Job Description

Duties include, but are not limited to:Recruitment and on-boarding of employees

• Takes an active part in the selection process, in collaboration with the HRBP and line management.
• Manages the employment contracting, enrolment and on-boarding process.
• Analyses trends and proposes alternative recruitment sources.
• Effective and efficient management of the recruitment and on-boarding processes.

Talent Management

• Implements talent management processes by educating line managers and employees on the processes.
• Manages the talent management processes and monitors adherence.
• Analyses all talent management related data and recommends changes where necessary to facilitate process improvement.
• Talent management processes implemented and used effectively.
• Deadlines adhered to and processes completed on time.
• Talent management data integrity.

Employee Relations

• Assists in providing a first line labour relations consulting service.
• Promotes dispute prevention.
• Evaluates merits of the case and advises on process and preparation required.
• Attends hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness.
• Facilitates timeous resolution of grievances.
• Understands Labour Legislation, related policies and procedures and communicates applicability to line management and employees.
• Clearly knows and understands employee relations policies and processes.
• Understands and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk.
• Advises and educates line managers and employees on documented employee relations processes, legislation, and policy application.
• Ensures relevant hearings and grievance meetings are set up.
• Reviews the work of subordinates in terms of their drafting of relevant documentation.
• Enables the transformation of the ER culture, especially within line management.
• Implements partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department.
• Compliance with procedural and substantive fairness requirements.
• Accurate, relevant, and complete documentation and system management.

Remuneration and Employee Benefits

• Understands all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers.
• Does calculations and formulae related to remuneration and benefits.
• Does salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness.
• Does audits and highlights inequalities in remuneration and benefits.
• Compensation and benefits understood by employees.
• Accurate calculation of remuneration, rewards, and benefits.

Staff movement and separation of employees

• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity).
• Efficient and effective implementation of staff movement and separation processes and procedures.

Process efficiencyIn-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.

• Leads the implementation and execution of solutions.
• Knows and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders.
• Advises and educates on the correct application and intent of HR policies, processes, and systems.
• Regularly reviews work against compliance and required objectives and standards.
• Monitors line managements application and implementation of HR processes.
• Directs employees and line management with the correct route to take with more complex HR issues.
• Ensures the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR.
• Increased HR process efficiencies in business.
• Effective implementation of relevant HR solutions.
• Clear single point of contact for HR related issues.
• Enhanced service to employees and line managers.

Change Agent

• Implements clearly defined change management processes and facilitates the successful implementation of change projects.
• Utilises necessary material to support line management and employees in adhering to change expectations.
• Coaches and educates line management and employees in respect of the practical application of the change processes.
• Change management projects and processes implemented.

Leadership and Growth Results

• Supports and articulates vision and values and goals aligned to business direction.
• Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area).
• Shares expertise freely and often.
• Demonstrates the Enaex values
• Personal development plan executed
• Best practices adopted

Customer and Relationship Results

• HR marketing and communication
• Understands the people needs of the Business and can communicate and market the relevant HR service offerings.
• Knows service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business.
• Investigates and recommends alternative or new service providers.

Customer relations

• Correctly identifies customer needs and challenges.
• Proactively educates customers of changes to HR policies, processes, systems and product offerings.
• Pro-actively engages with customers through participation at employee forums, management meetings and one-on-one interactions.
• Builds effective relationships with own team and network.
• Educates, coaches and supports line management on developing values-based partnerships within the Business Unit.

Employee engagement

• Pro-actively engages with employees through informal and formal interaction, information sharing and providing general advice.
• Translates employee issues into potential business risks and advises relevant stakeholders accordingly.
• Takes the necessary action where risks are identified.
• Challenges and reframes employee thinking in a positive framework.
• Positively advocates engagement.
• Explains rationale of and provides perspective on company projects, procedures and policies.
• Implements initiatives to enhance employee motivation, engagement and empowerment.
• Business Unit aware of HR processes and makes use of HR services.
• Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs.
• Full understanding of customer needs.
• Projects a positive image of HR and the company.
• Increased performance through effective working relationships.
• Positive employee relations.
• Trusting environment.
• Reduced risks.

HR Analytics

• Uses HR technology and systems to analyse and interpret relevant HR data.
• Compiles and presents meaningful HR reports through interpretation, comparisons, and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.
• Accurate and reliable calculations and reports.
• Relevant analytics facilitating effective decision making based on empirical information and accurate data.
• Sound governance and people risk management

• B. Degree / B Tech in HR or Behavioral Sciences or equivalent.
• 6-8 years generalist HR experience.
• Proficient level of Talent Management skill.
• Basic understanding of Organisational design.
• Proficient understanding of Change Management.
• Proficient understanding of the HR value chain.
• Basic understanding of the Management Consulting Principles.
• Advanced understanding of HR Information Management.
• Advanced understanding of HR legislation and company policy.
• Proficient level of business understanding and skills.