HR Coordinator

About the client:

Our client creates technology for financial institutions and businesses to facilitate multiple-channel transaction acceptance. They have been developing electronic payment technology since 1998. Today, they process millions of transactions and have customers in several countries. They are a proven provider of the best-of-breed multiple channel transaction technology. They provide a Payment Gateway that supports multiple-channel card acceptance. Their Payment Gateway is a recognised leader in the provision of an omnichannel solution that allows an acquiring bank to own the last mile of payment acceptance.

About the role:

Assisting in coordinating the development and delivery of end-to-end HR solutions for the Company. This includes: providing a generalist human resources coordination and advisory service to employees and managers to enable them to deliver their business objectives through appropriate talent strategies, structures, systems, processes, and practices. Assisting the business in translating HR strategy that spans the full HR value chain, and developing implementation plans and tactics designed to ensure the realization of the firm's HR and business objectives.

Key Responsibilities:

Compliance Management

• Manage the HR team’s governance, compliance and risk management by adhering to statutory regulations, organisational standards, policies and procedures.

• Take responsibility for Employment Equity reporting and develop suggestions for HR Business Partners and Talent Acquisition teams to achieve our EE Plan.
• Report non-compliance and implement corrective actions to ensure compliance.

HR Coordination

• Providing a generalist human resources administration and coordination service to the business, employees and managers to enable them to deliver their business objectives through appropriate talent strategies, structures, systems, processes and practices
• Support the business in the positioning and marketing of the HR function and implement strategic HR initiatives and objectives in the business managed through appropriate tactical and operational planning.
• Assist the business to measure, assess and evaluate the impact of talent strategies and processes on the Company.
• Ownership of HR Audits and Company accreditation process
• Ensure the Employee Service Service platform is always being improved upon and change management around the migration of services.
• Recommend and implement ways of improving and/or optimising talent management best practices, processes and systems.
• Provide basic HR solutions/advice in line with Company policies and strategic business objectives, to develop and retain human capital. Always ensuring to check with Head of HR on anything not specifically noted in Company policies;
• Build a network of collaborative working relationships with all stakeholders

Employee Relations

• Facilitate and manage Employee Relations matters on behalf of the business.

• Create corrective action and performance improvement plans for disciplinary and performance interventions.
• Assist with managing, mediating and resolving conflicts, grievances, confrontations, or disagreements in a constructive manner to minimise negative personal impact.
• Advise employees and managers on how to handle issues relating to workplace conduct and interpersonal actions
• Attend hearings and CCMA cases on behalf of the business.

Reporting and Process Improvement

• Act as a custodian for all HR policies and procedures and execute regular audits and improvements by keeping abreast of best practices and standards.
• Manage employee data reporting for the business in order for the Operations teams to make data-driven. decisions
• Research and implement new initiatives, processes and policies.

Recruitment & Selection

• Assist in the recruitment process for the Company to ensure the right person/ job fit. This includes:
• Coordinating the annual recruitment provider tender process
• Using the recruitment platform and building this up
• Ensure nepotism policy is signed and agreed
• Advertise vacant positions, shortlisting suitable candidates and where required, conducting structured/ standard interviews for recruitment purposes.
• Maintain effective working relationships with recruitment agencies to expand pool of candidates.
• Ensure Profiling of the role and appropriate assessments are undertaken
• Leverage referral hiring.

Talent Management

• Assist the reporting manager in developing business aligned succession plans that identify critical roles, skills, capabilities, and talent pools per portfolio
• Identify key positions and future skills shortages
• Assess potential talent against firm and Business Unit needs
• Implement talent development programmes
• Implement talent retention practices that reward, empower and support talent
• Facilitate the optimal utilisation of talent
• Measure resource movement and trends

Payroll administration

• Coordinate monthly payroll of staff working in alliance with the finance department

Performance Management & People Analytics

• Facilitate the implementation of a robust career conversation and performance management philosophy and process.
• Assist in conducting people analytics in achieving measurable information on organisational network analysis for the company
• Ensure that there is ongoing performance related communication between management and staff throughout the year as per the performance calendar. This includes ensuring that all leaders/ line managers:
• clarify expectations,
• set Specific, Measurable, Attainable, Realistic and Timely objectives, standards
• performance dimensions and competency expectations
• Track performance trends to identify strengths and weaknesses and actively addresses poor performance by taking corrective action to address skills gaps.

Employee Branding & Wellness

• Plan and manage the operational implementation of internal brand awareness initiatives in the Company.
• Foster brand commitment by helping staff members to understand and align company value(s) to day-to-day work activities and customer interactions
• Assist the in-coordinating Employee wellness programmes such as:
• Overseeing online wellness platforms
• Year end and base camp functions
• Birthday / employee celebrations
• Wellness awareness campaigns

Key performance measures:

• Service excellence to both internal employees and external customers
• Your ability to maintain the standards, professionalism, and level of productivity that the Company has come to expect of you;
• Continuous feedback and progress checks will be conducted with your superior.
• Communication is key to the success of your duties and performance. Therefore, weekly updates with your superior will be required on the progress of your work. 

Qualifications & Experience:

• Solid HR consulting experience.
• Solid experience in managing the delivery of employee lifecycle events
• Experience in planning and managing change in diverse environments is essential.
• Experience in developing and implementing HR audit and control procedures and policies.
• Proven track record and ability for taking charge of situations/projects.