Key Responsibilities:
1.Strategic HR Management
oAlign HR strategies with the overall business objectives to drive productivity and organizational growth.
oLead the HR department in implementing policies, processes, and practices that foster an inclusive and progressive work culture.
oRegularly review and update HR policies to ensure compliance with labor legislation and industry best practices.
oProvide strategic input into business planning processes regarding workforce requirements and organizational changes.
2.Recruitment & Onboarding
oManage full-cycle recruitment, from sourcing to onboarding, ensuring alignment with company goals and diversity targets.
oCollaborate with department heads to identify staffing needs and ensure timely filling of vacancies.
oOversee employee induction programs to ensure a smooth transition for new hires into the company.
3.Performance Management
oDevelop and administer performance management systems that align with corporate objectives.
oTrack employee KPIs and identify areas for improvement.
oImplement mentorship and development programs for non-performing employees to enhance their capabilities.
4. Industrial & Employee Relations
oMaintain sound labor practices and manage relationships with trade unions and employee representatives.
oLead disciplinary actions, including chairing hearings and mediating conflicts between management and employees.
oRepresent the company in labor disputes and negotiations to ensure mutually beneficial outcomes.
5.Payroll & Benefits Management
oOversee payroll processes and ensure accurate and timely salary payments.
oAdminister employee benefits such as medical aid, pension schemes, and other welfare programs.
oConduct annual salary reviews and manage bonus distribution in line with company policy.
6.HR Compliance & Risk Management
oEnsure compliance with all HR-related legislation, including the Labour Relations Act, BCEA, and EE Act.
oConduct regular HR audits and implement corrective measures to minimize risks and improve operational efficiency.
7.Employee Wellbeing & Engagement
oLead initiatives related to employee wellbeing, including wellness programs, health initiatives, and team-building events.
oPromote a healthy and productive workplace by fostering employee engagement through feedback surveys and open communication platforms.
8.Learning & Development
oDevelop and implement a talent management strategy focused on employee development, succession planning, and retention.
oOversee the company’s learning and development programs, ensuring employees have access to necessary training and upskilling opportunities.
9.Transformation & BBBEE Compliance
oDrive transformation initiatives to meet BBBEE requirements and other diversity targets.
oWork closely with business units to align hiring and training processes with the company’s equity and transformation goals.
10.HR Systems & Data Management
oWORKDAY to ensure data integrity and operational efficiency.
oManage HR data, ensuring timely reporting and resolution of system queries.
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Key Qualifications & Experience:
•Education: Bachelor's Degree in Human Resources Management or related field (MBA or advanced HR qualifications advantageous).
•Experience: Minimum of 8-10 years of HR management experience, ideally within a manufacturing or industrial setting.
•HR Systems Expertise: Strong proficiency in WORKDAY or similar HRIS systems is essential.
•Legislation Knowledge: In-depth knowledge of South African labor laws, including LRA, BCEA, and EE Act.
•Transformation & BBBEE: Demonstrated experience in leading BBBEE compliance initiatives.
•Global Exposure: Experience working in or managing HR systems and practices in global environments is highly advantageous.
Core Competencies:
•Leadership & People Management: Proven ability to lead, mentor, and develop teams.
•Strategic Thinking: Ability to align HR strategies with overall business goals.
•Decision-Making: Strong analytical skills and decision-making abilities to resolve complex HR issues.
•Communication: Excellent verbal and written communication skills, able to engage with staff at all levels of the organization.
•Change Management: Ability to lead change management initiatives in a dynamic, fast-paced environment.
•Conflict Resolution: Experience in handling labor disputes and mediating employee relations issues.
