People Business Partner Lanseria

Senior HR Business Partner

This well-established and growing gas distribution company has offices in most provinces in South Africa. This is your chance to join a team of energized, passionate, and dynamic people in a successful company with a culture that focuses on service excellence and employee engagement. Purpose The Senior HR Business Partner will meet business and HR goals by ensuring the HR function delivers a service to management and employees. This includes recruitment, induction, training and development, employee relations, regulatory compliance, and HR administration. You will work closely with senior management, serve as a partner to the business, and act as a change-agent in all value-adding initiatives. You will successfully manage and mitigate all risks from an IR perspective, through ensuring legislative compliance.

Duties & Responsibilities

Responsibilities:

Recruitment and Induction

1. Advertise vacancies, screen applications, interview applicants with hiring manager, administer selection tests including integrity checks and references, and make recommendations for appointments.
2. Ensure vacancies are filled in the shortest amount of time with the creation of correct job descriptions.
3. Liaise with management on updating job specifications.
4. Ensure that fair selection practices are implemented.
5. Liaise with recruitment agencies where needed.
6. Handle the induction of new employees including contract drafting and policy explanations.

Psychometric Assessments

1. Identify the need for psychometric testing.
2. Liaise with subcontractors to implement psychometric testing.
3. Adhere to legislative requirements when using psychometric assessments.

Job Descriptions and Performance Management

1. Conduct job analysis to determine staffing numbers, skills, and needs to meet company objectives.
2. Analyse the skills and qualities required for each job and develop/revise job descriptions.
3. Link job descriptions to the performance management system and compensation and benefits.
4. Ensure performance management is conducted effectively by management and support management in understanding the process.
5. Assist with performance evaluations.

Training and Development

1. Identify skills gaps and arrange for training.
2. Advise management on career development plans.
3. Ensure that succession plans are implemented.

Industrial Relations

1. Assist in all IR related matters.
2. Handle disciplinary and grievance matters and recommend/implement appropriate disciplinary measures.
3. Assist with the preparation and representation at CCMA as and when required.
4. Handle retrenchments, medical boarding, sensitive conflict resolutions, performance improvement plans.
5. Swiftly attend to all employee matters and practice a hands-on and proactive approach to dealing with employee matters.
6. Offer professional advice to management regarding the most appropriate action to take for employee non-conformances and other performance challenges.
7. Ensure the sanctions imposed on employees for misdemeanours are in line with the company’s Disciplinary Code of Conduct.
8. Proactively attend to abuse of sick leave and other absenteeism matters by extracting reports from the system.
9. Analyse monthly staff movement to identify trends and concerns.
10. Interpret and notify employees and management on Labour Legislation and related amendments.
11. Conduct exit interviews and record findings in a report.
12. Address areas of concerns identified during exit interviews with the relevant manager.

Statutory Reporting and Policies

1. Communicate and handle Department of Labour inspections for all branches.
2. Compile and submit Employment Equity plans and reports.
3. Act as the Employment Equity Manager and prepare for and run EE Committee meetings.
4. Prepare other submissions of WSP/ATR where required.
5. Claim Mandatory and Discretionary grants from SETA for training.
6. Develop and update policies and procedures in line with legislation.

HR Administration

1. Complete all HR and recruitment administration.
2. Handle all Compensation Commission and CHIETA SDL levies and matters.
3. Provide information to the Payroll Administrator for new hires and terminations (provident fund, monthly submissions etc).
4. Update and maintain the ESS system including keeping track of all leave, medical lay-offs etc.
5. Submit reports to Management as required.

Desired Experience & Qualification

Requirements:

1. Minimum 5 years’ experience in a full-function Senior HR BP role.
2. Tertiary qualification in Human Resource Management/Industrial and Organisational Psychology.

Package & Remuneration

R30 000 - R40 000 Ctc Per Month #J-18808-Ljbffr