1. JOB PURPOSE:
Associate Manager: Human Resources is responsible for supporting one of the key business areas in the Plant / designated BU. The role will be a client facing (first level of contact) HR generalist that will work closely with the HR Centers of Excellence and ensure implementation of HR Projects, Business support , Business administration and deliver /roll out the HR strategy whilst supporting the business. As an Associate Manager: Human Resources, the role will be responsible to foster relationships with the line managers, support the business in managing absenteeism, leave, workforce planning, employee relations.
2. KEY PERFORMANCE AREAS:
Responsibilities and essential job function includes but are not limited to the following:
2.1 Performance Management Cycle
Co-ordinating the company performance management & improvement processes & systems to drive the performance culture and meet company objectives, ensure that all non-performers have a detailed performance action plan
Support the process of performance review, IDP and performance contracts for all employees
Support line managers to put in place performance contracts for all new employees
2.2 Administration & Benefits
Ensure that all HR, compensation, and benefits administration is completed accurately and timeously to facilitate prompt and accurate payment of staff and service providers, accurate record keeping and HR metrics delivery
Ensure communication of welfare programmes and rollout of activities in the respective business areas
Drive attendance and costs reduction (i.e., leave management) with line management,
HR Administration and ensure information are provided timeously for HR reporting
Work and collaborate with the Centre of Excellence – Compensation/Employee Benefits & Systems to ensure seamless onboarding of new hires in the system. Manage that the data is captured timeously and is correct and create new employees’ files (electronic and physical)
Support and deliver key tasks in payroll queries and staff interface, new hire data entry, internal movement, and maintenance. Responsible for maintaining the human resources information system – also known as HRIS. Ensure tracking and maintenance of all HR-related data, such as employee contracts, non-disclosure agreements, compensation, employees’ benefits.
2.3 Employee Relations
Manage employee relations matters for the business unit as it relates to your respective business area – work closely with the Group Manager Employee relations to ensure that matters are dealt with in accordance with legal requirements and company policy
Develop and build strong relations between partners, line, and employees to facilitate the prevention of or quick and effective resolution of issues arising at the workplace
Keep abreast of legislative requirements and amendments to ensure legal compliance to all applicable labor legislation,
Provide sound advice on ER issues to enable fair, equitable and legally defendable application of the ER processes and policies,
2.4 Talent Acquisition & Talent Management.
Talent Acquisition: Responsible to work with the Centre of Excellence on talent acquisition to timeously communicate vacancies, support recruitment drives at plant (in identified area of support) implemented by the Centre
Assist drive talent and succession programs,
Facilitate On-boarding on new employees through the programmes driven by the Centre of excellence
Support & Participate in the company’s Broad Black Based Economic programs, (BBBEE)
Manage the employee life cycle and employee journey
2.5 HR Business Partnering
Act as culture and change champion in leading employee engagement initiatives.
Oversee the on-boarding and probation processes
Act as trusted advisor and coach to the leadership team
Oversee the on-boarding and probation processes
Support with organizational design review and effectiveness in consultation with business leader
3. KEY PERFORMANCE INDICATORS:
100% accurate HRIS systems data of all employees
100% Performance Management review, IDP process, Performance contract adherence
30% absenteeism reduction through employee wellness interventions
100% Onboarding of new employees
100% HR delivery and execution
4. QUALIFICATION AND EXPERIENCE
Formal schooling / degree:
Minimum: Degree
Preferred: Honours Degree
Experience: 3 - 5 years in HR Business Partner or HR related experience
Experience in manufacturing environment – advantageous
Certifications / Training / Licences / Registrations
Minimum:
Preferred:
Language skills
Minimum: Proficiency in English
Optional bonus: IsiZulu
Preferred:
5. SKILLS AND COMPETENCIES
Facilitation and negotiation
Administration
Collaboration
HR Management
HR Systems Management
Communication
Team work
5.1 SRSA Competencies
Competency Leading Self
Communication Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
Work with and engage people Able to delegate tasks and decisions; sahres responsibility and assigns accountability; trusts people to perform. Holds people appropriately accountable
Develop people Identifies individual's career direction and assists in their / own development. Provides support in identifying barriers and enables in a positive manner
Build collaborative relationships Develops and maintains effective working relationships with team members, partners, customers through using interpersonal skills. Secures cooperation with others; seeks and encourages win-win solutions. Works effectively without having formal authority.
Self-awareness Personally committed to and actively works on improving self. Ongoing pursuit to know self and learn from experiences. Asks for feedback and coaching.
Build trust Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.
6. KNOWLEDGE
HR Business Partner or HR related knowledge
Knowledge in manufacturing environment
7. PERSONAL ATTRIBUTES
Works cooperatively with others across the organization to achieve shared objectives
Follows through on commitments and makes sure others do the same
A simplifier focused on cutting through complexity
Managing conflict
Analysis, problem solving
Comes up with useful ideas that are new, better, or unique
Encourages diverse thinking to promote and nurture innovation
Takes on the challenge of unfamiliar tasks
Bounces back from setbacks and failure