HR Consultant

SUMMARY:
The vacancy is based onsite in Woodstock, Cape Town. Only candidates from the digital, technology or advertising/marketing space will be considered for this EE role.

POSITION INFO:

CORE PURPOSE OF THE JOB
  
The People Partner will work in conjunction with Group HR to provide expert technical human resource advice to support the leadership team in effectively managing their talent. The incumbent will work closely with management and team members to improve work relationships, build morale, increase productivity and retention as well as drive a culture of performance and innovation.
  
DIMENSIONS OF THE JOB
Statutory Liabilities: -

• Basic Conditions of Employment Act
• Labour Relations Act
• Employment Equity Act
• Occupational Health and Safety Act
• B-BBEE Act

  
PRINCIPLE DELIVERABLES

1. Business Unit Strategy and Group HR Strategy

• Support both the Business Unit and Group HR strategies and objectives and ensure alignment with all Group policies and procedures.
• Support the growth objectives of the digital and ecommerce business.
• Work with Group to ensure the execution of all HR initiatives such as employee wellness, transformation, engagement, change management and culture.
• Work with the Business Unit and Group HR to ensure the business is continuously future proofing to achieve strategic outcomes.

1. Talent Acquisition and Retention

• Collaborate with Group Recruitment Specialist and the Business Unit’s management team to ensure alignment of talent acquisition strategy and ensure vacant positions are filled timeously.
• Create job adverts and coordinate response handling from social media platforms (sourcing channels) (shortlisting candidates, prepare question guides, conducting interviews with line managers and ITC and reference checks).
• Continuously develop networks/partnerships to actively build database/pipeline of candidates.
• Ensure new appointments are made relative to employment equity targets and within the remuneration framework of the Group.
• Manage employee retention by keeping employees motivated and engaged (Candidate experience).
• Reporting and benchmarking.

1. On-boarding

• Support new employees in adjusting to their new roles and working environments.
• Preparation of inductions.

1. Organisational Design

• Review, update and design job descriptions.
• Developing and updating organograms.
• Identify skills gaps based on the future strategic requirements of the business.

1. HR Administration

• Responsible for the completion of HR administration.
• Draw up Contracts of employment, Annexures, Internship agreements, SETA and Training Contracts.
• Draw up Confirmation of Employment letters.
• Analysing and reporting of key trends and metrics.
• Manage HR Audits/Labour Audits.

1. Employee Benefits

• Ensure that all new applications are completed and signed off.
• Ensure that all withdrawals are timeously processed on the online system.
• Completion of documents for ex-employees as well as existing employees (Pension, Disability, UIF, Death claims).
• Maintain quality relationships and communications with all stakeholders, both internal & external.
• Maintain changes in medical aid.

1. Payroll

• Assist with the completion of new engagement documentation.
• Ensure that all HR submissions is sent through to payroll by no later than the payroll cut off date.
• Address pay queries when required.

1. Employment Equity

• Meet all statutory requirements of the EE Act.
• Hold EE Committee meetings and ensure objectives are met.
• Ensure occupational levels are correctly uploaded.
• Complete the annual submission of the EE Report to the Department of Labour.

1. Skills Development

• Meet all statutory requirements of the SD Act.
• Hold SD Committee meetings and ensure key objectives are met.
• Guide management on the sourcing of various training & development interventions (i.e. apprenticeships, skills programmes and bursaries).
• Ensure training registers, invoices, training contracts and motivations are kept for all internal and training that occurs.
• Complete the annual submissions of the WSP/ATR.
• Follow up on mandatory and discretionary grants.
• Work in collaboration with the Senior HRBP and Learning and Development to achieve the necessary B-BBEE requirements.

1. Employee Relations

• Maintains knowledge of all labour legislations related to day-to-day management of team members, reducing legal risks and ensuring regulatory compliance.
• Provide advice / guidance to management on misconduct, poor performance, conflict resolution and grievance matters.
• Generate documentation in support of the relevant disciplinary action taken namely warnings; notice to attend a disciplinary enquiry; AWOL letters, termination letters or any other letter with underlying conflict issues.
• Represents the organization at the CCMA.

11.  Performance Management

• To facilitate the development of KPA’s and KPI’s.
• Ensure that the performance reviews are completed within the specific timeframe.
• Act as a trusted coach for leaders to drive performance and team effectiveness 

1. Headcount Budgeting

• Consulting with management to prepare headcount budgets.
• Ensuring employee resources are budgeted for in order to meet strategic goals for growth and overall success in the business.
• Reporting on actual versus budgeted headcount and payroll costs. 

1. HR Projects

• Assist with projects as and when required.
• Provides guidance and input on division restructures, workforce planning, career pathing and succession planning.
• Facilitate Employee Engagement Surveys.
• Drive Employee Wellness.

1. Research and Development

• Conduct ongoing research on digital, insights and eCommerce trends and review of best practices locally and internationally by constantly scanning and identifying the market.
• Advising on how to align new trends to the organisation.
• Ability to conduct research pertaining to any aspect within the business as well as the Human Resources field.
• Attend industry-related forums and workshops.

1. Communication

• Ensure that open and effective methods of communication are available at all times for both employees and management, enabling an efficient two-way flow of information.

  
COMPETENCIES REQUIRED
Knowledge/Experience:

• A Bachelor’s Degree in Human Resources/Industrial Psychology
• Minimum of 3 years experience as a generalist from a digital/e-commerce background
• Good working knowledge of HR legislative requirements
• Project management experience
• Reporting skills
• Business Acumen
• Comfortable using technology
• Well versed with social/digital platforms

NB! This job is now closed. You can apply for other jobs by uploading your CV.