HR and Payroll Generalist

SUMMARY:
A FMCG concern based in Midrand is seeking a self-driven and motivated HR and Payroll Generalist who is available to start immediately.

Purpose:
To support the business through consultation, provide advice and guidance, improve efficiency, build and maintain excellent relationships between management and employees.

Required Qualifications and Experience:
Required Competencies:
- A strong work-ethic
- Ability to exercise tact and discretion in dealing with sensitive and confidential information.
- Energetic, ability to perform multiple tasks in conjunction with day-to-day activities.
- Strong follow-up and prioritization skills
- Must be able to work without supervision
- Interaction with business units to build meaningful relationships
- High attention to detail
- A positive, team-player attitude
- Excellent interpersonal skills and effective communication skills
- Able to meet all deadlines and targets
- Analytical and problem solving skills
- Drive for results
- Building and Maintaining Relationships within the business with management and staff

Required Experience:
- 4-5 Years HR Generalist Experience with strong experience in payroll working on VIP
- Extensive knowledge of relevant South African legislation (UIF, SDF, PAYE, WCA).
- Sound knowledge and experience in SA Labour Legislations (BEE, EE, BCEA, LRA),
- Related experience in all HR component areas e.g. compensation and benefits, employee relations, etc.
- Proficient in MS office Suite (Excel, Word, Power point)
- Ability to use database for recording and reporting.
- Problem solving ability, analytical and numeracy skills.
- Customer focus and ability to resolve queries fast
- Excellent communication skills.
- Project Management
- Time management and ability to prioritise

Travel Requirements:
- Ability to travel locally when required

POSITION INFO:
Key responsibilities for this position include, but are not limited to:
Payroll Administration:
- Check that new employees have correct documentation and accurately load them on payroll before the 15th of each month;
- Process all terminations accurately as per set deadlines and ensure that employees who have left are not paid to minimise financial risk;
- Capture accurate information on transfers, salary changes, maternity, staff loans, study loans, business mileage reimbursement, garnishee orders and other related payroll changes as per set deadlines;
- Accurately capture overtime and ensure that it is duly authorized before processing to minimise financial risk;

Payroll Reconciliations:
- Accurate reconciliation of payroll accounts on a monthly basis (Medical aid, provident fund, PAYE, skills levy, General Ledger);
- Accurate payment of monthly reconciliations to third parties as per deadline - before the 7th of each month;
- Reconcile IRP5’s annually and submit to SARS as per set deadline to ensure compliance;
- Calculate and make provision for WCA assessment fee and submit to Compensation Commissioner annually and ensure it is paid before deadline to minimise financial risk to the company;
- Monitor and ensure that statutory and benefits obligations are complied with at all times to avoid financial penalties and minimise risk;
- Liaise with finance department to ensure that all statutory payments ( PAYE, UIF, SDL, WCA,) are paid as per set deadlines.

Registration of new Employees:
- Ensuring the existence, communication and application of appropriate Policies and Procedures to enforce compliance;
- Provide management with meaningful and quality report on new employees, terminated employees, job transfers, etc, before the 31st of each month to enable them to plan properly;
- Communication to management and staff on payroll related activities through a business communiqué to keep them updated with new trends;
- Assist with the process of a potential disability where it is expected that an employee will not recover from an accident, injury or ill health to ensure compliance to policies;
- Ensure that information loaded onto VIP is always accurate and reliable (master file);
- Compile accurate quarterly employment statistics and ensure it is submitted on time to ensure compliance.

Payroll queries:
- Monitor and ensure that payroll queries send through the mailbox are investigated and answered correctly within 24 hours;
- Liaise with thirds parties (benefits administrators) in dealing with employee queries when necessary, and provide feedback as per agreed deadline;
- Keep customers in the loop about their queries by providing regular feedback about status of their queries.

Payroll Reports:
- Compile all required reports within deadlines

Job Profiling:
- Monitor and ensure that there are job profiles for all positions
- Ensure that all employees have signed job profiles with their Line Managers
- New employees sign job profiles to ensure a clear understanding of required performance standard.
- Employees transferred to new positions sign new job profiles to have a clear understanding of their new roles and responsibilities, as well as the required performance standard

Business Partnering:
- Create and maintain productive relationships with allocated business partners through providing advice and conducting visits
- Meet monthly with business partners to increase visibility of HR in the business and proactiveness
- Provide feedback on deliverables to direct manager as per agreed timelines
- Keep all informed about progress on the real need through written communication, telephone communications and interpersonal meetings
- Build a positive image of the department through exceeding client expectations at all times
- Provide support to the Managers and staff to proactively identify areas that need HR intervention to increase staff morale.

Employee Engagement:
- Conduct new employee engagement survey and give feedback
- One on one sessions with new employees to ensure they adjust to our culture
- One on one sessions with existing employees in allocated areas to establish if there are any issues
- Address issues where necessary to maintain and increase employee morale

HR Administration:
- Assist with induction by presenting policies and procedures to new employees
- Agreements with service providers are in place and negotiate for a reasonable placement fee.
- Maintain effective relationships with external service providers by evaluating performance through SLAs.
- Conduct exit interviews and give feedback to Line Managers on areas that need improvement