Key Responsibilities:
1. Strategic HR Management
o Align HR strategies with the overall business objectives to drive productivity and organizational growth.
o Lead the HR department in implementing policies, processes, and practices that foster an inclusive and progressive work culture.
o Regularly review and update HR policies to ensure compliance with labor legislation and industry best practices.
o Provide strategic input into business planning processes regarding workforce requirements and organizational changes.
2. Recruitment & Onboarding
o Manage full-cycle recruitment, from sourcing to onboarding, ensuring alignment with company goals and diversity targets.
o Collaborate with department heads to identify staffing needs and ensure timely filling of vacancies.
o Oversee employee induction programs to ensure a smooth transition for new hires into the company.
3. Performance Management
o Develop and administer performance management systems that align with corporate objectives.
o Track employee KPIs and identify areas for improvement.
o Implement mentorship and development programs for non-performing employees to enhance their capabilities.
4. Industrial & Employee Relations
o Maintain sound labor practices and manage relationships with trade unions and employee representatives.
o Lead disciplinary actions, including chairing hearings and mediating conflicts between management and employees.
o Represent the company in labor disputes and negotiations to ensure mutually beneficial outcomes.
5. Payroll & Benefits Management
o Oversee payroll processes and ensure accurate and timely salary payments.
o Administer employee benefits such as medical aid, pension schemes, and other welfare programs.
o Conduct annual salary reviews and manage bonus distribution in line with company policy.
6. HR Compliance & Risk Management
o Ensure compliance with all HR-related legislation, including the Labour Relations Act, BCEA, and EE Act.
o Conduct regular HR audits and implement corrective measures to minimize risks and improve operational efficiency.
7. Employee Wellbeing & Engagement
o Lead initiatives related to employee wellbeing, including wellness programs, health initiatives, and team-building events.
o Promote a healthy and productive workplace by fostering employee engagement through feedback surveys and open communication platforms.
8. Learning & Development
o Develop and implement a talent management strategy focused on employee development, succession planning, and retention.
o Oversee the company’s learning and development programs, ensuring employees have access to necessary training and upskilling opportunities.
9. Transformation & BBBEE Compliance
o Drive transformation initiatives to meet BBBEE requirements and other diversity targets.
o Work closely with business units to align hiring and training processes with the company’s equity and transformation goals.
10. HR Systems & Data Management
o WORKDAY to ensure data integrity and operational efficiency.
o Manage 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.