HR Operations Manager

2 weeks ago

Cape Town, South Africa Status Staffing Full time

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 Peoples Manual:
Implementation: Lead the roll-out and ongoing embedding of the Bowler Peoples 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 manuals 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
SelfDevelopment 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 salarys 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

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