Job Description
About the Role
The Human Capital & Risk Generalist role is a critical position in ensuring the successful execution of Human Capital as well as Health, Safety and Risk operational strategies. The ideal candidate will act as the primary liaison between all stakeholders for all Human Capital, Health-Safety and Risk related responsibilities.
Key Responsibilities
- Ensure successful execution of Human Capital policies and procedures aligned to Namibian law.
- Manage document control for all Human Capital governance documents.
- Coordinate all site Human Capital projects and ensure alignment to the Group Human Capital strategy.
- Manage recruitment end-to-end for Namibia in accordance with the applicable labour legislation of 2007.
- Manage and process job requisition forms, appointment requests and movement forms.
- Ensure all job requisitions are approved in line with company approval metrics.
- Ensure successful onboarding of all new employees and roll-out annual Return-to Work inductions.
- Load new employees and ensure timely submission of payroll take-on documentation.
- Coordinate training interventions in line with the training calendar and track training attendance.
- Liaise with NTA regarding training levy compliance (if required).
- Collaborate with the IR specialist and the Human Capital manager in managing all grievances and disciplinary processes.
- Support Line Management with the consistent application of company policies, disciplinary procedures, and codes of conduct.
- Represent the company at the Office of the Labour Commissioner for reconciliation.
- Identify and Communicate employee relations risks to the Operational manager, HR Manager and IR specialist.
- Prepare charge sheets, notices of enquiry, and ensure employees are properly informed of their rights.
- Maintain accurate and confidential records of all disciplinary actions and outcomes.
- Coordinate and schedule disciplinary enquiries, ensuring compliance with the Namibian Labour Act, 2007.
Requirements
- Relevant tertiary qualification in Human Capital Management
- Computer software proficiency (Advance Microsoft Word, Excel, Power Point)
- 3–5 years’ experience in a Human Capitals Generalist role (exposure in Health-Safety & Risk Management is advantageous)
- 3 – 5 years’ experience in a manufacturing environment
- In-depth trade union experience
Qualifications
None mentioned.
Salary & Benefits
Salary information not specified.
Reporting and Data Analytics
Compile all monthly Human Capital reports and submit them to the Human Capital and Operations managers.
Analyze data and compile a quarterly continuous improvement report.
Maintain the vacancy matrix.
Ensure all HR reports are accurate and submitted on time.
How to Apply
Click the green “Go Apply” button below to apply directly online with the employer.
About HR & recruitment Jobs in Gauteng
The human resources and recruitment sector is a vital component of the Gauteng job market, with a wide range of roles available across various industries. Typically, this field encompasses functions such as talent acquisition, employee engagement, benefits administration, and training development, among others. Generally, these roles require a strong understanding of organisational dynamics, employment law, and recruitment methodologies to drive business success.
When it comes to salary expectations in Gauteng, HR and recruitment professionals can expect broad ranges that vary greatly depending on factors such as experience, company size, and industry sector. Typically, entry-level positions may fall within the R200 000 – R400 000 per annum range, while senior roles can span from R600 000 – R1 200 000 per annum or more, depending on the specific circumstances. It’s essential to note that actual salaries can differ significantly based on these and other factors.
Common skills for HR and recruitment professionals in Gauteng include strong communication and interpersonal skills, proficiency in recruitment software and systems, knowledge of employment law and regulatory frameworks, analytical and problem-solving abilities, and the capacity to build and maintain relationships with diverse stakeholders. Other essential skills may include strategic thinking, adaptability, and the ability to navigate complex organisational structures.
Several industries commonly employ HR and recruitment professionals, including the financial services sector, technology industry, manufacturing sector, and non-profit organisations. These sectors often require a high level of organisational acumen, technical expertise, and interpersonal skills to drive talent acquisition and retention efforts.
Career development opportunities in the HR and recruitment field are diverse and plentiful. Typically, professionals in this field can move into senior roles such as talent management, diversity and inclusion specialists, or leadership positions within organisations. Many also choose to pursue further education or training in areas like human resources management, labour law, or organisational development. With experience, they may transition into specialist roles or become thought leaders in their industry, leveraging their expertise to drive positive change and business success.
This information provides general career guidance. Actual salaries and requirements vary by employer.
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