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 efficiency In-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 managementxe2x80x99s 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

Minimum Requirements and Experience:

• B. Degree / B Tech in HR or Behavioural 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