We are committed to locating the ideal job for you, so we kindly advise against paying for this service. There are no costs associated with securing employment with us.

Purpose of the Role

The role is overseeing all HR functions in an automotive wire harness manufacturing environment, including recruitment, employee relations, compliance, performance management, and training.
This role supports business goals by fostering a positive work culture, ensuring regulatory compliance, and driving HR initiatives that support employee development and retention. It is as a strategic partner to the leadership team, aligning HR strategies with organizational objectives.

Role: HR Officer

location: Prospecton – Durban KZN

Industry: Automotive

Fixed Term Contract: : 6 months

Qualifications

• Diploma or bachelor’s degree in human resources or a related field.
• Minimum of 3 years in an HR administrative role within ideally in automotive or wire harness production.
• Strong Leadership, communication, and interpersonal skills, with the ability to inspire and influence stakeholders at all levels of the organization
• Strong knowledge of South African labour laws and employment practices. Proficiency with HRIS, payroll software, and MS Office.
• Advanced analytical, problem-solving, and decision-making abilities, with a strategic mindset and business acumen to drive informed decision-making.

Skills Required

• Computer Literate (Intermediate).
• Good Communication Skills (verbal & written).
• Strong Interpersonal & People Management Skills (Analytical, Problem-Solving, & Decision-Making skills.
• Ability to work well in a team.
• Agile Leadership Skills to deliver, process, manufacture improvements and projects.
• High Attention to detail and deadline driven.
• Ability to work in a highly pressurized environment.

HR Reporting

• Prepare regular reports on HR metrics, such as turnover, absenteeism, and employee satisfaction, to provide insights to senior management.
• Analyse HR data to identify trends, support decision-making, related to recruitment, retention, and development and recommend improvements to HR processes.

Maintain and update records related to absenteeism, leave, disciplinary actions, and other HR activities

Health, Safety, and Environmental Support

• Partner with the SHERQ team to ensure safety programs are effectively implemented and understood by all employees.
• Promote wellness programs and initiatives that encourage employee health and safety within the workplace.
• Assist with safety audits, incident investigations, implementation of corrective actions and support compliance with safety regulations in the manufacturing environment.
• Assist with scheduling safety training and ensure all employees complete required safety documentation and orientation.

Employee Records and Data Management

• Maintain and update employee records, ensuring accuracy, confidentiality, and compliance with data protection laws.
• Manage personnel files, including employment contracts, attendance records, performance appraisals, and other HR documentation.
• Regularly update the HR information system (HRIS) with employee data, changes in status, leave balances, and other relevant information.
• Maintain and update employee records, ensuring accuracy and confidentiality.
• Ensure compliance with labour laws, safety regulations, and company policies, monitoring updates to legislation that may impact HR practices.

Compliance and Legal

• Ensure HR policies, procedures, and practices comply with South African labour laws and automotive industry standards.
• Stay updated on labor regulations and manage legal compliance, including employment contracts, terminations, and employee rights.
• Conduct regular audits of HR records and policies to ensure accuracy, transparency, and legal compliance.
• Prepare employment letters, notices, and memos as directed by the HR Manager or HR Officer.
• Assist in preparing reports and documentation for audits, inspections, or labour-related inquiries.

  Employment Equity (EE) Compliance

• Develop and maintain Employment Equity policies in compliance with the Employment Equity Act.
• Ensure policies promote workplace diversity and address any barriers to equitable employment practices.
• Draft and implement the company’s Employment Equity Plan.
• Prepare and submit Employment Equity reports to the Department of Employment and Labour annually.
• Facilitate Employment Equity Committee meetings, ensuring representation from various employee groups.
• Provide training and support for committee members.
• Conduct workforce demographic analysis to identify gaps in equity representation.
• Develop strategies to address underrepresentation and achieve transformation goals.

BBBEE Compliance

• Develop and implement a BBBEE strategy in line with the company’s objectives and legislative requirements.
• Coordinate with leadership to set and achieve annual BBBEE targets.
• Manage the BBBEE scorecard, ensuring compliance across all elements, including ownership, management control, skills development, enterprise and supplier development, and socio-economic development.
• Monitor, evaluate, and report on BBBEE performance regularly.
• Prepare for and coordinate BBBEE verification audits.
• Ensure accurate documentation and records to support audit processes.

Employee Relations and Engagement

• Foster a positive work environment by implementing engagement initiatives and supporting open communication.
• Address employee grievances and resolve workplace conflicts in accordance with labour laws and company policies, conducting investigations, and working with management on resolution strategies.
• Conduct exit interviews, analyse feedback, and make recommendations to improve employee retention.
• Provide guidance on HR processes and direct employees to appropriate resources or personnel.
• Serve as a point of contact for employee queries and concerns.
• Support management in implementing disciplinary actions in accordance with company policy and labour laws.

Performance Management and Development

• Oversee performance appraisal processes, including setting performance goals, conducting evaluations, and identifying areas for improvement.
• Work with department leaders to create employee development plans and identify training needs to enhance skills and competencies.
• Facilitate career progression programs, succession planning, and leadership development initiatives.
• Assist with performance review processes, supporting managers and employees in setting goals and conducting evaluations.
• Monitor employee performance issues, providing guidance and assistance as needed to support effective performance management.

Payroll and Leave Administration

• Conduct salary benchmarking and provide recommendations on compensation structures and employee incentives.
• Manage benefits administration, including medical aid, retirement plans, and other employee assistance programs.
• Prepare and process payroll inputs, such as attendance records, leave balances, and overtime hours, ensuring accurate and timely payroll processing.
• Track and manage employee leave requests, absences, and time-off balances, updating relevant systems and informing management as needed.
• Address payroll-related queries from employees and liaise with the payroll department to resolve discrepancies.

Training and Development

• Develop and coordinate training programs on topics such as safety, technical skills, management skills, and company policies.
• Ensure compliance with health and safety training requirements and track training completion.
• Support a learning culture by providing resources and opportunities for employee development and upskilling.
• Coordinate logistics for training sessions, workshops, and other employee development programs, including scheduling and resource setup.
• Maintain records of training activities and identify skill gaps within teams, recommending appropriate training programs completion and assist in tracking individual training and development needs.
• Assist in developing and implementing training materials, including onboarding and orientation resources.

Key Responsibilities but not limited to:

Recruitment and Workforce Planning

• Develop and manage the recruitment strategy to attract and retain skilled workers, engineers, and support staff needed in a manufacturing environment.
• Collaborate with department heads to understand staffing needs, coordinate interviews, and support the selection of qualified candidates.
• Manage the recruitment process, including job postings, candidate screening, scheduling interviews, and conducting reference checks.
• Ensure onboarding processes for new employees are fully integrated and understand company policies, procedures, and culture.
• Coordinate with IT and other departments to arrange new employee workstations, access credentials, and initial setup.

Note

• May need to work shifts from time to time
• Management reserves the right to assign additional responsibilities as required, based on the evolving needs of the organization.

We are committed to locating the ideal job for you, so we kindly advise against paying for this service. There are no costs associated with securing employment with us.

 

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