Human Resource Officer

**Provide efficient and accurate HR administration to one’s centre**

Responsible for creating, maintaining and updating the personnel record system manual and electronic (HRIS) for record and audit purposes by updating records accordingly and filing documentation as per legislative and company requirements and information

Administer and provide information for the following in accordance with company and legislative standard including

but not limited to:

- External claim documentation and processes including but not limited to:

- IOD
- Death
- Disability ICAS referrals
- Internal Documentation including but not limited to:

- Relevant job profile signed, uploaded and filed.
- Relevant PPA signed, uploaded and filed.
- Engagement forms
- Termination forms
- Provident Fund
- Safrican
- Spouse insurance
- Bonus Provision
- Acknowledgement of Debts
- Leave forms and supporting docs

Maintain confidentiality of information and documentation at all times in accordance with company and legislative standards and policies

Administer all transactional admin as per mandate (engagements, terminations, internal transfers etc) for one’s Centre

Resolve queries relating to employee benefits and payslips timeously

**Responsible for consolidating, compiling and communicating value added MIS and HR reporting to relevant stakeholders**
- Compile, verify and submit value added HR management information reports to the relevant
- Engage with relevant stakeholders (Regional HRBP, Centre Management, Finance business partners) including but not

limited to:

- Weekly Vacancy Tracker
- Trend analysis on Performance appraisals
- End to end leave management
- Overtime management
- Complement and discrepancies
- Updated staff list to training
- Payroll discrepancies
- IR stats (warnings, grievances)
- Attrition
- Organograms
- Transformation (EAP targets, transformation committee concerns)
- Ad hoc

**Responsible for facilitating, analysing and controlling the leave management process**

Responsible for the leave management within one’s Centre/s including but not limited to:

- Accuracy and completeness of data (applicable notes, leave allocations etc.)
- Leave records are maintained and filed
- Leave liability reduction
- Monitoring employee balances to guarantee statutory leave is taken (Leave planning)
- Approval cycles

Monitor trends of employees and make the necessary recommendations to the Line Manager and Employee Wellness / IR if applicable as well as absenteeism but not limited to

Effective and timeous resolution of queries related to leave (leave allocations, balances, entitlements, approval cycles etc.,)

**Facilitate the delivery and execution of projects and initiatives**
- Successful execution of all projects and initiatives in accordance with the relevant roll out plan
- Drive the change process and take responsibility and accountability within one’s Centre/s in order to maintain a seamless integration and support whilst, providing feedback to the Regional HRBP and Line
- Support and drive transformation initiatives of the company

**Provide efficient recruitment, selection and orientation services within ones Centre in order to meet operational**

**requirements**

Comply with SBV’s legislative standards, policies and procedures.

Complete the recruitment and selection process for all positions (Contract and Perm) within one’s Centre/s up to and including JG 11:
Draft interview guides as required, submitting to the Regional HRBP for standardization and final approval before use

Assist the Centre to meet transformation targets (EAP).

Draft and obtain Non-EE motivations

Sit in on the Transformation Committee meetings as a representative of HR
- Verify that the EE Plan is displayed within the Centre/s.
- Update profiles with cosmetic changes to assist with its relevance at all times
- Execute and drive on mass recruitment projects to achieve set targets and provide updates to Line
- Responsible to maintain a database for one’s Centre/s
- Conduct company orientation with new employees in accordance with SBV’s legislative standards, policies and procedures
- Conduct all exit interviews and identify problem areas for job grades up to and including JG 11. Provide feedback to Line Manager and Regional HRBP

**Maintain, monitor and manage the headcount within one’s area of responsibility**
- Verify complement on a bi-weekly and monthly audit basis. Escalate any discrepancies to Regional HRBP for the full

Centre
- Documented monthly meetings with Line Manager to manage complement in order to meet operational requirements

**Coordinate and drive the performance management process within one’s Centre of responsibility**
- Drive the performance appraisal process end to end Submit the complete file to Regional HRBP
- Conduct trend analysis on the scores provided for one’s Centre/s under one’s scope of responsibility and submit the

final report to the Regional HRBP for review
- File Performance Pl