Overview:

The purpose of this role is to optimise the HR processes and ensure the improvement of relationships between stakeholders in order to meet organisational objectives. The position reports into the HR Manager (Divisional).

Minimum Requirements:

• Grade 12 / Matric
• Bachelors Degree or BTech in Human Sciences, Human Resources Management or Industrial/Organisational Psychology
• 3-5years experience in a similar role within the Automotive Industry
• Diploma in IR/Labour Law (advantageous)
  

Key Performance Areas / Tasks:

HR Strategy:

• Assist with the development of the Human Resources Management Strategic and operational plans.

Corporate Social Investment:

• Implement social and labour plans.

HR Legislation:

• Translate legislative changes into relevant HR Policies and Practices.
• An in depth understanding of and to comply with the relevant HR Legislation (Labour Relations Act, Employment Equity Act, BBBEE Act, Skills Development Act, MIBCO Main Agreement etc.)

Employment Equity:

• Design and develop interventions and action plans to support the implementation of the EE strategy.
• Manage the implementation and ensure compliance to the EE strategy.
• Participate in the implementation and utilisation of equity related processes.
• Co-ordinate EE and Training Committee meetings and consult with all stakeholders.

BBBEE:

• Create an awareness of BBBEE within the Group.

Labour Planning:

• Monitor, report on trends and provide advice to Line Management regarding labour statistics.

Recruitment and Selection:

• Compile and place adverts for recruitment.
• Shortlist suitable candidates and compile candidate reports.
• Co-ordinate the recruitment process, prepare interview packs and conduct recruitment interviews.
• Ensure verification of candidates credentials (qualifications, references etc.)
• Make formal offers of employment and compile and issue letters of regret to unsuccessful candidates.
• Co-ordinate the sign on process (medical, employee data, payroll info etc.)

Transition:

• Co-ordinate the employee exit process and conduct exit interviews.

Industrial Relations (Regional Level):

• Monitor consistent application of IR processes, policies and procedures
• Monitor and advise on substantive conditions of employment and related rights and obligations.
• Facilitate external IR processes (CCMA. Labour Court, DRC etc.)
• Monitor the IR climate and advise Line Management on appropriate actions.
• Represent management in consultations and discussions with stakeholders on mattress that arise at plant level.
• Facilitate the resolution of employee disputes, grievances and conflicts.
• Co-ordinate and provide advice to all stakeholders on disciplinary proceedings.
• Facilitate formal and informal communication with Unions and Shop Stewards.
• Monitor national annual wage negotiations with Trade Unions and manage the implementation thereof.
• Keep abreast with IR developments, trends, court judgements, communication systems etc.

Performance Management:

• Instil a Performance Management Culture in the organisation.
• Facilitate the Performance Management process and administer performance management records.

HR Systems:

• Evaluate the effectiveness of HR Systems and establish new system requirements.
• Comply with the requirements of the HR Quality Systems.

Communications:

• Develop and co-ordinate internal communication programmes to facilitate business outcomes.

Teams Process:

• Design Teams process interventions and action plans.
• Facilitate Change Management initiatives.

People Management:

• Ensure an enabling climate/culture.
• Ensure a safe, secure and legal working environment.
• Coach and counsel people to ensure improved performance levels
• Ensure discipline is maintained in department (absenteeism, lateness, overtime, misconduct, etc.)
• Resolve grievances and disputes

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