Job Description

Job Summary Qualifications Tertiary qualification in Human Resources/Industrial Psychology. Experience Minimum of 10 years progressive experience as a Human Resources Generalist/HRBP preferably within a wholesal and distribution environment. Advanced Excel Skills Ability to work under pressure Restructuring experience Skills, attributes and knowledge Demonstrated knowledge in, recruitment, IR, employee development, change management activities, and the HR regulatory/statutory environment. Proven competency in the following areas: conflict management, problem solving, customer service, initiative, planning and organisation, performance management and relationship management, consultation, communication. Successful professional experience concerning issues of integrity and trust with a demonstrated ability to maintain high levels of confidentiality. The HR Business Partner (HRBP) formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organisation in designated practice areas and business units. The position serves as a consultant to management, directors and employees on human resource-related issues, and acts as an employee champion. The role assesses and anticipates HR-related needs, and continuously seeks to develop integrated solutions. The Role HR Business Partnering & Service Delivery Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Proactively analyses trends and metrics to provide input into developing solutions, programs and policies. Provides guidance and input on practice group/business unit restructures, workforce planning and implements succession plans for key talents and key job positions Actively identifies gaps, proposes and implement changes necessary to mitigate risks Acts as the performance improvement driver and provokes positive changes in the people management portfolio Attend Practice Group and Department team meetings and be an active contributor to the standing HR Agenda Challenges the organisational structure of the business unit and proposes changes to manage costs and efficiencies Proactively supports the delivery of HR processes and governance to ensure consistency to mitigate risk to the business. Payroll Do full payroll function (SAGE 300) Talent management and career development Ensure that job descriptions for each approved role are current Ensure that an effective performance management system is maintained at all times with a strong focus on continuous improvement; Facilitate the career development processes between the various gateways Employee relations Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations; Provide specialist employee relations advice and guidance to Directors, Managers and employees with particular focus on discipline management, poor performance, grievance and manage absenteeism, to ensure acceptable levels of individual employee performance; Manage employee activities in order to ensure best possible relationship and conformance to fair and best IR/LRA practice and lawfulness is maintained, and ensure that knowledge of IR/LRA/BCOEA/EEA is current at all times; Lead evidence on behalf of the company in internal disciplinary hearings as and when required; Issue warnings following best practice, protocols and procedures; Provide counselling and coaching to employees relating to conflict and performance issues; Manage annual leave through monthly discussions with employees who have high leave balances and send alerts out before leave is forfeited; Institute necessary communication structures and/or instruments to ensure effective flow of communication to staff on HR-related information; Produce a monthly report detailing all employee relation issues and submit for HR reporting purposes; and Ensure staff are appraised of all HR policies by having regular communication sessions on policy content. Management of restructure redundancy processes in line with legislation Relationship management Work in partnership with the Directors and Managers by assisting them in achieving their people management strategies; consulting with them to influence their thinking and actions in ways that positively contribute to the achievement of the company's results; Recruitment and selection Oversee and manage the authorisation process and ensure that all information is completed and signatures are obtained to activate the talent acquisition process; Manage workforce planning with Managers to facilitate efficient and timeous resourcing of teams; Regularly track and monitor the firms transformation targets to ensure compliance and value-add to the business; Active involvement and facilitation in placing high performing candidates, whilst ensuring achievement of the Company's transformation target; Ensure that the resourcing processes are followed as per policy in order to manage risk to the brand; Accountable to maintain the accuracy of the organisational structure, thus ensuring correct reporting of HR MIS. Facilitate interviews when required and at final interview stage. Pre boarding and on-boarding Manage the pre-boarding and on-boarding of employees in area of accountability; Oversee logistics and induction programme for all new joiners joining. Probationary reviews Ensure that probationary reviews take place one to three months with all new joiners, and integrate the output of this process with the employees development plan. Termination and exit interviews Ensure exit interviews are conducted with staff in their month of resignation. Manage the off-boarding process of all terminating staff. Report on exit trends and facilitate the development and implementation of retention programmes to reduce loss of intellectual property. HR projects Continuously recommend improvements on HR systems and processes; and participate in projects as directed by the Director.

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