Job Description

Job Purpose

The HR Consultant will be responsible for executing all HR processes throughout the life cycle of the employee; ensuring sound advice and the seamless and consistent delivery

of the departments' services to line management and employees in line with company procedures and compliance standards

Key Performance Areas

HR System Administration

Compile correspondence and documentation around HR processes e.g. letters of appointment and liaise with employees to facilitate the completion of starter packs;

termination checklists; leave forms, and other conditions relating to other conditions of employment.

Facilitate the capturing of changes in the HR System in line with operational changes and changes to employee's personal information Facilitate the completion of Change forms and flow of paperwork to support these changes Obtain authorisation of key stakeholders Notify relevant stakeholders (such as payroll) of relevant changes in line with deadlines; ensuring documentation is complete Compile and update personnel files with required documentation Check the data integrity in the HR system ensuring that it is complete and accurate Prepare audit documentation in line with policy, standards and requirements Action any remedial action as per plans Complete monthly HR reports for area of accountability including: Headcount to budget Vacancies and current status of recruitment Learning & Development needs analysis and interventions implemented ER issues Terminations Leave liability Absenteeism & Sick leave status - highlighting areas of concern and initiatives to correct Performance Management statistics - highlighting areas of concern and recommendations for improving performance Productivity reports Status update on HR projects / initiatives

Adherence to Company standards

Paperwork is accurate and complete Relevant changes are received by payroll in line with deadlines and requirements Audit targets achieved Relevant actions are taken in line with plans identified Report of information is accurate and in line with deadlines Stakeholder expectations are met Recommendations have been made and implemented to repair identified concerns

Learning &

Development

Administration &

Support

Capture and update training events and records in the learning system Capture all skills spend in the system Track skills spend and documentation for BBBEE reporting Assist in the compilation of skills development data for reporting purposes Co-ordinate induction processes to support onboarding Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP Co-ordinate logistical arrangements for facilitated learning programs on site Co-ordinate and track learnership contracts and documentation for the business unit Co-ordinate logistics and prepare filing for audits taking place on site BBBEE spend has been captured and tracked SD Back-up documentation is complete, accurate and accessible As per legislative requirements and company standards Audit targets achieved Learnership contracts and paperwork up-to-date and accessible All new starters have been onboarded and inducted Planning and logistics is proactive and thorough

HR Governance

Understand and execute against the standard operating procedures for HR Processes Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International; Escalate areas of concern to HR Management in order address and resolve. Competent in HR standard operating procedures Alignment to Group standards Non compliance is escalated Stakeholder satisfaction

OE Process Execution

Partner with business unit operations to facilitate the shortlisting and interviewing process for vacant positions. Partners with complex COE to manage recruitment and assessment processes; including advertising, reference checking, vetting; appointments Ensure that relevant documentation is provided to the complex COE for recording purposes Facilitate the relocation of employees onto the complex; and ensure the process of departmental onboarding takes place Provide an employment experiences for employees in line with EVP to promote SI as the "Best Company to work for". Tracks performance results across the complex and support business operations to identify opportunities and gaps; and make recommendations to improve the performance In collaboration with the COE, facilitate learning solutions relevant to identified gaps Be a change agent and communicate on change plans within area of responsibility. Proactively "feels the pulse" of the Business unit and actively engages with operational teams on changes taking place Providing feedback to HR Management on feelings on the floor Adherence to Group Policies and standards Change implemented in line with requirements and timelines Best Employer principles have been applied Reduced recruitment costs Time to hire is improved Process documentation is complete and recorded as required Audit targets are achieved Employees are onboarded in line with requirements Employee Engagement targets achieved

HR Project Execution

Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects Complete activities as scheduled in the detailed work plan Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations Provide feedback to HR Management on any challenges, obstacles, successes to implementation Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility Update electronic files to ensure that all information is appropriately documented Trouble shoot and support the operators by providing relevant information or escalating when required to ensure resolution Encourages the integration of organisational values, with the culture and the Employees' ways of working Standard approach across the complex Projects are aligned to HR and Group strategy and expectations Resources accurately allocated to meet project needs Risk remediation action plans have been recommended, communicated and controlled Project implementation delivered in line with quality requirements; milestones, timelines and budget Documentation completed and recorded accurately

Stakeholder Engagement

Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding, performance management, employee relations and labour legislation Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues. Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines; Stay informed of HR practices, policies and labour legislation. Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams Act as a point of contact for learning providers and BBBEE auditors Stakeholder feedback; Timely and effective resolutions of problems;

Adherence to legislation and regulatory requirements

Adherence to company policy and process

Client satisfaction and expectations are met

Planning

Plan and co-ordinate resources and activities efficiently in conjunction with HR Business Partner to ensure that HR project objectives and initiatives are met on time and within budget; The planning horizon is short to medium term in terms of establishing and implementing operational management targets, platforms and best practices for the business that will improve operating practices and performance in both the immediate and distant future; Interpret and execute a tactical plan for identifying, attracting and developing new talent

Decision making

Monitor and respond to changes in the operating environment to ensure that business' needs are met and challenges proactively addressed; Think laterally and has understanding of the business to implement solutions successfully; Analyse and critically evaluate information, and make sound decisions after considering all the facts presented by multiple sources of information; Provide recommendations regarding the execution and implementation of new HR policies, processes and frameworks by understanding the

complexity of the change and ensuring operational risks are mitigated;

Influence the "what" and make recommendations regarding the "how" of tactical business growth and retention strategies as well as achieve

the best operating strategies and tactics.

Problem solving

Provide information and make recommendations of leading practice solutions to address business challenges Identify business requirements, understand their needs and match these with the correct solution. Probe for further information where necessary to ensure the correct match is made; Undertake considerable investigation and research to analyse, evaluate and formulate best practice and integrated business support platforms; Identify compliance issues and requirements, and adapt the requirements to ensure risk is mitigated. Understand employment legislation and ensure that practice is in line

Education

B. Degree in Human Resources Management

Experience

Minimum 5 years experience in HR, including 3 years experience as an HR Officer

Skills and Knowledge

Core behavioural competencies

Planning and co-ordinating Analysing & Diagnosing Gaining co-operation Developing relationships Influencing Handling information / following instructions Clerical Administrative functions Problem-Solving Checking / attention to detail Writing formal correspondence Take initiative Customer service orientation

Technical / proficiency competencies

Interviewing Skills Employee Relations Processes Labour legislation

o Functional HR knowledge - recruitment, learning & development; performance management; talent omanagement; workforce planning

Change Management Remuneration & benefits Business Acumen Proficiency in MS Office Proficiency in Peoplesoft Communication skills (Verbal and Written) Personal Credibility & integrity

Equity

Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.

POPI Statement

Please note that when applying for any position, reference checks will be completed and personal information as defined in the Protection of Personal Information Act 4 of 2013 will be processed. In applying for this position, applicants will be deemed to have consented to such processing as defined in the included Privacy Statement.



Please also note that if you have not been contacted within 1 month after the closing date of this advertisement, please accept that your application has been unsuccessful.