Job Description

Maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices

1. GENERAL DESCRIPTION

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. The major areas the Human Resources manager manages can include:

Recruiting and staffing;

Organizational departmental planning;

Performance management and improvement systems;

Organization development;

Employment and compliance to regulatory concerns regarding employees;

Employee on-boarding, development, needs assessment, and training;

Policy development and documentation;

Employee relations;

Company-wide committee facilitation;

Company employee and community communication;

Compensation and benefits administration;

Employee safety, welfare, wellness and health;

Charitable giving; and

Employee services and counselling

The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee- oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals.

The Human Resources manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

2. PRINCIPAL DUTIES AND RESPONSIBILITIES

2.1. Maintains the work structure by updating job requirements and job descriptions for all positions.

2.2. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counselling managers on candidate selection; conducting and analysing exit interviews; recommending changes.

2.3. Prepares employees for assignments by establishing and conducting orientation and training programs.

2.4. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing salaries budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.

2.5. Ensures planning, monitoring, and appraisal of employee work results by managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counselling employees and supervisors.

2.6. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract proposals; awarding benefit contracts; designing and conducting educational programs on benefit programs.

2.7. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.

2.8. Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.

2.9. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.

2.10. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

2.11. Completes human resource operational requirements by scheduling and assigning employees; following up on work results.

2.12. Maintains human resource staff by recruiting, selecting, orienting, and training employees.

2.13. Maintains human resource staff job results by counselling and disciplining employees; planning, monitoring, and appraising job results.

2.14. Contributes to team effort by accomplishing related results as needed.

2.15. Analyse and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

2.16. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

2.17. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

2.18 Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labour relations, and employee relations.

2.19. Analyse training needs to design employee development, language training and health and safety programs.

2.20. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

2.21. Analyse statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

2.22. Plan, organize, direct, control or coordinate the personnel, training, or labour relations activities of an organization.

2.23. Conduct exit interviews to identify reasons for employee termination.

2.2.4. Investigate and report on industrial accidents for insurance carriers.

2.2.5Identify staff vacancies and recruit, interview and select applicants.

2.26. Allocate human resources, ensuring appropriate matches between personnel.

2.2.7. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits

2.28. Represent organization at personnel-related hearings and investigations (CCMA, SARPBAC or Labour Court)

2.29. Negotiate bargaining agreements and help interpret labour contracts.

2.30. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes

2.31. Prepare personnel forecast to project employment needs.

2.32. Prepare and follow budgets for personnel operations.

2.33. Develop, administer and evaluate applicant tests.

2.34. Oversee the evaluation, classification and rating of occupations and job positions.

2.35. Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

2.36. Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.

2.37. Provide terminated employees with UIF, Pension and Provident fund claims

2.38. Contract with vendors to provide employee services (Seesa, Safecyte, Uniforms, VIP Payroll and Premier HR)

3.KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

3.1. Combined with a minimum of 5 years industry related experience

3.3. Proficient HR Premier Processing and Sage VIP Payroll Processing Skills (Performance, Skills, Equity, Job and Employee Management) Experience with Employee Self Service would be an advantage

3.4. E.xcellent Excel and Reporting Skills Effective use of Outlook Explorer and scheduling

3.6. Comfortable with submitting online annual UIF, COIDA, EE, SDL, BEE and Workplace Skills Plans and Reports

3.7. Thorough Understanding of Main Collective Agreements for SARPBAC and MIBCO or experience working within Bargaining Councils

3.8. Thorough understanding of the following legislation LRA, BCEA, EEA, SDA, SDLA, OHSA, BBBEE

3.9. Managing pension and provident fund portfolio

4. MINIMUM REQUIREMENTS (What is required to perform the Essential Duties?)

4.1 Bachelor's Degree in Industrial Psychology or Labour Relations/ Human Resources

4.2oficient HR Premier Processing and Sage VIP Payroll Processing

4.3 Combined with a minimum of 5 years industry related experience Previous experience relevant to the post and professionalism

4.4 Computer Skills - essential (MS Word, Power point, Excel, Outlook, Pastel

I have reviewed and determined that this job description accurately reflects the position.

The above declarations are not intended to be an all-inclusive list of the duties and responsibilities of the job described, nor are they

intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job

Job Types: Full-time, Permanent

Pay: From R1,00 per month

Ability to commute/relocate:

Parow, Western Cape: Reliably commute or planning to relocate before starting work (Preferred)
Education:

Bachelors (Preferred)
Work Location: In person