Job Description

Job Advert Summary

To provide comprehensive HR generalist support across the full employee lifecycle with a focus on industrial relations, HR compliance, employee engagement, EE, skills coordination, and payroll coordination. This role plays a pivotal function in supporting the company's operational efficiency and legal compliance by managing union relationships, driving HR initiatives, and ensuring fair and consistent application of company policies in a highly unionised environment governed by the Furniture Bargaining Council.

Minimum Requirements

Education & Qualifications:

National Diploma or Degree in Human Resources Management, Labour Relations, or related field.

Experience:

Minimum 3-5 years' experience as an HR Generalist in a unionised or wage staff environment. Proven experience dealing with CCMA, disciplinary procedures, collective agreements, and employee relations. Strong understanding of Furniture Bargaining Council agreements and wage-related compliance.

Knowledge & Skills:

Solid understanding of South African Labour Legislation, BCEA, LRA, EEA, and Skills Development Act. Proficient in Microsoft Office Suite (Excel, Word, PowerPoint). Working knowledge of HRIS or payroll systems is an advantage. Strong leadership, communication, conflict resolution, and problem-solving skills. High level of confidentiality and emotional intelligence. Ability to work independently and under pressure in a high-volume HR environment.

Duties & Responsibilities

1. Industrial Relations (IR):

Investigate incidents, formulate charges, draft notices, and facilitate disciplinary enquiries. Assist management in disciplinary hearings and issuing of warnings or dismissals. Represent the company at CCMA and Furniture Bargaining Council conciliations and arbitrations. Build and maintain relationships with shop stewards and union officials. Manage employee grievances and promote sound labour practices. Ensure compliance with collective agreements and closed shop provisions. Conduct union stats monitoring and risk assessments.

2. Recruitment & Employee Lifecycle:

Manage the end-to-end recruitment process including offer letters, contracts, onboarding, and probation monitoring. Coordinate induction and training schedules for new hires. Manage probation assessments, confirmations, and performance interventions. Assist in determining fair remuneration in line with FBC guidelines. Facilitate succession planning and skills development initiatives.

3. Employment Equity (EE) & B-BBEE:

Facilitate EE planning and consultative processes. Prepare for and manage DoEL inspections and compliance audits. Compile and report on Management Control and Skills Development for B-BBEE audits.

6. Payroll & Time & Attendance:

Coordinate wage and salaried payroll data with accuracy and within deadline. Validate and approve leave, manage shutdown leave planning, and special leave cases. Assist in managing payroll changes and overtime tracking in accordance with FBC exemptions.

6. General HR Administration & Projects:

Draft and implement HR and IR policies and procedures. Maintain accurate employee records (digital and physical). Monitor absconding cases and manage disciplinary telegrams. Facilitate year-end functions and long-service recognition. Oversee job profiling and manpower planning initiatives. * Support HR audits, inspections, and ensure legal compliance.