People Strategy :
Develop an HR / People strategy which will support and drive the business strategy for the company. The responsibilities listed below are associated with this role (not limited to), and should be considered and included as part of the HR strategy and solutions.
Culture:
Drive and help to build a culture that is conducive for the company, where all employees, customers, suppliers and stakeholders experience the positive and ideal values, beliefs and attitudes which ultimately impact the company brand.
Identify and implement transformation strategies.
Sourcing and Onboarding Talent: Workforce planning activities, engage in proactive discussions to gather information around future workforce demands, assess and plan for these requirements, forecast the people and skills requirements.
Ensure all job descriptions are updated.
Find creative and innovative ways of attracting talent to the company, position the brand in a positive way, ensure that transformation agenda is a key focus area.
Ensure that new joiners are onboarded correctly, set up an informative induction process for them to settle into their roles.
Performance Management:
Drive and embed the performance management process within the company, ensure that all employees have agreed deliverables and objectives with their line managers.
Ensure that there is regular feedback to employees on their performance.
Ensure that each employee has a development plan in place, with identified development actions or interventions.
Assist line managers to manage poor performance.
Learning and Development:
Help to drive a growth mindset at the company, where the focus is on continuous improvement and self-development
Assist employees and line managers to identify targeted and appropriate learning interventions, based on the agreed development plans per employee, focus on development and upskilling; and Craft a Leadership journey for the company, focus on growing the leadership capability, consider appropriate leadership development initiatives and programs.
Talent and Succession Management:
Identify employee talent at the company. Hold discussions with the identified talent employees and their respective line managers. Develop specific action plans to ensure succession management and business continuity for these critical roles.
Retention and Recognition:
Devise creative and innovative strategies to ensure employees feel valued, recognised for their efforts.
Ensure that the turnover rates are kept at a minimum, proactively identify and address challenges and obstacles employee’s may be experiencing.
Relationship Management:
Drive collaboration and team efforts between different departments, strategically ensure that all
employees are working together to achieve the same goals.
Build strategic partnerships with the individual Exco members, as well as the collective Exco; Where relevant, consider, identify and build external strategic relationships within the industry; and This role will have exposure to the Board from time to time, this will be an opportunity to position the HR / People strategy and elements thereof.
HR Compliance and Risk:
Timeously review and make recommendations to the current HR related policies and procedures, ensure adherence and compliance in this regard.
Deal with all discipline and IR related matters, where relevant, ensure corrective measures are put in place.
Assist to resolve conflict in the environment. |
POSITION REQUIREMENTS:
Competencies, Attributes and Skills Self-starter, independent worker, takes responsibility and accountability; Strong problem-solving and conflict-resolution skills; Exceptional communication, verbal and written skills; Strong interpersonal skills, ethical mindset; Analyse data to guide strategic HR related decisions; and Demonstrated proficiency in MS Office. |
Relevant Degree or Advanced Diploma in HR Management; At least 5 to 7 years’ experience as an HR Generalist; Ideally, HR experience in a Manufacturing environment; Good knowledge of remuneration; and Advantageous but not a minimum requirement, experience in dealing with unions or union representatives.
REMUNERATION:
Negotiable |
