a serious nature and high impact to the business. - Where required, support the ER Department in attending or representing HR in disciplinary hearings for Operations. - Retention and Onboarding Management_ - Provide data and trend analysis on the department’s retention successes and risks. - Conduct exit interviews, obtain relevant data (exit interview questionnaire and quantitative data gathered during the interview) and submit/discuss relevant findings to the key stakeholders in operations and SME for further trends analysis and consolidation to derive lessons learnt as part of continuous improvement. - Discuss risk areas with the Line Manager, recommend preventative/remedial actions and implement as agreed. - Knowledge And Skills Requirements_ - Knowledge of labour legislation including BCEA, LRA, COIDA, EEA. - Knowledge of PSIRA (Private Security Industry Regulatory Administration) - Multi-Union experience. - Experience within the Services and or Security Industry - Ability to interact on all levels. - Must have excellent communication and people skills. - Administration, interpersonal communication, and client liaison skills are required. - Own vehicle and valid driver’s license. - Willing to travel when required. - Qualifications_ - BA/ B Com degree in Human Resource Management/Industrial Psychology - Post-graduate degree in Human Resource Management/Industrial Psychology is an added advantage - Experience_ - 5 years’