HR Generalist

1. Recruitments and terminations

1.1. Ensure Vacancy approval form is signed off with a job description before initiating recruitment procedure.

1.2. Assist managers in drafting a JD for new roles.

1.3. Advertise internally and externally, screen applicants, shortlist, setup interviews with HOD's

1.4. Complete reference and background checks for all shortlisted candidates.

1.5. Issue successful candidates with letter of offer.

1.6. Follow the New employee checklist to issue HR forms and request supporting documentation from all new hires.

1.7. Induction: Book new employees for HR, Health and safety, Quality GMP and if applicable IT and Syspro training.

1.8. Ensure all new hires have signed the training registers for HR induction training and a copy is placed in their employee file.

1.9. Email new employe documents to payroll to load employee information and biometrics.

1.10. Verify new employee info captured by payroll. Create the role with occupational level, category and qualification and link to occupations module.

1.11. Monitor probation of new employees and send reminders to HOD to complete probation review by the end of the 2nd month.

1.12. Regret applicants that did not meet the requirement

1.13. Complete exit interviews for employees that have resigned.

1.14. Complete tasks on termination checklist.

2. Training

2.1. Manage all levels of training requirements.

2.2. Working closely with line managers to understand and implement policies and procedures related to HR

2.3. Analyzing training needs in conjunction with departmental managers

2.4. Plan, organize and administrate training programs.

2.5. Maintain Training spreadsheet each year of completed planned training. Track against the GL.

2.6. Update new and terminated employee information on Merseta.

2.7. Update training completed on Merseta in readiness for April submissions (ATR and WSP)

2.8. Constant engagement with Service providers in order to track progress of learners

2.9. Provide statistical reporting and analysis of training, metrics etc. for annual report purposes.

2.10. Plan Skills Development initiatives - learnerships etc.

2.11. Ensure Employee study assistance policy is signed by employees before they are sent for non-mandatory external training.

2.12. Ensure Training Matrix is maintained.

3. HR Administration

3.1. Effectively manage disciplinary procedures and practices to ensure full compliance with relevant regulations

3.2. Work with the line Managers with respect to disciplinary action required, including preparation of

documents, investigation of any offence, scheduling hearings, and attendance at hearings as HR representative.

3.3. Ensure that written statements regarding incidents is supplied by relevant parties

3.4. Assist managers and supervisors to identify charges / sanctions and draft charge sheets

3.5. Assist managers and supervisors with disciplinary investigations into employee misconduct or violation of company policy and preparing evidence / bundle of docs for hearings

3.6. Where necessary support the HR and Line managers on any CCMA or Labour court referrals

3.7. Manage grievances and grievance procedures timeously and ensure management are updated.

3.8. Facilitate counselling sessions

3.9. Counselling of employees (should there be issues with direct line supervision)

3.10. Provides counsel to workers regarding company and governmental policies, regulations, and procedures. Developing and maintaining positive relationships with employees and management.

3.11. Preparing reports and recommendations for trend analysis

3.12. Keep accurate disciplinary records & maintain the discipline schedule.

4. Performance Management

4.1. Work with managers to develop KPI's for their staff and to track employee performance

4.2. Update job descriptions with managers where changes are required to align to KPI's.

4.3. Identify below/poor performers and work closely with their direct supervisor to identify development plans and areas for improvement.

4.4. Identify star performers – and highlight to business with regards to retention

4.5. Employee performance reporting - best performers - coaching or training requirements - manager feedback and ratings

4.6. Assist managers with Annual Reviews

Qualifications

• Degree, diploma or other relevant experience relating to HR, IR/ ER, SA Labour Legislation
• Minimum 5 years of experience in HR specializing in IR, Performance, Training and HR compliance.
• Proficient in Microsoft Excel/Word/Outlook
• An understanding of and insight into the BCEA, LRA, OHS, EE, SDL and POPI acts.
• Knowledge of regulations and compliance as it relates to Human resources and South African law
• Familiarity with Human Resources Information Systems (HRIS)
• Fair knowledge of performance management concepts, theories, related practices and tools with substantial experience of incorporating these into business-focused solutions, including workable implementation plans.

Terms and Conditions:

1. Interested individuals should apply with a copy of their CV and relevant certificates or qualifications.

2. Should you not receive a response within 7 days of your application, kindly consider it as being unsuccessful.

3. Only shortlisted candidates will be contacted.

4. The above overview is not intended to be all inclusive and shall include other related tasks as necessary

5. The Company reserves the right to shortlist applications in line with our Employment Equity Plan.

Job Type: Full-time

Work Location: In person