HR Officer

**Purpose of the Role**:
The primary focus of the role is to be a trusted partner to business that ensures effective management and enablement of human resources function, through the talent sourcing and development planning. The role is primarily responsible for working within the operational environment ensuring that the Talent Sourcing, screening, appointment, onboarding and administration leading to the successful placements in the various roles. This role will report directly to the HR Manager but will also be a direct support function to the Operational Line Manager on the floor for Talent Sourcing and Employee Management activities.

**Essential Duties and Responsibilities**:

- **Recruitment & Selection**
- Draft employee Job Descriptions and Job Specifications for management review and approval for positions.
- When and if required update Job Specifications and Descriptions by engaging with the various line manager and HR Manager to understand the needs, requirements and responsibilities of roles.
- When employee notifications of terminations are processed, start the recruitment process by completion of the necessary recruitment requisitions and ensure approvals are obtained before recruitment is started.
- Develop and implement sourcing strategies & channels to build relevant talent pools.
- Conduct interactions with Managers of their vacancies and updating them on progress, in a timely, professional and responsive proactive manner.
- Identify & communicate continuous improvement opportunities and strategies for the attraction, searching, selection and appointment of the “Best” Talent for the Company.
- Develop a deep understanding of your assigned business units.
- Work closely with team members to generate a go to market sourcing strategy, gather competitive intelligence, develop targeted sourcing environments, conduct research and create talent maps.
- Leverage relevant social media and communications channels
- Maintain data quality and accuracy on the company’s internal databases and client talent acquisition systems.
- Follow agreed recruitment process for recruitment delivery (Inline with the recruitment process diagram).
- Manage administration related to talent acquisition including approvals of new hires, drafting the employment offer and contract and ensuring onboarding packs are complete for engagement date.
- Conduct pre-employment screening checks (criminal and credit checks, references).
- Ensure that Regret Letters / Notifications are sent to all unsuccessful applicants.
- Ensure onboarding and start up process of new engagements (for them to start and commence induction) are all concluded prior to the employment commencing.
- **HR Analysis, Reporting & Administration**
- New Employee onboarding welcoming and notifications of start / acceptance. Including notification to L & D and Operations.
- Hardware Management - Headsets & Parking Cards (Not limited to these only should the needs arise).
- Employee File compiling for Onboarding following the recruitment process. Including administrative support to L & D team.
- Employee notifications out to business inline of HR focus points (including and not limited to Birthday Messages, Employee Announcements, Employee Communications, etc.)
- Assisting and managing the employee benefits administration when required (Including but not limited to Health Insurance, EVP programs, Employee funds, etc).
- Ensure that the Vacancy Monitoring and the Talent Pipeline data entries and worksheet are maintained and UpToDate for management reviews.
- Work closely and collaboratively with the HR Manager and L&D team as well as Management to improve processes, systems, and ways of delivering HR (including L&D) services to ensure a proactive, efficient, and fit-for-purpose service.
- Drive transformation through providing support and guidance on talent acquisition and administrative components.
- **Governance, Employee wellbeing and Risk Mitigation**
- Input into business operations risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.
- Provide feedback to the relevant stakeholders within HR to initiate improvement projects that will increase profits or protect against risks in the function.
- Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
- Propose, Implement and or manager employee wellness, reward & recognition programs
- Propose, Implement and or manager employee development / succession programs and administration (possibly with the L & D team).
- Propose, Implement and or manager employee campaigns - Canteen / Employee Assistance and Care Campaigns. (Including newsletter & Birthday actions).
- **HR Data Analytics and Insights**
- Provide reports and metrics to business to allow for informed decision making
- Analysis of people and payroll data in key functional areas to identify efficiencies and cost opti