The Human Resources Operations Manager is responsible for all operational human resources related activities. This includes, but is not limited to, Employee Relations issues and resolution, serving as the subject matter expert in key HR tools, systems and processes, overseeing the execution and delivery of HR transactions, and providing value added analysis and reporting. This position will ensure that all required transactions take place to provide a seamless operation of the businesses as well as develop innovative programs, improve existing processes as required and growing a positive corporate culture in line with the companys objectives.

Provide professional recruitment support, including:

• Recruiting policies and processes. Partner with Managers and recruiters to ensure compliance with all employment laws and regulations.
• Pre-employment process and new-hire processing and orientation process.
• Act as a lead for reporting employment metrics, including open and filled jobs and recruiting forecast. Support the various managers with analysis and reporting related to recruitment.
• Drive cost-effective recruiting strategies to fill job openings with a focus on diversity and business needs. Develop and maintain a network of recruitment contacts to help identify and source qualified candidates.
• Establish, cultivate and maintain ongoing strong working relationships with the various Managers in order to understand the business unit, its recruitment needs and to create a partnership that ensures a seamless hiring process.

Management and maintenance of HR policies and procedures:

• Together with the CEO and CFO manage HR policy/procedure document maintenance and publication. Keep up to date with labour law legislation and impact to policies.
• IR/ER (disciplinary action, grievance/ arbitration) in liaison with various Managers and outsourced Labor Law advisors
• Interpret policy to provide direction and counsel to the most senior members of the management team as well as non-management staff.
• Ensure managers and employees are educated on policies.
• Track all escalated issues and follow-up with relevant or other third parties following issues through to resolution while maintaining effective communication with all affected stakeholders.
• Ensure that all property is returned, exit interview conducted, security access is cancelled and other general closure tasks are accomplished before the employees last working day.
• Manage and ensure a seamless exit process.

Training and development:

• Identify appropriate training vendors, ensuring compliance with legislation.
• Manage process administration and communication with the identified employees.
• Assist various Managers with coordinating team building sessions.

Manage annual BBBEE accreditation process:

• Co-ordinate data collection as per scorecard requirements.
• Liaise with various Managers as required, on documents and deadlines.
• Ensuring accurate reporting on Employment Equity on a yearly basis.

Vendor Relationship Management/Service Level Agreements for Suppliers (Recruitment agencies, payroll and benefit providers etc.):

• Negotiate, implement, and measure against service level objectives and measure targets.
• Manage escalated HR processing requests and approve/disapprove based on service level agreements.
• Responsible for monitoring and reporting trends and issues within scope of work. Analyze employee and manager inquiries to understand frequent or concerning bottlenecks or problems. Implement corrective action.
• Responsible for reporting within scope of work monthly, quarterly and ad hoc as requested.
• HR records management. Responsible for measurement, evaluation and improvement efforts to realize operational efficiencies and boost customer satisfaction. Works with other Managers to plan and implement new initiatives and special projects and programs.

HR Administration:

• Maintain all human resources records for 70 staff nationally:

• • Contracts
  • Leave
  • Payroll and salaries (working with finance and outsourced service provider)
  • Attendance
  • Disciplinary and performance processes
  • Recruitment assistance
  • Employee wellbeing etc.
  • Performance/Appraisal processes

Requirements:

• Candidate must be literate in MS Office Word, Excel, PowerPoint
• 3 – 7 years experience as an HR Consultant/Manager
• The ideal candidate must be mature and should be able to handle role and related pressures
• Tertiary studies/Degree in terms of HR related skills
• Need to be a proactive forward thinker
• Need to be open to being continuously challenged
• Must be open to ongoing learning, improvement and change
• Must be able to handle criticism and pressures of a wholesale/retail environment dealing with customers

Functional Competencies:

• Deal with all matters with a high level of confidentiality
• Have high attention to detail
• Build relationships – must have an interest in people
• Be assertive
• Speak with tact
• Engender trust
• Co-ordinate and plan effectively
• Think independently
• Solve problems
• Use initiative
• Multitask – run with a diverse range of responsibilities
• Communicate effectively with clients (internal and external)
• Communicate with senior executives and low-level staff
• Be creative and demonstrate flair
• Work independently and in a team
• Work to deadlines and prioritize
• Manage pressure in an entrepreneurial environment
• Focus on the detail as well as see the bigger picture
• Cope with a stressful role within a stressful environment
• Create their own direction and work independently
• Be tenacious

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