HR Coodinator

Purpose of Job:

The HR Coordinator will be responsible for providing comprehensive support to all the various business units, which will include Workforce Planning, Talent Management, Industrial Relations and Reporting.

Key Performance Areas:

Recruitment:

• Ensure that all vacancies are advertised both internally and externally.

• Assist with sourcing, screening and shortlisting suitable candidates and scheduling interviews.

• Conduct employee verification checks that includes Criminal checks, Credit checks, Qualification

• Verifications, ID verifications and Reference checks.

Electronic Filing:

• Compiling and maintaining electronic employee records.

• Updating databases internally, such as performance scores, disciplinaries, training,

• Keeping Employee electronic files up to date (Loading new employee contracts, training certificates, capturing of all disciplinary Warnings and Hearings, IOD's etc.)

On Boarding:

• Ensure induction is arranged timeously and new team members are properly inducted.

• Assist line managers to schedule 30-60-90 On-boarding plan for all new hires

• Proactively support Line managers to manage the probationary period and effectively keep records.

• Ensure that all new hire documentation is checked and timeously submitted to the payroll department.

Performance Management:

• The HR function will entail a well aligned process to assist the business teams to facilitate the roll-out of job descriptions and provide the necessary value add for an effective and efficient performance management exercise.

• Ensure the job descriptions outline the duties and responsibilities for the team member in the position and lay the foundation against which the team member will be evaluated.

• To ensure every team member signs a performance agreement which is aligned to strategic priorities.

• To advise all parties of the principles and objectives of an evaluation process by providing training for managers who will be responsible for the actual evaluations/ appraisals.

• Ensure all relevant parties are equipped with the tools to manage performance, with focus on coaching and managing poor performance.

• Encourage ongoing one-on-one performance discussions.

• To proactively identify and eliminate performance management obstacles that would hinder the process.

• Assist in managing the performance process and ensure that evaluations are done effectively, timeously, and that the knowledge gained is used to aid team members in development.