Job Title

Human Resources Generalist: Operations

South Africa, Kwazulu Natal
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R30000 - R40000 Per Month
Area: South Africa, Kwazulu Natal
Sector: Logistics / Transport / Shipping
Posted: 25 June 2024

Job Details

AIM OF POSITION
The role of the Human Resource Generalist:Operations is to provide on-site HR guidance, support, and execution to ensure proper site compliance with company policies, procedures, and practices in the furtherance of labour stability and optimal performance.

KEY AREAS OF RESPONSIBILITY

  1. Operation specific human resource business partner

 

  • To guide and support the assigned business operation with full spectrum human resource capability including but not limited to: on-site recruitment and selection, industrial relations interventions, rollout and faclitation of annual training plan, performance management and employee assistance interventions.
  • To engage with on-site management with a view to HR best practice in furtherance of labour stability and employment law compliance
  • Participate in Audit processes
  • Promote good corporate governance
  • Manage relationships with key customers and suppliers
  • Create an awareness of BBBEE within the company
  • Translate legislative changes into relevant HR Policies and Practices
  • Provide input to the updating of company policies and procedures, and HR process flows
  • Ensure implementation and compliance of HR Policies and procedures
  • Loading of employees both internal and external onto Time and Attendace system (X-Time)
  • Collating, completing and submitting payroll information to Head Office for new starters, and weekly operations
  • Comply with the company Policies and Procedures
  • Comply with relevant HR Legislation (LRA, EE, BBBEE, SDA, MIBCO etc)
  • Manage the implementation and ensure compliance to the EE strategy
  • Participate inthe implemnentation and utilisation of equity related processes
  • Co-ordinate Transformation Forum meetings and consult with all stakeholders
  • Monitor, report on trends and provide advice to line management regarding labour statistics (turnover, sick leave, absenteeism etc)
  • Responsibile for the site recruitment process end to end
  • Responsible for the exit process (resignations, disability, ill health, incapacitation, retirement, etc) and conducting of exit interviews.
  • Create and maiantain the assesment database for your site (new startes and existing employees).
  • Ensure the tha Psychometrics are conducted for recruitment and development purposes
  • Be the HR representative in consulations and discussions with stakeholders on matters that arise at a site level in collaboration with the IR Specilislist
  • Facilitate the resolution of employee disputes, grievances and conflict in collaboration with the IR Specialist.
  • Develop an Organisation training plan in collaboration with site management and Learning and Development Officer.
  • Assist site with the formulation of training programmes and monitor their implementation-in collaboration with the Learning and Development Officer.
  • Co-ordinate Learnerships, inservice training and apprenticeships on site.
  • Coordinate planned Skills Development interventions in the organisation (i.e training requests etc)
  • Maintain and update Skills Development statistics and reports for the site
  • Facilitate the Performance Management process and administer performance management records
  • Participate in the drive of the Individual Development Planning process.
  • Evaluate the effectiveness of the HR Systems and establish new system requirements
  • Develop and coordinate internal communication-with the collaboration of Snr HR Manager and IR Specialist (where required)
  • Facilitate Change management initiatives
  • Keep up to date with latest trends and developments in the Human Resources Field.
  • Identify opportunities for improvments and make recommendations.
  • Analysis, Reporting and Administration

2. Analysis of onsite practices in the area of sick leave and suspension leave with a view to introducing initaitives to decrease cost and occurrence.

  • Conduct monthly reporting to provide an overview of onsite people practices
  • Complete all requried administration necessary for the successful performance of the role.
  • Will be required to perform other tasks as assigned

MINIMUM REQUIREMENTS

  • Educational: Matric
  • Degree/Diploma in Human Resources
  • Experiential: 3 to 5 years within a human resource advisory role
  • IR and Union Experience
  • Special Requirements: Valid driver’s licence (responsible for different sites-non-negotiable)
  • HR Legislation Required BCEA; LRA; EE; BBBEE; SDA; MIBCO
  • Added Advantage Time and attendance system knowledge
  • SAGE VIP-knowledge
  • Workday-HRIS system knowledge

BEHAVIOURAL COMPETENCIES

  • Competencies required by the job holder should include the ability to:
  • Encourage others to communicate effectively and efficiently at a level that is understood by all thus developing a culture of participation and involvement.
  • Provide optimum levels of leadership, if required, encouragement, training, and support to help others achieve their results and meet their budgets.
  • Create a positive and innovative atmosphere which encourages people to commit themselves to the task in hand and where necessary, go beyond the call of duty to achieve their key objectives.
  • Mentor, counsel, coach and generally support those who are not confident in their area of competence, building morale and personal esteem and generally encouraging others to give their best performance.
  • Generate monitoring systems that identify whether self, others or the organisation are achieving their objectives and any variances there may be in terms of goals and timescales. Ensure that corrective action plans are formulated and implemented.
  • Work within a technical or specialist area of expertise to continuously improve the quality of the service and/or the product provided.
  • Remain self-controlled and prepared to listen to what others think and feel.
  • Develop competence and expertise.
  • Be non-confrontational when handling or involved in conflict situations and to achieve agreed and acceptable standards and timescales adopt a passive and non-demanding working ethic.