Job Description

HR Business Partner
JOB DESCRIPTION
1. POSITION DETAIL
Purpose Statement The Human Resources Partner is responsible for managing and coordinating HR standards, policies, programs, and practices for employees. This role involves handling various HR functions, including workforce planning, employee relations, learning and development, performance management, compensation, and risk management. The HR Business Partner ensures that the organisation's HR operations are effective, efficient, and aligned with business objectives.
Position in the Organisation 1st Line Manager - 1st level Position HR Business Partner Subordinate - 1st level
2. POSITION DESCRIPTION
Main Outputs and Responsibilities for this Position
(please provide a short description under each heading/output)
1. General
Consulting line management on all matters related to Employee productivity Providing daily HR guidance and steer - as per the HR Standards & corresponding
policies Analyzing trends and metrics with specialists in the HR team Working closely with the HR team to distill learnings and advocate for change Monitoring and reporting on workforce and succession planning Evaluating training programmes to maximize ROI Entrenching Group programmes to anchor HR strategic pillars
2. Workforce Planning:
Implement recruitment strategies to attract and retain qualified candidates and ensure optimal productivity within the site, budget, quality, and communicated timelines.
Conduct job analyses, prepare job descriptions, and manage job postings. Onboard, induct, and orientate all new employees into the company culture, policies and
procedures, safety, and overall job requirements as per the onboarding standard.
3. Employee Relations:
Promote a positive workplace culture and foster strong employee relations. Serve as a point of contact for employee inquiries and concerns, inclusive of pay
queries. Counsel employees where appropriate and serve as an information clearinghouse
to external services. Advise line managers on labour matters and law, assist at disciplinary enquiries, and
monitor and advise on employee productivity indicators.
Address employee grievances, mediate conflicts, and facilitate resolution. Implement employee engagement initiatives and programs.
4. Employee Wellness
Drive employee wellness initiatives. Ensure appropriate OHSA appointments in line with legislation and GAR6
agreements. Ensure appropriate handling of all Workplace injuries and related administration.
5. Performance Management:
Coordinate the performance appraisal process and guide managers. Monitor employee performance and assist in developing performance
improvement plans. Provide feedback and coaching to employees and managers.
6. Learning and Development:
Assess training needs and give input into the Learning and Development budget. Coordinate and deliver training sessions on various topics. Evaluate the effectiveness of training programs and make improvements as
needed. Facilitate effective assessment of development candidates and competency
mapping.
Develop and manage contracts linked to learning and development initiatives, such as pipelines, training agreements, and, PDPs, ensuring that the contractual and development milestones are met.
7. Reward and Recognition:
Administer employee compensation, benefits, and reward programs. Ensure compliance with compensation and benefits regulations. Preparation of employee-related functions, including but not limited to year-end
parties, long service and other awards. Assist with payroll processing and other payroll-related administrative tasks as
needed, inclusive of but not limited to scanning of leave forms and certificates.
8. HR Risk Management:
Comply with statutory requirements for compliance and reporting, inter alia Workplace Skills, ATR, Employment Equity, MEIBC, BCEA.
Give input into HR policies and procedures. Maintain employee records and HR documentation.
9. HR Technology:
Manage assigned HR systems and databases, ensuring that all discipline and training records are captured timeously.
Maintain employee records, files, and HR-related Administration.
10. HR Measurement:
Prepare HR reports and analyse HR metrics as required.
11. HR Service Delivery and Administration
Sorting of payslips on weekly basis and issue them to supervisors (Philippi). Updating organogram on weekly basis and sending headcount. Rostering employees every week. Renewal of LDC contracts and termination as required. Arrange transport for personnel. Loading of new personnel and enrolment on the TNA system. Troubleshooting on clocks where required.
12. Self-Development and Growth:
Realistic assessment of own strengths and development areas and undertake actions to
address weaknesses, if any in self that hinder the fulfilment of objectives.
The employee accepts that he/she may be required to carry out any other tasks as required by management based on operational requirements.
3. JOB EVALUATION CRITERIA
A) Knowledge and Skills
Secondary Education Matric (Grade12) Tertiary Education (including Diplomas, Certificates and Degrees)
Minimum undergraduate tertiary qualification in HR.
Experience Minimum 5 years' experience in a similar HR role in a manufacturing environment. Accreditation with SABPP or other South African HR professional body an advantage.
B) Competencies Knowledge Skills
Sound knowledge of Human Capital Legislation, with preference to PIMCA.
Sound knowledge of HR Practice, Policy and Procedure
Strong Administration Skills Sound knowledge of Microsoft Office Suite
and data visualisation tools Well-developed leadership and junior management skills
Strong relationship-building and conflict-management skills
Excellent organisational skills
Good verbal and written communication skills (English & Afrikaans)
Ability to act decisively and urgently
High level of emotional intelligence and interpersonal skills
Ability to establish and develop well-aligned, supportive teams
Appropriate Business acumen and entrepreneurial aptitude
Strong problem-solving skills
Other Special Requirements C) Decision Making
Able to make good business-aligned judgement decisions at a tactical level for matters about scheduled and non-scheduled (Paterson A, B, and C Graded) employees within the XXX standard, policy, practice and procedures framework and the relevant South African labour law. Maintain HR standards, practices, policies, and procedures as defined.
D) Accountability Responsible for Transactional HR in line with defined standards for the site. Ensures that a structure for escalation of responsibility is effective.
E) Communication Maintains the benchmark for transparent, responsive, and open communications within the business and at all levels. Ensures an e-mail response within 24 hrs Guidance telephonically to assist the teams when required within reason. Good communication with management and subordinates.
Skills Cco, Organisational Skill, Clo, Coo, Cro, Cto, Written Communication, Payroll Processing, Business Acumen, Education, Erp, Ned, Supportive, Risk Management, Manufacturing, Payroll, Management Skill, Discipline, Accountability, Performance Management, Interpersonal Skill, Scala, Compliance, Microsoft Office, Entrepreneurial, Microsoft Office Suite, Problem-solving Skill, Workforce Planning, Employee Engagement, Problem-solving, Leadership, Employee Relations, Succession Planning, Excel, Documentation, Trends, Interpersonal Skills, Decision Making

Skills Required