Pretoria: Human Resource Manager: Employee Relations and Employee Wellness(10 FTC) posted by PPC Recruitment

About the Role

As a Human Resource Manager: Employee Relations and Employee Wellness, you will play a key part in fostering a positive workplace culture, promoting employee well-being, and ensuring compliance with relevant labour laws and internal governance standards. This 10-month fixed-term contract role is critical to the development, implementation, and maintenance of effective and efficient Employee Relations (ER) and Employee Wellness (EW) policies, procedures, and practices that support the achievement of the company’s HR strategic objectives.

Key Responsibilities

• Compile and monitor the implementation of the EE plan.
• Participate in conducting surveys to determine employees’ perceptions of EE and analyse results and report to management.
• Ensure effective implementation of Employment Equity and the plan (5%).
• Ensure ER compliance is managed in line with company policy and workplace law.
• Advise executives on labour legislation and Company IR policies.
• Facilitate grievances and disciplinary hearings by staff and management and advise on correct and due process to be followed.
• Act as Company representative in relevant IR matters.
• Provide counselling about grievance and disciplinary hearing procedures (e.g. Initiation of case).
• Ensure proper completion of all relevant documents (e.g. Notice to appear).
• Oversee correct management of hearing outcomes.
• Manage communication around tenant companies labour issues and minimise the impact on the ASP.

Requirements

• Bachelor’s degree (NQF 7) HR qualification or related qualification.
• 7 – 8 years of experience with 3 in supervisory management.
• Own transport is critical in performing duties.

Qualifications

• No specific qualifications mentioned.

Salary & Benefits

• Salary range not specified.

MAIN OUTPUTS AND RESPONSIBILITIES FOR THIS POSITION

### Reporting

• Risk reporting.
• Monthly trend reports.
• Quarterly board reports.
• Management reports.
• Special project and statutory reports.

### Employee Wellness

• Promote and encourage the use of various employee wellness initiatives.
• Promote ASP Wellness programme amongst tenants.
• Hold Employee Wellness events (i.e. HIV/AIDS awareness days).
• Trend Analysis (climate).
• Recommendations in terms of trends (30%).

### Department Management

• Budget and Control: Manage the overall HR budget to ensure sufficient resources are in place to implement.
• Board submissions on a quarterly basis and implementation of resolutions (5%).
• People Management: Manage employees as appropriate within the department to optimise business performance and the service to customers.
• Ensure staff have the required skills and experience to execute their tasks.
• Conduct Performance Planning Sessions.
• Compile the Performance Management (KRA) documentation in collaboration with the staff member in terms of:
• Job Profile requirements
• Strategic Performance Objectives
• Key Performance Areas
• Personal Development Plan
• Track and monitor performance in accordance with policies and procedures and performance planning documentation.

### Disciplinary Management

• Consistency in Employee Relations.
• Confidentiality of Employee issues.
• Compliance.
• Generalist HR Functions.
• Company HR policies, procedures, and manuals.
• Labour legislation and best-practice benchmarks.
• HR information systems (HRIS) and internal tools.
• Legal advisors and external HR consultants.
• Professional networks, the internet, and research databases.

### Planning Cycle

• Development and implementation of HR Strategy aligned with business goals.
• Long-term workforce planning and talent development initiatives.
• Macro (35 Years): Execution of the annual HR operational and business plan.
• Quarterly and monthly monitoring and reporting cycles.
• Immediate Impact: Visible in conflict resolution, employee relations interventions, and compliance actions.
• Long-Term Impact: Realized through culture change, improved engagement, and enhanced HR efficiency.

### Influence and Decision-Making

• Operational Level (60%): Oversee implementation and enforcement of HR policies, procedures, and compliance processes.
• Strategic/Tactical Level (40%): Contribute to HR strategy, policy development, and business planning.