HR Manager - Tiger Brands
- Contribute to the business strategy by working with business leaders to identify and build key capabilities, leadership, behaviours and appropriate structures to execute the strategy
- Work with business leaders to translate business needs into HR requirements
- Translate business requirements into solutions and partner with HR CoEs and HR Operations Team to ensure HR service delivery.
- Serve as internal consultant to the function or business area, regarding talent acquisition & management, learning & leadership development, rewards & recognition, performance management, ER and organisation development
- Partner with the business to execute strategic agenda
- Monitor Employee Engagement levels in the Business Unit
- Develop strategic resourcing plans for the business area to address talent & succession risks
- Conduct EE assessments to inform action plans to drive the achievement of targets
- Report on EE targets and recommend actions to drive progress
- Consolidate EE audit results and recommend corrective actions
- Monitor labour legislation compliance (BCEA/OHSA/LRA/SD/EE)
- Represent the company at external dispute resolution bodies (CCMA, bargaining councils) and maintain accurate document trails
- Responsible for the Employee Relations delivery, incl. collective bargaining and consultation processes related to changes to the organisation.
HR Business Partner- Syntell
- Provide professional Business Partnering services, coaching and guidance across Business Units.
- Talent Acquisition, including investigating and implementing various attraction and retention strategies.
- Coordinate and facilitate company induction/ onboarding
- Group SDF: Implement the company skills development strategy, including learnerships and internships; and act as primary liaison with the relevant SETAs and DOL.
- Oversee individual development plans, and translating it into the WSP.
- Submit annual training reports(WSP/ ATR/ PTR) to the various SETA’s for all group companies
- Facilitate a high performance culture through coordinating performance management processes, including 360 feedback.
- Facilitate stable employee relations environment by advising on labour relations matters and facilitating disciplinary and grievance processes.
- CCMA representation
- Monthly HR reporting
- Facilitate and promote employee engagement and feedback
- Identify and implement OD initiatives, retention and succession plans
- Guide and advise employees on policies and procedures
- Update and maintain HR policies and processes in line with business and legislative changes
- Implement wellness initiatives
- General People Management
HR Business Partner- Fidelity-ADT
- Drive a Performance management culture and create relevant development plans with management
- Ensure completion of Performance management processes and guidance relating to setting of deliverables.
- Participate in high-volume local interviewing and select recruitment activities as required.
- Facilitate exit processes
- Drive the business values and associated interventions
- Support the execution of key HR deliverables, for the achievement of business objectives
- Analyses of HR metrics and drive execution of action plans
- Address routine day-to-day employee relations and industrial relations issues.
- Act as a resource for managers, ensuring compliance with company policies and legislation.
- Assist with investigations and the resolution of employee complaints within required time frames to minimize risk.
- Communicate with regional, Branch and HR Operations management on the execution of human resources transactions.
- Prepare feedback, and provide guidance for managers and supervisors on performance and disciplinary actions etc.
- Coordinate local training programs in conjunction with HR Trainers in support of business needs.
- Assist with the execution of restructuring plans and HR related projects.
- Collate regular or ad hoc HR metric reports, including headcount and turnover, in support of business needs.
HR Consultant- Plascon
- Facilitate change management processes to assist employees and business partners by identifying a need for change management initiatives and the implementation thereof.
- Coaching managers and supervisors regarding people and operational issues
- Build relationships with Operational Business Partners to optimise the people and organisation structure requirements
- Provide input to ensure contents of job profile, score cards and adverts are accurate and relevant.
- Recruitment (includes placing ads, shortlisting, interviews, PPA’s and checks via MIE) in accordance with the company’s EE targets.
- Ensure all new employees attend on-boarding and track for reporting purposes.
- Coach and manage the probation process to ensure new employees become fully operational within required timeframes.
- Partner with Business Units & Functional Teams to implement, review and analyse performance improvement programs to achieve a High Performance Organization while managing and minimizing poor performance (through performance rehabilitation).
- Ensure scorecards are in place and completed in the required timeframes
- Manage disciplinary enquiries to ensure consistency and fairness and ensure that all required documentation is completed.
- Ensure effective IR procedures are adhered to in order to achieve a harmonious employee relations climate.
- Advise managers on IR matters in line with company policies, procedures and legislation.
- Liaise with Unions regarding people/ site issues on a monthly basis in order to build strong Union/ Management relationships
- Company representation at the Bargaining Council
- Compile monthly HR reports and monitor trends
- Provide monthly salary input to Central Payroll and investigate with any salary/benefit related queries
- Facilitate ad-hoc rewards and recognition programs regionally and manage the Long Service Awards process.
- Manage and facilitate Employee Wellness initiatives
- Co-ordinate the bursary process and learning interventions in relation to employee’s IDP’s
- Recruitment of in service students via tertiary institutions and learners for CHIETA approved learnerships.
- Execute Planned HR Initiatives to ensure HR objectives are met.
- Assist with any department restructuring/ rightsizing requirements as and when needed.
- Provide SAP training to line managers and staff as SAP super user
HR Administrator- TFG
- Deal with general HR queries from first line managers and provide assistance in line with company policies
- Support Learning and Development by scheduling learning interventions in line with employees IDP’s
- Compile divisional training reports (BBBEE, WSP, ATR), as well as personalized induction programs when required.
- Facilitate the completion of skills program agreements during induction.
- Assist with the on-boarding process by presenting HR policies and ensuring accurate completion, and timeous submission of employee documentation
- Provide administrative support to managers and maintain disciplinary and grievance records.
- Assist employees in the business unit with salary and benefit queries.
- Provide monthly salary input to Central Payroll (Shared Services)
- Assist with the execution of HR Initiatives and completion of monthly HR reports.
- Monitor and report on completion of performance reviews
HR Administrator- City of Cape Town (local Government)
- Facilitate time and attendance by maintaining leave records and supporting employees with SAP ESS leave modules.
- Assist with the recruitment and selection process by conducting interviews facilitate assessments and reference checks.
- Provide administrative support to managers and maintain disciplinary and grievance records.
- Submit monthly HR reports and report on trends analysed from SAP data.
- Monitor and report on completion of performance reviews for all levels across the Business Unit
- Assist with the roll-out of the Talent Management process as Department Talent Management Committee Administrator
