8 Banking Jobs and Work in North West

Head of Human Resources
SiG Labour Corporate —Brits, North West
- R59 500 a year
Depot Manager
Africa Trade Engine —North West
Quick Apply
Store Supervisor- Mompati Mall
homechoice —Vryburg, North West
Home Loan Sales Consultant (Rustenburg)
ooba —Rustenburg, North West 0299
- Full-time
Branch Consultant/ Financial Advisor - Zeerust
Sanlam —Rustenburg, North West
Client Portfolio Executive
FirstRand —Klerksdorp, North West
- Full-time
8h
Branch Consultant/ financial Advisor Lichtenburg - Sanlam centre
Sanlam —Klerksdorp, North West
Kurt Geiger - Flexi Store Assistant - Waterfall Mall, Rustenburg
AVI Limited —Rustenburg, North West
- Part-time
1d

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Head of Human Resources

SiG Labour Corporate
Brits, North West

Apply Now

Job Details

Permanent
R59 500 a year

Full Job Description

HOD Human Resources

Objectives of this position

Ensure fair labour practice within the organization keeping the organization best interest at heart.

Authority
Authorized purchases up to R 20,000.00
Authorised to approve employment contracts.

Specific duties and responsibilities
Recruitment & Selection of Salaried Staff

Management and the implementation of the Brits Employment plan
Write and enforce procedures pertaining to HR related processes
Draft Job Descriptions together with the Department Heads when required
Prepare advertisement and post internal / external advertisements on the necessary portals
Conduct response handling
Shortlisting of candidates
Manage written and practical test when required
Conducting interviews and interview scoring
Conduct reference and criminal checks
Arrange for Personality Profile Testing when required
Prepare and extend Offer of Employment to successful salaried staff candidates
Prepare cost to company calculation, including company benefits
Prepare Offer of Employment to successful candidate
Extend Offer of Employment, explain company Medical Aid benefits, and provident fund etc.
Regret unsuccessful candidates
Prepare introduction memorandum of new Employee
Successful SAGE 300 on-boarding of new employees
Introduce new Employee into the organization - Induction training of new Employee
Present the following during the induction – Company overview, company policies & procedures, Health & safety procedure, Rules and regulations
HR briefing – Personal compliance according to Entrance checklist ( sign on documents, Banking details, certified copy of ID, issue of PPE, Resume, all relevant certificates
Ensure that an individual training program is created for the Employee by the Manager in conjunction with the job description
Ensure Employee is given IT access by the relevant HOD.
Arrange IT induction with the IT Administrator
Draft ,issue and brief Employee on his/her contract of Employment
Ensure that the Employee is issued with a Job description
Introduction of Employee to the Department
Ensure that an individual training program is created for the Employee by the Manager in conjunction with the job description to:
Provide training that will help the Employee reach the required skill level
Equip the Employee with standard company tools to perform his/her duties & functions efficiently and according to departmental and company standards
Provide an overview of the general business practices and procedures and explain when the employee will be evaluated and what methods will be used
And to close the GAP within the Departments Skills Matrix

Follow up on the training and development during the Employees’ probation period
Conduct probation review interview with the Employee and the Manager to
- monitor the training progress ensure that training needs are met
- Employee is evaluated according to the required skill level
- Monitor that the Employee has reached the required skill level.
- In the event of re training ensure that this has been scheduled and progress updated
Successful probation period – prepare and issue letter

Employee fluctuation

Resignations - attend to all tasks during the Employees notice period in accordance with Exit Checklist.
Meet with Manager or Department Head to discuss contingency plan
Utilizing the exit checklist ensure the following:
Resignation letter, applicable notice period, notify medical aid, arrange exit medical test, outstanding training agreement liability, arrange and IT Audit, ensure that all tasks are completed by the immediate superior and signed off on the exit checklist
Start the recruitment process for a replacement candidate
Set outlook reminders all for all applicable to attend to items prior to the Employee leaving
Final salary calculation actions during the normal pay period (On or before the 25th of the month)
Ensure that all internal systems ie contact list, organization charts, H&S teams are updated accordingly
Conduct exit interview with the Employee
Final sign off by Managing Director
Report per internal and Brose Reporting

Training and Performance Evaluation Systems

Management and improvement of the Training and evaluation systems.

Supporting process owner’s in identifying training requirements/needs
Liaise with Departmental heads to establish where training is required for further development
Review the formal training system which include schedules, training materials and evaluation.
Manage the continuous development and implementation of educational programs for wage and salaried employees.
Derive training needs as per performance appraisal assessments or need analysis.
Ensure that personnel reviews are done annually with all salary employees.
Ensure that Targets and Objectives and personnel reviews are done annually with all salary employees
Draw up the Training plan for the Brits plant
Compile in-house training material in conjunction with various departments.
Conduct of coordinate various health training where required.
Ensure all training records kept on file and uploaded onto the S-Cubed system
Complete and submit (WFP) Work force profile report
Complete and submit (WSP) Work skills plan report to merSETA consultants
Completed and submit ATR extract report
B-BBEE learner ship administration
merSETA Discretionary Grant administration and execution
Administrator for the annual Yes-4-Youth initiative

Disciplinary Management

Responsible for salaried staff disciplinary management within the Brits plants
Ensure that the disciplinary procedures are adhered to at all times within the organization.
Institute Disciplinary action where required
Conduct Disciplinary hearings
Ensure that all disciplinary hearings are procedurally fair
Attend to Grievances in accordance with the Companies grievance procedure
- Issue notice of dismissals
- Liaison with the Union and attend to union matters
- Performance Management.
- Motivation of staff.
- Staff retention.
Attend all DRC matters (set-down) for Brits Plants

Health & Safety Management

Management of Health and Safety and the enforcement thereof within the organization
Legal Appointment as the Chairperson of the Occupation Health & Safety committee in terms of Section 19.(3) of the OHSA, Act 85 of 1993

Chair Health & Safety Management meetings to ensure that audit findings are attended, tracked and closed.
Arrange and attend all Health & Safety Plant Management walk about, ensure minutes are taken for review and tracking to ensure all points raised are closed with H&S Officer
Ensure Health & Safety KPI’s are managed by Safety Officer / Assistant
- Oversee that incident and accident investigations are done
- Management of Health and Safety and the enforcement thereof within the organization.

Management

To take accountability in the managing and implementation of all Human Resources strategies.
Continues Improvement, and share best practices learnt during Plant meetings and Leadership Alignment conferences
Attend Plant, Operational, Departmental and relevant meetings as scheduled
MIBCO (Motor Industry Bargaining Council) Main agreement and amendments understanding thereof and ensure the application thereof within the organization
MIBCO Grading of employees and understanding the grading system conducted by MIBCO
- Responsible for all social events within the Brits plant
Present Communication Days (discussion and feedback forum) with the purpose of conveying information and planned activities to the Employees.
Bargaining council amendments inform and discuss with Plant
Wage increases – Discuss with Plant Manager, if required
To ensure the smooth and efficient running of the Human Resources department.
Management and improvement of the Training and evaluation systems.
Achieve annual targets and objectives as per formal agreement.
- Weekly / bi-weekly Plant Manager and Employee meetings arrange and feedback
- Employment Equity Manager for RGB
- Advise on recruitment, selection and promotions based on EE Plans.
- Ensure regular meetings, reports and feedback to Management on progress
- Source NPO’s for Social Responsibility
- Engage in DTI and other Government Incentive maximization
- Implement grants and incentives as per Management instructions
- Advise on actions to be taken to maximize grant incentives and implementations
- Attend to all Department of Labour audits and inspection visits
- Ensure HR compliance with IATF, ISO and Brose standards

Administration

Oversee completion and submission of monthly headcount reports
- Assist and prepare data for monthly operations review ( KPI’s)
- Weekly wages – review and authorize weekly wages for payment on time.
- Ensure personnel compliance - Files, archive and retrieval of personal files
- Attend and oversee the administration of medical aid and provident fund documents
- Prepare and distribute memos regarding various HR Issues.
- Compile and maintain an accurate data basis for employees in Brits.
- Document review – review documents annually i.e contracts, procedures, policies and templates
- Write policies and procedures relating to the HR processes
- Create template for various HR process
- ESS – Employment self-service, provide training to Employees to utilize the system
- SAGE 300 administration and assistance where required

General duties and responsibilities

- Any reasonable duty or task requested by the Plant Manager / Managing Director which contributes to the purpose of the job, or to the achievement of the organizations targets and objectives.

Performance Criteria & Supervision received

Plant Manager will monitor all activities
Performance appraisal evaluation
Set Targets and Objectives agreed to and tracked in Key Results Sheets

Qualification Requirements

Grade 12 / Standard 10+
Diploma in Human Resources Management or Similar Tertiary Qualification
Further certificates, diplomas, courses and workshops within relevant HR Legislation

Professional Experience

Ten (10) years’ experience in Human Resources management activities in Automotive Manufacturing Environment with at least Five (5) years of Management Experience

Special knowledge & skills

Computer literacy in all relevant MS Office applications.
Good communication skills and ability to convey information in a training environment.
Automotive quality and environmental standards relating to Human resources management
Bargaining Council experience
Health and safety requirements for industry.

Language
English (read, write and speak)

Personal Traits

Ability to work independently
Good interpersonal and communication skills
Ability to work according to strictly defined procedures
Strong problem solving and decision making abilities

For more information please contact:

Lidia Meyer

Apply Now

Refine Your Search

banking jobs in north west

Head of Human Resources

Depot Manager

Store Supervisor- Mompati Mall

Home Loan Sales Consultant (Rustenburg)

Branch Consultant/ Financial Advisor - Zeerust

Client Portfolio Executive

Branch Consultant/ financial Advisor Lichtenburg - Sanlam centre

Kurt Geiger - Flexi Store Assistant - Waterfall Mall, Rustenburg

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