HR Operations Manager

We are a custom moulder in rigid plastics. We started supplying rigid plastic

articles to the South African market in 1972. From humble beginnings, the company has grown into

one of the leading players in our industry. This company has been listed on the Johannesburg Stock Exchange since 1987. Our customers include a wide range of South African national companies.

We are currently in the process of recruiting for a HR Operations Manager.  Reports in to HR Executive.

 The HR Operations Manager plays a pivotal role in driving the transformation of our human resources function, ensuring alignment with the companyâs evolving strategies. This role is responsible for supporting and entrenching the Bowler People’s Manual, ensuring adherence to standards, policies, and practices, and implementing performance management and operations management initiatives. The HR Operations Manager will ensure appropriate HR transactional performance, and optimised HR systems, and foster a high-performance culture that aligns with the companyâs agile and manufacturing goals.

Responsibilities include:

 Support and Entrench the Company Peopleâs Manual

Implementation: Lead the roll-out and ongoing embedding of the Bowler Peopleâs Manual, ensuring that all HR standards, policies, and practices are well-understood and implemented across the organization.

 Training & Communication: Develop and deliver training sessions to managers and employees to promote compliance with the manualâs policies and guidelines.

Change Management: Work closely with cross-functional teams to drive HR transformation initiatives that align with business objectives, promoting a culture of continuous improvement.

Performance Management

Performance Standards: Ensure the implementation of effective performance management frameworks that align with the company’s transformation goals.

Coaching & Mentoring: Guide managers in setting clear, measurable performance objectives and provide coaching for effective team management and development.

 Continuous Feedback: Foster a culture of continuous feedback and performance evaluation, aligning individual goals with overall business objectives.

Data-Driven Decisions: Analyse performance management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives.

Operations Management

·        HR Systems Optimization: Lead the optimization of HR systems and workflows to ensure efficiency in recruitment, onboarding, payroll, and employee lifecycle management.

·        Compliance: Ensure HR operations comply with labour laws and internal company policies, maintaining up-to-date records and documentation.

·        Process Improvement: Implement and manage HR processes that support the company’s agile transformation, focusing on streamlining workflows, improving communication, and enhancing HR service delivery.

orkforce Planning: Collaborate with department heads to ensure effective workforce planning and provision that supports both current and future business needs. Manage onboarding, induction and offboarding processes.

HR Metrics: Analyse management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives.

Employee Relations and Engagement

Culture Development: Champion initiatives to improve employee engagement, morale, and retention in alignment with the company’s transformation journey.

Dispute Resolution: Address employee relations issues, ensuring fair and consistent application of policies and promoting a positive and collaborative working environment.

Well-being & Inclusion: Implement initiatives to enhance employee well-being and promote a diverse and inclusive workplace.

Leadership and collaboration

Business Partner: Act as a trusted advisor to senior management on all HR-related matters, providing strategic input on people management during this business transformation.

Team Leadership: Manage and develop the HR operations team, fostering a high performing culture that drives continuous improvement.

Cross-functional Collaboration: Work closely with the operations, production, and leadership teams to ensure seamless alignment of HR operations with broader company goals.

SelfâDevelopment & Growth

Realistic assessment of own strengths and development areas and undertake actions to address weaknesses.

Transitional Outputs and Responsibilities:

1. Centralised Payroll Management:

Payroll Processing: Oversee and ensure accurate, compliant, and timely payroll processing for all sites.

Salary Administration: Act as the salaryâs administrator, ensuring accurate, compliant, and timely payroll inputs to outsourced service providers.

Benefits Administration: Oversee benefits programmes and ensure proper enrollment and communication, including retirement and risk benefits (death and disability) and medical aid. (Company Representative for GTC and Discovery Health)

Digital Transformation: Lead the payroll digital transformation migration from VIP to PaySpace intervention (Go Live November 2024)

2. Talent Acquisition and Retention:

Talent Acquisition and Retention: Develop and manage company-wide talent acquisition and retention strategies and processes.

3. Learning and Developmen

Learning and Development: Oversee training programmes, career development initiatives and succession planning.

Learning Needs Analysis and Budget: Conduct learning needs analysis in line with business and current and future needs and develop and implement budget.

SDF Line Management Oversight: Oversee company SDF full function, inclusive of, but not limited to WSP and ATR reporting and related interventions.

BBBEE:

·        Strategy and Reporting: Propose and give input into the BBBEE strategy and ensure that the identified Level is achieved.

·        Management of BBBEE Audit Process: Oversee BBBEE Audit process and assist HR Admin Manager where required.

5. Occupation Health and Safety:

·        Business Partner: Act as a trusted advisor to senior management on all Health and Safety related matters.

·        Incapacity Management: Given input into and manage incapacity processes linked to illhealth and disability processes.

6. Employment Equity:

·        Transformation Strategy: Develop and implement EE Strategy and Plan in line with business objectives.

·        Reporting and Compliance: Ensure compliance with and timeous reporting on the Employment Equity, inclusive of amendments, Act. (Report generated by HR Admin Manager) Appointed as the Senior Manager responsible for EE.

7. Compensation Management:

·        Compensation Management: Implement and manage compensation structures, inclusive of salary benchmarking, in line with Remuneration Policy.

·        PIMCA Compliance: Ensure compliance with PIMCA, inclusive of scheduled employee grading.

8. Board Committee Participation and SMETA:

·        Invitee: Attend and give feedback to Social and Ethics and Remuneration Committee as required.

·        SMETA: Company representative on SMETA certification

 

 

JOB EVALUATION CRITERIA

 

A) Knowledge and Skills

 

 

Secondary Education

Grade 12

 

Tertiary Education (including Diplomas, Certificates and Degrees)

Bachelorâs degree

 

Experience

At least 5 yearsâ experience in senior management

Generalist HR and specialist IR experience required

 

 

B) Competencies

 

Knowledge

Skills

 

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Sound HR and IR knowledge a pre-requisite

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  HR knowledge to include all the pillars of HR as per SABPP

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  IR knowledge to include all aspects of discipline, including preparation for hearings and arbitrations

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Experience in strategic planning

 

 

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Strong analytical and problem-solving skills with the ability to make data-driven decisions.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Ability to effectively collaborate with cross-functional teams and influence stakeholders at all levels of the organization.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Well-developed leadership and management skills.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Excellent organisational skills.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Good verbal and written communication skills (English & Afrikaans).

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Ability to recognise opportunities and risks.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  High level of emotional intelligence and interpersonal skills.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Ability to establish and develop well aligned, supportive teams.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Suitably developed computer literacy and skills.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Appropriate Business acumen and entrepreneurial aptitude.

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Strong problem-solving skills

â¢Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â  Efficient time management and sense for expediency.

 

       

 

Other Special Requirements

 

C) Decision Making

 

Able to make good business-aligned judgement decisions at a strategic, tactical or operational level as required.

 

D) Accountability

 

Responsible for all activities related to HR Operations

Ensures that a structure for escalation of responsibility is effective.

 

E) Communication

 

Sets the benchmark for transparent, responsive and open communications within the