Hr Generalist (Mid-Level)

Findojobs South Africa • Other • Other (Gauteng, South Africa) • $200 - $300 / year • 9h ago

Our client is a mission-driven nonprofit organization dedicated to community upliftment, aged and disability care, social services, and welfare. They are committed to fostering a supportive and inclusive work environment where staff are driven by purpose and meaning.

They are currently seeking a Mid-Level HR Generalist to join their team.

The ideal candidate will have a passion for our mission, solid HR experience, and the ability to work in a dynamic, evolving nonprofit environment. Someone who can balance tactical HR skills with strategic thinking, while maintaining a passion for their organization's mission, is critical in this role.

This role will be responsible for managing a variety of HR functions, including employee relations, recruitment, training, compliance, and performance management.

Key Responsibilities:

Recruitment & Talent Management:
1. Job profiling and job specifications
2. Salary surveys
3. Job grading and analysis
4. Manage full-cycle recruitment processes, including posting job openings, screening candidates, coordinating interviews, and extending offers.
5. Partner with department heads to understand staffing needs and ensure effective candidate selection.
6. Assist in developing job descriptions and ensuring alignment with organizational needs and compliance.
Onboarding & Orientation:
1. Coordinate and execute the onboarding process for new employees, including orientation and necessary training.
2. Ensure new employees understand organizational policies, procedures, and culture.
3. Support the integration of new hires into the team and monitor initial performance.
Employee Relations & Conflict Resolution:
1. Serve as a point of contact for employee questions, concerns, and complaints.
2. Provide guidance to managers and employees on HR policies and best practices.
3. Mediate and resolve conflicts, ensuring that issues are addressed in a timely, fair, and transparent manner.
4. Manage IR related matters across a varied group of staff.
5. Draw up and issue disciplinary documents.
6. Train supervisors and managers on disciplinary processes.
7. Chair or initiate disciplinary hearings.
8. Manage grievance procedures.
9. Prepare separation agreements.
10. Prepare documents for CCMA.
11. Represent the organization at CCMA as required.
Performance Management:
1. Support managers in addressing performance issues and providing coaching.
2. Promote a performance-driven culture with an emphasis on growth, development, and mission alignment.
3. Conduct gap analyses to determine skills and experience gaps.
Training & Development:
1. Assist in identifying training needs and organizing employee development opportunities.
2. Provide support in the planning and delivery of internal workshops, training programs, and learning resources.
3. Foster an environment of continuous improvement and professional development.
HR Compliance & Reporting:
1. Ensure that HR policies and practices comply with local labour laws (BCEA, LRA, EEA, SDA, POPIA, OHASA).
2. Draft, implement, and train on company policies and procedures.
3. Draft SOPs and general staff notices.
4. Implement appropriate HR practices with the aim of minimizing business risk.
5. Maintain accurate HR records and report on HR metrics (e.g., turnover, retention, diversity).
6. Support audit activities and ensure documentation for all HR-related transactions is up-to-date.
7. Compile accurate management reports including but not limited to attrition, leave, absenteeism, performance trends, recruitment trends, and salary surveys.
Change Management:
1. Assist with organizational restructures.
2. Develop and implement new policies or processes.
3. Implement HR strategy.
4. Ensure business practices are in line with HR strategy and best HR practices.
5. Support Group Manager: People in driving and implementing company culture initiatives.
Employee Engagement & Retention:
1. Promote a positive organizational culture by supporting employee engagement initiatives and ensuring alignment with the nonprofit's mission and values.
2. Help plan and organize team-building activities, recognition programs, and wellness initiatives.
3. Gather and analyze employee feedback to improve retention and satisfaction.
Employment Equity and Skills Development:
1. Work closely with S24 manager to formulate EE Plan.
2. Actively drive EE plans and targets.
3. Assist with skills development processes and initiatives.
4. Be a member of the EE committee.
Education:
1. Human Resources degree, Business Administration, or related field.
2. Registered SDF advantageous.
Experience:
1. 5 years of progressive HR Generalist experience.
2. Demonstrated experience in employee relations, recruitment, and performance management.
Skills:
1. Strong understanding of HR principles, labour laws, and best practices.
2. Excellent communication skills, both written and verbal.
3. Strong interpersonal and conflict-resolution skills.
4. Ability to work effectively with individuals from diverse backgrounds.
5. High attention to detail and organizational skills, with the ability to manage multiple tasks simultaneously.
6. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HR software systems.
Attributes:
1. Passion for the nonprofit sector and the organization's mission.
2. Ability to be flexible and adapt to a dynamic and evolving work environment.
3. Strong problem-solving and decision-making abilities.
4. High level of confidentiality and professionalism in handling sensitive information.
5. A collaborative team player with a proactive approach.

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