Human Resources Business Partner

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 Business Partner.à

àThe Human Resources Partner is responsible for managing and coordinating HR standards, policies, programs, and practices for employees. This role involves handling various HR functions, including workforce planning, employee relations, learning and development, performance management, compensation, and risk management. The HR Business Partner ensures that the organisation’s HR operations are effective, efficient and aligned with business objectives.

à

Responsibilities include:

à

àGeneral

⢠Consulting line management on all matters related to Employee productivity

⢠Providing daily HR guidance and steer â as per the HR Standards & corresponding policies

⢠Analyzing trends and metrics with specialists in the HR team

⢠Working closely with the HR team to distill learnings and advocate for change

⢠Monitoring and reporting on workforce and succession planning

⢠Evaluating training programmes to maximize ROI

⢠Entrenching Group programmes to anchor HR strategic pillars

Workforce Planning:

÷ààààààà Implement recruitment strategies to attract and retain qualified candidates and ensure optimal productivity within the site, budget, quality, and communicated timelines.

÷ààààààà Conduct job analyses, prepare job descriptions, and manage job postings.

÷ààààààà Onboard, induct, and orientate all new employees into the company culture, policies and procedures, safety, and overall job requirements as per the onboarding standard.

Employee Relations:

Promote a positive workplace culture and foster strong employee relations.

Serve as a point of contact for employee inquiries and concerns, inclusive of pay queries.

Counsel employees where appropriate and serve as an information clearinghouse to external services.

Advise line managers on labour matters and law, assist at disciplinary enquiries, and monitor and advise on employee productivity indicators.

Address employee grievances, mediate conflicts, and facilitate resolution.

Implement employee engagement initiatives and programs.

Employee Wellness

 Drive employee wellness initiatives.

Ensure appropriate OHSA appointments in line with legislation and GAR6 agreements.

Ensure appropriate handling of all Workplace injuries and related administration

Performance Management:

Coordinate the performance appraisal process and guide managers.

Monitor employee performance and assist in developing performance improvement plans.

Provide feedback and coaching to employees and managers.

Learning and Development:

Coordinate and deliver training sessions on various topics.

Evaluate the effectiveness of training programs and make improvements as needed.

Facilitate effective assessment of development candidates and competency mapping

Develop and manage contracts linked to learning and development initiatives, such as pipelines, training agreements, and, PDPs, ensuring that the contractual and development milestones are met.

Reward and Recognition:

Administer employee compensation, benefits, and reward programs.

 Ensure compliance with compensation and benefits regulations.

 Preparation of employee-related functions, including but not limited to year-end parties, long service and other awards.

 Assist with payroll processing and other payroll-related administrative tasks as needed, inclusive of but not limited to scanning of leave forms and certificates.

HR Risk Management:

Comply with statutory requirements for compliance and reporting, inter alia Workplace Skills, ATR, Employment Equity, MEIBC, BCEA.

Give input into HR policies and procedures.

Maintain employee records and HR documentation.

HR Technology:

manage assigned HR systems and databases, ensuring that all discipline and training records are captured timeously.

Maintain employee records, files, and HR-related Administration

HR Measurement:

Prepare HR reports and analyse HR metrics as required.

HR Service Delivery and Administration:

Sorting of payslips on weekly basis and issue them to supervisors (Philippi).

 Updating organogram on weekly basis and sending headcount.

Rostering employees every week.

Renewal of LDC contracts and termination as required

Arrange transport for personnel

Loading of new personnel and enrolment on the TNA system.

 Troubleshooting on clocks when required

SelfâDevelopment and Growth:

ealistic assessment of own strengths and development areas and undertake actions to address weaknesses, if any in self that hinder the fulfillment of objectives.

JOB EVALUATION CRITERIA

 

A) Knowledge and Skills

 

Secondary Education

Matric (Grade12)

Tertiary Education (including Diplomas, Certificates and Degrees)

Minimum undergraduate tertiary qualification in HR.

Experience

Minimum 5 yearsâ experience in a similar HR role in a manufacturing environment.

Accreditation with SABPP or other South African HR professional body an advantage.

 

B) Competencies

 

Knowledge

Skills

Sound knowledge of Human Capital Legislation, with preference to PIMCA.

Sound knowledge of HR Practice, Policy and Procedure

Strong Administration Skills

 Sound knowledge of Microsoft Office Suite and data visualisation tools

Well-developed leadership and junior management skills

Strong relationship-building and conflict-management skills

 Excellent organisational skills

Good verbal and written communication skills (English & Afrikaans)

Ability to act decisively and urgently

High level of emotional intelligence and interpersonal skills

Ability to establish and develop well-aligned, supportive teams

Appropriate Business acumen and entrepreneurial aptitude

Strong problem-solving skills

 

Other Special Requirements

C) Decision Making

 

Able to make good business-aligned judgement decisions at a tactical level for matters about scheduled and non-scheduled (Paterson A, B, and C Graded) employees within the Bowler standard, policy, practice and procedures framework and the relevant South African labour law.

Maintain HR standards, practices, policies, and procedures as defined.

D) Accountability

Responsible for Transactional HR in line with defined standards for the site.

Ensures that a structure for escalation of responsibility is effective.

E) Communication

Maintains the benchmark for transparent, responsive, and open communications within the business and at all levels.

Ensures an e-mail response within 24 hrs

Guidance telephonically to assist the teams when required within reason.

Good communication with management and subordinates.