Job Description

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Job Advert Summary

We are currently recruiting for an experienced, People Partner( Employee Relations) to ensure smooth day-to-day Employee Relations and HR generalist function as well as providing support to employees and management. The role work closely with Regional People Partner by performing tasks with a focus to support and implement People strategy.



Established in 1975, Feedem is a large contract catering company in South Africa which manages in excess of 300 sites and employs more than 5 000 people ranging from dieticians, chefs and human capital specialists to hygiene experts.



We provide a wide range of catering and associated services to clients in all industries. We customise our catering and services according to their needs. Our services are offered with confidence as everything we do is underpinned by an ethical code and full compliance with all the relevant industry standards and regulations.We have a country-wide footprint with our head office in Johannesburg, and regional offices in Cape Town, Durban, George, Worcester, Port Elizabeth, Rustenburg, Kimberley and Bloemfontein.

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Minimum Requirements

Skills and Competencies

Ability to work under pressure. Analytical and Critical Thinking Empowering Team Members Persistence and Resilience Relationship and Alliance Building Skills Excellent interpersonal and communication skills. Negotiation and effective conflict resolution skills. Business partnering skills with strong problem-solving abilities. Good understanding of learning and development principles and application thereof to A proactive approach to identifying HR-related issues and implementing effective solutions.

Experience


Minimum 5 years' Experience within the Employee Relations and HR Generalist field manging high headcount in a large organisation. Minimum 5 years' experience managing external litigation proceeding at CCMA Solid understanding of Labour Relations including CCMA proceedings, labour legislation, including the Basic Conditions of Employment Act (BCEA), Labour Relations Act (LRA), and all relevant statutory laws. Experience in a unionised environment advantageous Sound knowledge of HR information system, SAGE300 advantageous Proven ability in facilitating training and Induction Proven ability in compiling and presenting to management Proven experience in project management Computer literacy - intermediate level on MS Office



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Duties and Responsibilities

Control and Organising :

Ensures that all personnel administration procedures comply with the company's policies and procedures through conducting audits on the personnel records/documentation at designated region. Perform transactional admin process in collaboration with the Operations team. Liaise with the Operations Team as to ensure that all employees receive proper documentation for but not limited to: Letter of appointments, transfers, terminations, promotions, remuneration adjustment, Promotions, etc. Collaborate with the Operations Team to ensure that are up to date and accurately describe each position within the designated region. Manage the Section 197 and Section 189 processes end to end and ensure agreements are drafted successfully. Analyse salary checks for the region and highlight concerns to management as and when required. Provide monthly MIS as required by management, analysing the information and providing findings & recommendations.

Managing Stakeholders

Build and maintain effective support structure, relationships across departments internally and clients for seamless interactions. Support and collaborate with operations within the organisation and prioritising related requests and proposals with regards to Human Resources Keep relevant parties informed to encourage operational effectiveness and efficiency from people intervention Represent HR on projects that are being executed within one's region and ensuring that project milestones are delivered. Drive, implement and monitor project deliverables, providing feedback to the project team and Senior HR. Facilitate compulsory training for staff within the region including induction etc. Facilitate ad hoc training as and when required

Recruitment, Selection and Transformation:

Conduct recruitment & selection on allocated positions in alignment with the recruitment process and procedure Recruit in alignment with Transformation Targets, obtaining the necessary approval for all non - EE appointments Administers psychometric assessments as and when required To analyse labour turnover statistics so that problem areas are highlighted, and appropriate action can be taken Maintaining of employment equity information on the SAGE300 System Ensuring that regular employment equity meetings with staff take place and chairing these meetings. Submitting annually an Employment Equity Report to the Department of Labour for the company. Compile and review all non-EE approvals within one's region prior to submission for approval as per the process

Performance and Talent Management

Drive performance management Ensure the performance appraisal process and documentation is adhered to through conducting audits to ensure compliance and consistency Guide Managers with poor performance counselling sessions of employee as and when required

Labour Relations

Attend to Labour Relations matters, e.g. trade union consultations, retrenchments, grievances, counselling etc. where required. Ensure that legislated remuneration packages are adhered to. Ensure that the Company's Grievance and Disciplinary procedures are followed, and that all relevant documentation is completed. Ensure that Operations/District Managers are fully aware of and responding to all statutory legislation affecting the catering industry. Prepare for and attend Conciliation sessions scheduled by the relevant Bargaining Council and CCMA resulting from labour disputes. Consult with labour consultants where labour issues may have a detrimental effect on the Company.

Managing Stakeholders

Build and maintain effective support structure, relationships across departments internally and clients for seamless interactions. Support and collaborate with operations within the organisation and prioritising related requests and proposals with regards to Human Resources * Keep relevant parties informed to encourage operational effectiveness and efficiency from people intervention