HR Manager - Service / Hospitality Ballito

Key Outputs:

Organogram:

Competencies

Strategic Management

Ability to conceptualise HR Strategy that supports business strategy and make changes as and when is necessary.

KEY OUTPUTS

INPUT BEHAVIOURS

MEASUREMENT CRITERIA

Effective Capacity Planning and Employment

• Facilitate entire recruitment process from end to end.
• Onboarding of all new recruits, including all relevant paperwork and facilitation into the business.
•  Follow up during probationary period with feedback to line.
• Continuously review recruitment process for improvements and amendments.

• Recruits placed in accordance with agreed profiles.
• Cost effective recruitment and selection.

• Employment Equity Needs addressed.
• Vacancies placed within SLA between Line management.
• Labour turnover with new recruits.

Effective Organisational Development

• All positions have relevant job descriptions in place that are relevant and applicable.
• Performance management system in place and bi-annual reviews facilitated seamlessly.
• Facilitation and assistance with poor performance and incapacity.
• Facilitate Career Pathing and individual development plans with focus on HIPO’s.
• Assess training needs and compile a training plan for the business with current and future needs in mind.
• Ensure staff training needs are addressed by Line Management.
• Deliver training as per business requirements with focus on line management upskilling.
• Continuous coaching, mentoring and motivation to enable line management.

• Training provided in accordance with legislative and business requirements.
• Training plan achieved as per agreed timelines.
• Effective talent pipeline in place.
• Performance ratings.
• Feedback from line managers.

Effective strategic HR Management

• Develop initiatives that support overall business strategy.

• Effective culture and wellness drives that support a healthy workplace culture.

• Labour turnover.
• Staff morale and climate.
• Climate survey feedback.

Effective Management of Employee Relations

• Ensure knowledge of and adherence to ER Procedures, Policies and Legislation
• Facilitate and involvement in ER and Performance related matters.
• Ensure consistency of standards in the application of ER matters.
• Ensure employment contracts compliance to legal requirements.
• Facilitate and ensure satisfactory conflict resolution.
• Facilitate a healthy working environment.
• Represent the business at the CCMA.

• Up to date understanding of current legislative and labour relations trends and developments.
• Advice and action taken to ensure corrective action and performance facilitation is according to policy and procedure.
• Effective representation as the CCMA.
• Legally compliant Business.

Effective Partnerships with line management

• Advise and provide support to line management as is applicable.
• Provide a holistic HR service that meets the needs of the department.
• Provide HR service to staff on all HR related matters that promote wellbeing and effective staff culture.

• Effective internal consultancy.
• Organisational needs addressed timeously.
• Feedback from Line Management

Effective Systems and Administration

• Facilitate implementation of standardized and consistent HR solutions across the Business.
• Manage and provide feedback on salary input information as forwarded by Line Management to GM.
• Ensure that Line Management are aware of Policy updates.
• Provide information and advice on Company and stated Benefits.
• Facilitate the communication of staff-related matters such as salary info, death and funeral claims, IOD’s, provident fund, overtime and leave.
• Implementation of an online HR System and employee self-service.
• Maintenance of all employee records as well as updating internal database.

• Standardised Processes and Systems
• Up to date with legislative and benefit trends and developments and grading.
• Timeous payment of salaries and benefits.
• Effective turnaround times when dealing with staff queries.

Effective Reporting

• Monitor, compile and provide employee-related information and statistics as required across the business.

• Complete and submit relevant HR Reports and metrics to GM as requested.

• Quality and timing of information and statistics given.

Minimum Requirements

 A minimum of 5 years proven HR Management experience, preferably in a service-related environment.

Proficient in MS office and any HRIS System.

Main Purpose of the role: