Senior HR Officer

**AVI Ltd. **is known for its leading household brands across many categories including: hot beverages, sweet and savoury biscuits and snacks, frozen convenience foods, personal care products, cosmetics, shoes, accessories, and fashion apparel.

**NATIONAL BRANDS LIMITED** operates 5 manufacturing sites, offering world class manufacturing facilities in Isando (Johannesburg), Rosslyn (Pretoria), Westmead and Durban (KZN). It is home to some of the best-known South African tea, coffee and creamer brands, including our delicious range of much-loved savoury and sweet biscuits, and our melt-in-your-mouth snack range.

An exciting opportunity exists for a **Senior HR Officer **at **NATIONAL BRANDS LIMITED Isando Coffee and Creamer site**. The purpose of the role is to provide generalist HR support to the business to facilitate operational effectiveness and efficiency.

**KEY PERFORMANCE AREAS**

**HR Administration and Reporting**:

- Responsible for all administration related to employee life cycle including new engagements, benefits, employee changes, leave analysis, terminations
- Attend to general requests/queries from internal and external customers
- Conduct exit interviews on resignations and report back to the business with insights
- Ensure high level and high standard of customer service and guidance in line with HR Policies and Procedures
- Develop and update job profiles for all employees and capture them into the Job Profile portal
- Co-Ordinate HR Project deliverables, including reward and recognition initiatives
- Ensure HR Audit requirements are adhered to
- Develop ad-hoc reports as required by the HR team or the business unit
- Checks and signs off monthly payroll variance report, follow up and resolve discrepancies
- Liaise with employees on Death and Disability claims
- Manage long service allowances, generate reports, capture workflows, arrange the certificates and framing
- Provide employees with documents such as confirmation of employment letters, copies of payslips, service letters, visa letters, UIF, and Medical Aid documentation

**HRIS System Administration**:

- Conduct integrity check of master data to ensure all data is complete and accurate
- Conduct a quarterly review of HR system access in relation to roles and responsibilities of individual users
- Follows the workflow process designed, loads data to ensure next step in the cycle can be completed, follow up and obtain outstanding information where identified
- Address all general HRIS system information queries received from Management and employees
- Provide assistance and support to Line Managers using SAP

**Performance Management**:

- Provide employees with relevant documentation with regards to performance management and reviews
- Ensure that IPA’s are submitted on time, maintain a check-list of mid-year and year-end reviews
- Ensure all IPA’s are received in time for the Annual Increase exercise, capture performance ratings on SAP, follow up on outstanding IPA’s
- Provide guidelines on managing employee performance, address all general performance management or appraisal queries received from employees and management
- Monitor progress and promote the development of employees through an appropriate performance management system

**Transformation, Learning and Development**:

- Act as backup to the HR Officer in coordinating and managing the training programs on-site
- Back up the HR Officer in ensuring that the target set for the WSP planned for the year is met

**Industrial Relations**:

- Set up internal disciplinary hearings, appeals, and grievance meetings, take minutes
- Prepare all documentation/information for Disciplinary Hearings and CCMA cases
- Ensure that disciplinary and grievances are dealt with in accordance with company policies
- Assist with CCMA cases by collecting and analysing information for the HRM

**Recruitment, Selection and On-Boarding**:

- Assist management in the drafting of job profiles, vacancies, and package parameters
- Ensure that the recruitment process is followed from start to end to recruit effectively and reduce turnover
- Discuss the long and shortlists with line managers and the recruitment lead. Conduct interviews with management and recruitment
- Propose options to the HRM regarding recommended starting salary based on internal and market comparison
- Request the Letter of Appointment, provide all necessary information to the recruiter, check and sign off the letter before extending the LOA to the manager to sign
- Manage the induction process and ensure new employee induction/orientation takes place

**Employee Assistance Programme**:

- Co-ordinate the administration around the employee wellness plan, including communication of the ICAS offering
- Provides input and suggestions when setting up employee wellness initiatives, oversee and manage the initiatives

**_
EXPERIENCE_**
- Minimum 8 years’ HR generalist experience within a manufacturing environment is essential
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