Job Description

One of our clients are seeking a Payroll & HR Generalist for their Johannesburg branch. The ideal candidate should have 4-5 years HR Generalist Experience and experience working in Payroll on VIP.
Please only apply should you meet all of the requirements. Should you not receive any feedback from us with regards to your application after 2 weeks, please consider your application unsuccessful.
Purpose
To support the business through consultation, provide advice and guidance, improve efficiency, build and maintain excellent relationships between management and employees.
Required Qualifications and Experience

• 4 - 5 Years HR Generalist Experience with strong experience in payroll working on VIP
• Extensive knowledge of relevant South African legislation (UIF, SDF, PAYE, WCA)
• Sound knowledge and experience in SA Labour Legislations (BEE, EE, BCEA, LRA)
• Related experience in all HR component areas e.g. compensation and benefits, employee relations, etc.
• Proficient in MS office Suite (Excel, Word, Power point)
• Ability to use database for recording and reporting

Required Competencies

• A strong work-ethic
• Ability to exercise tact and discretion in dealing with sensitive and confidential information
• Energetic, ability to perform multiple tasks in conjunction with day-to-day activities
• Strong follow-up and prioritization skills
• Must be able to work without supervision
• Interaction with business units to build meaningful relationships
• High attention to detail
• A positive, team-player attitude
• Excellent interpersonal skills and effective communication skills
• Able to meet all deadlines and targets
• Analytical and problem solving skills
• Drive for results
• Building and Maintaining Relationships within the business with management and staff

Key responsibilities for this position include:
Payroll Administration

• Check that new employees have correct documentation and accurately load them on payroll before the 15th of each month
• Process all terminations accurately as per set deadlines and ensure that employees who have left are not paid to minimise financial risk
• Capture accurate information on transfers, salary changes, maternity, staff loans, study loans, business mileage reimbursement, garnishee orders and other related payroll changes as per set deadlines
• Accurately capture overtime and ensure that it is duly authorized before processing to minimise financial risk

Payroll Reconciliations

• Accurate reconciliation of payroll accounts on a monthly basis (Medical aid, provident fund, PAYE, skills levy, General Ledger)
• Accurate payment of monthly reconciliations to third parties as per deadline - before the 7th of each month
• Reconcile IRP5's annually and submit to SARS as per set deadline to ensure compliance
• Calculate and make provision for WCA assessment fee and submit to Compensation Commissioner annually and ensure it is paid before deadline to minimise financial risk to the company
• Monitor and ensure that statutory and benefits obligations are complied with at all times to avoid financial penalties and minimise risk
• Liaise with finance department to ensure that all statutory payments (PAYE, UIF, SDL, WCA) are paid as per set deadlines

Registration of new Employees

• Ensuring the existence, communication and application of appropriate Policies and Procedures to enforce compliance
• Provide management with meaningful and quality report on new employees, terminated employees, job transfers, etc, before the 31st of each month to enable them to plan properly
• Communication to management and staff on payroll related activities through a business communique to keep them updated with new trends
• Assist with the process of a potential disability where it is expected that an employee will not recover from an accident, injury or ill health to ensure compliance to policies
• Ensure that information loaded onto VIP is always accurate and reliable (master file)
• Compile accurate quarterly employment statistics and ensure it is submitted on time to ensure compliance.

Payroll queries

• Monitor and ensure that payroll queries send through the mailbox are investigated and answered correctly within 24 hours
• Liaise with thirds parties (benefits administrators) in dealing with employee queries when necessary, and provide feedback as per agreed deadline
• Keep customers in the loop about their queries by providing regular feedback about status of their queries

Payroll Reports

• Compile all required reports within deadlines

Job Profiling

• Monitor and ensure that there are job profiles for all positions
• Ensure that all employees have signed job profiles with their Line Managers
• New employees sign job profiles to ensure a clear understanding of required performance standard
• Employees transferred to new positions sign new job profiles to have a clear understanding of their new roles and responsibilities, as well as the required performance standard

Recruitment

• Conduct initial interviews with all shortlisted candidates

Business Partnering

• Create and maintain productive relationships with allocated business partners through providing advice and conducting visits
• Meet monthly with business partners to increase visibility of HR in the business and proactiveness
• Provide feedback on deliverables to direct manager as per agreed timelines
• Keep all informed about progress on the real need through written communication, telephone communications and interpersonal meetings
• Build a positive image of the department through exceeding client expectations at all times
• Provide support to the Managers and staff to proactively identify areas that need HR intervention to increase staff morale

Employee Engagement

• Conduct new employee engagement survey and give feedback
• One on one sessions with new employees to ensure they adjust to our culture
• One on one sessions with existing employees in allocated areas to establish if there are any issues
• Address issues where necessary to maintain and increase employee morale

HR Administration

• Assist with induction by presenting policies and procedures to new employees
• Agreements with service providers are in place and negotiate for a reasonable placement fee
• Maintain effective relationships with external service providers by evaluating performance through SLAs
• Conduct exit interviews and give feedback to Line Managers on areas that need improvement