HR Operations Manager

4 days ago

Cape Town, South Africa Status Staffing Full time
Our client in Ottery, Cape Town is seeking an experienced HR Operations Manager to join their team. The ideal candidate will hold a Bachelor’s degree, with a minimum of 5 years’ senior management experience in HR. A strong generalist HR background, along with specialist IR expertise, is essential. The role requires in-depth knowledge of HR pillars (as per SABPP standards), as well as comprehensive IR experience, including discipline management, hearings, and arbitrations. Additionally, experience in strategic planning is required to drive the HR function effectively.

A recent professional profile photo is to accompany your application
EMPLOYMENT TYPE    :           Permanent
SECTOR                          :           Human Resources
BASIC SALARY              :           Market Related
START DATE                  :           A.S.A.P / Immediate

REQUIREMENTS:
  • Matric
  • Bachelor's degree required
  • Minimum 5 years' experience in senior management
  • Strong generalist HR and specialist IR experience
  • In-depth knowledge of HR pillars (as per SABPP standards)
  • Comprehensive IR expertise, including discipline management, hearings, and arbitrations
  • Experience in strategic planning
  • Strong analytical and problem-solving skills with the ability to make data driven decisions
  • Ability to effectively collaborate with cross-functional teams and influence stakeholders at all levels of the organization
  • Well-developed leadership and management skills
  • Excellent organizational skills
  • Good verbal and written communication skills (English & Afrikaans)
  • Ability to recognize opportunities and risks
  • High level of emotional intelligence and interpersonal skills
  • Ability to establish and develop well aligned supportive teams
  • Suitably developed computer literacy and skills
  • Appropriate Business acumen and entrepreneurial aptitude
  • Strong problem-solving skills
 
DUTIES:
 
Support and Entrench the Bowler People’s Manual:
  • Implementation: Lead the roll-out and ongoing embedding of the Bowler People’s Manual, ensuring that all HR standards, policies, and practices are well-understood and implemented across the organization
  • Training & Communication: Develop and deliver training sessions to managers and employees to promote compliance with the manual’s policies and guidelines
  • Change Management: Work closely with cross-functional teams to drive HR transformation initiatives that align with business objectives, promoting a culture of continuous improvement
 
Performance Management:
  • Performance Standards: Ensure the implementation of effective performance management frameworks that align with the company's transformation goals
  • Coaching & Mentoring: Guide managers in setting clear, measurable performance objectives and provide coaching for effective team management and development
  • Continuous Feedback: Foster a culture of continuous feedback and performance evaluation, aligning individual goals with overall business objectives.
  • Data-Driven Decisions: Analyze performance management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives.
 
Operations Management:
  • HR Systems Optimization: Lead the optimization of HR systems and workflows to ensure efficiency in recruitment, onboarding, payroll, and employee lifecycle management
  • Compliance: Ensure HR operations comply with labour laws and internal company policies, maintaining up-to-date records and documentation
  • Process Improvement: Implement and manage HR processes that support the company's agile transformation, focusing on streamlining workflows, improving communication, and enhancing HR service delivery
  • Workforce Planning: Collaborate with department heads to ensure effective workforce planning and provision that supports both current and future business needs. Manage onboarding, induction and off boarding processes
  • HR Metrics: Analyze management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives
 
Employee Relations and Engagement:
  • Culture Development: Champion initiatives to improve employee engagement, morale, and retention in alignment with the company's transformation journey
  • Dispute Resolution: Address employee relations issues, ensuring fair and consistent application of policies and promoting a positive and collaborative working environment
  • Well-being & Inclusion: Implement initiatives to enhance employee well-being and promote a diverse and inclusive workplace
 
Leadership and Collaboration:
  • Business Partner: Act as a trusted advisor to senior management on all HR-related matters, providing strategic input on people management during this business transformation
  • Team Leadership: Manage and develop the HR operations team, fostering a high performing culture that drives continuous improvement
  • Cross-functional Collaboration: Work closely with the operations, production, and leadership teams to ensure seamless alignment of HR operations with broader company goals
 
Self–Development and Growth:
  • Realistic assessment of own strengths and development areas and undertake actions to address weaknesses
 
Centralized Payroll Management:
  • Payroll Processing: Oversee and ensure accurate, compliant, and timely payroll processing for all sites
  • Salary Administration: Act as the salary’s administrator, ensuring accurate, compliant, and timely payroll inputs to outsourced service providers
  • Benefits Administration: Oversee benefits programs and ensure proper enrollment and communication, including retirement and risk benefits (death and disability) and medical aid. (Company Representative for GTC and Discovery Health)
 
Talent Acquisition and Retention:
  • Talent Acquisition and Retention: Develop and manage company-wide talent acquisition and retention strategies and processes.
 
Learning and Development:
  • Learning and Development: Oversee training programs, career development initiatives and succession planning
  • Learning Needs Analysis and Budget: conduct learning needs analysis in line with business and current and future needs, develop, and implement budget
 
BBBEE:
  • Strategy and Reporting: Propose and give input into the BBBEE strategy and ensure that the identified Level is achieved
  • Management of BBBEE Audit Process: Oversee BBBEE Audit process and assist HR Admin
  • Manager where required
 
Occupation Health and Safety:
  • Business Partner: Act as a trusted advisor to senior management on all Health and Safety related matters
  • Incapacity Management: Given input into and manage incapacity processes linked to ill health and disability processes
 
Employment Equity:
  • Transformation Strategy: Develop and implement EE Strategy and Plan in line with business objectives
  • Reporting and Compliance: Ensure compliance with and timeous reporting on the Employment Equity, inclusive of amendments, Act. (Report generated by HR Admin Manager) Appointed as the Senior Manager responsible for EE
 
Compensation Management:
  • Compensation Management: Implement and manage compensation structures, inclusive of salary benchmarking, in line with Remuneration Policy
  • PIMCA Compliance: Ensure compliance with PIMCA, inclusive of scheduled employee grading
 
HOURS:
  • Monday to Thursday: 08:00 – 17:00
  • Friday: 08:00 – 15:45
Should you meet all the requirements, apply on our website at www.statusstaffing.com today.
Should you not hear back from us within 10 working days, please consider your application as unsuccessful.  We will retain your credentials for future similar roles.

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