Management of Human Resources Personnel

• Manages an HR Practitioner by monitoring their work output and ensuring that deadlines are met
• Provides assistance and guidance to the Human Resources Practitioner in all HR matters where necessary
• Ensures that the payroll input is accurate by monitoring the monthly reports and addressing any anomalies
• Develops and motivates the Human Resources Practitioner on an ongoing basis
• Identifies, develops and implements effective HR controls and systems and ensures these are maintained on an ongoing basis
• Ensure compliance of all HR processes in terms of FB policies, legislative and audit requirements

Organisational Development

• Aligns the HR goals with the business goals and in particular the objectives as outlined in the FB strategic drivers /Balanced Scorecard
• Facilitates and implements new effective communication structures
• Assists with re-engineering business processes to ensure effective and efficient operations
• Provides feedback on ROI of all changed processes
• Researches and benchmarks HR international standards and best practices
• Ensures environmental scanning with particular emphasis on legislative compliance, in order to advise and respond to the change in relation to the impact it will have on the business
• Acts as transformation agent to facilitate organisational change with minimal stress and disruption to the operational requirements of the business

Employee Well-Being:

• Monitors and reports on the Voice your View and BU survey results and drives the necessary organizational change in the FB culture and work practices by collaboratively involving line managers to improve areas of concern
• Assists with identifying employee well-being initiatives that should be managed through the OCSA clinic and provides support in their implementation

Education, Training and Development Practices

• Assists managers in developing a skills audit and performs a training needs analysis through implementing skills audits and discussing development plans for staff with all line managers
• Facilitates training courses in line with the training needs of staff and management
• Creates and updates training or presentations as the need arises
• Facilitates and provides feedback and guidance at the FB Employment Equity Committee Meetings
• Conducts training course assessments and evaluations
• Coordinates all training interventions as requested by line managers or the Talent and Development Manager
• Contributes to the completing of WSP and ATR

Recruitment, Selection and Retention of Staff

• Conducts an analysis of scarce skills and consults with line managers on future skills requirements, then utilizes the results to advise on potential skills gaps
• Assists management with manpower planning and labour forecasts including the analysis of absenteeism and overtime trends
• Assists management with the recruitment, selection and placement of staff, by placement of advertisements, drawing up interview guides, interviewing, testing and reference checking applicants and shortlisting
• Provides guidance on appointment of applicants in line with FB’s EAP targets
• Ensures that applicants are notified timeously regarding the outcome of interviews, and that appointment and regret letters are processed accordingly
• Ensures that through professionalism and EVP communication that FB is consistently branded as the “Employer of Choice”
• Conducts exit interviews and 100 day conversations and produces a monthly report which highlights critical trends, with the view to reducing staff turnover and creating a strategy for retention of staff
• Assists line in productivity improvement initiatives

Industrial Relations

• Understands and interprets relevant legislation (LRA, BCEA, EEA, OHSA, SDA, etc.) into the FB context
• Provides labour relations consultative services on reorganizations, relocations, reduction in workforce and transfers of functions
• Attends disciplinary, grievance and appeal hearings as the Human Resources representative responsible as the custodian of procedural and substantive fairness
• Attends CCMA and presents company case
• Provides assistance to line management in the compilation of disciplinary charges, including letters of suspension, and general correspondence between the parties
• Ensures the maintenance of accurate records of all disciplinary and grievance cases
• Provides advise to management and facilitates conflict resolution between the employer and the unions
• Advises and supports line management in actively managing poor performance/ incapacity issues including ill health and disability matters
• Participates in crew committee meetings
• Supports negotiations with unions in preparing mandates, calculating costs and assessing impact of proposed moves, and participating as part of the negotiating team
• Provides advise to line managers on any industrial action in line with guidelines provided by senior FB HR leadership

Employment Equity and Cultural Diversity

• Implementation and monitoring of the Employment Equity Plans
• Supports line managers with the identification of required action plans
• Advises line managers on appropriate leadership behaviors involving diversity issues
• Drives and facilitates the Employment Equity Committee Meetings in association with the Transformation Manager
• Identifies and implements cultural diversity initiatives /interventions to support FB’s Employment Equity Policy

Talent Management, Development and Retention

• Understands the models and guidelines for the identification of talent in detail and can guide line managers in their application
• Understands when to apply psychometric assessments and how to interpret the results into career discussions
• Ensures close monitoring and feedback on the talent management programmes and candidates, to manage succession plans
• Drives FB’s mentorship and coaching initiatives
• Ensures development actions identified in career discussions are actioned through relevant courses and other development initiatives

Performance Management

• Assists line managers with aligning their KPIs to the organizational scorecard if required
• Promotes a performance driven culture through assisting line managers with the alignment of KPIs, performance contracting and poor performance management
• Identifies factors contributing to poor performance outcomes which may not be within the individual’s control and recommends appropriate action

Remuneration and Incentive Management

• Provides advise on the application of FB remuneration, reward and payroll policies and practices
• Applies benchmark remuneration against industry norms and competitors when advising line managers
• Compiles and maintains job analyses, job descriptions and organograms
• Prepares grading submissions as necessary
• Monitors and implements recommendations regarding pay-scale anomalies by using grading scales and industry information

HR Reporting and Analytics

• Assists in maintaining data integrity of personnel records
• Produces reports on HR analytics and interprets the key trends

Special Projects/Related Duties

• Attends meetings as required and provides advise on people related issues
• Assists with Human Resources related projects on an ad hoc basis as the need arises, e.g. implementation of new HRIT systems
• Facilitates and provides support to FB’s corporate social investment responsibility initiatives together with all stakeholders in the business
• Administers compensation, benefits and performance management systems
• Provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits
• Performs difficult staffing duties, including dealing with understaffing, refereeing disputes, dismissing employees and administering disciplinary procedures
• Provides full Employee Relations function whilst working closely with line management
• Manages Industrial relations including representation at the CCMA & Bargaining Council
• Drives employee programmes and interventions
• Plans and conducts new employee orientation to foster positive attitude towards organizational objectives
• Serves as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work related problems
• Maintains records and compile statistical reports concerning personnel-related data such as new recruits, transfers, promotions, resignations etc.
• Conducts Exit interviews to identify reasons for employee’s termination
• Administers performance review programme to ensure effectiveness, compliance and equity within the organization
• Nurtures a positive working environment
• Oversees and manages a performance appraisal system that drives high performance

Education and Experience

• A 3 year relevant tertiary qualification
• Minimum of five years operational HR experience in a Unionized environment
• Must be people oriented and results driven
• Demonstrates experience with Human Resources Metrics
• Knowledge of HR Systems and databases
• Excellent active listening, negotiation and presentation skills
• Competence to build and effectively manage interpersonal relationships at all levels of the company
• In-depth knowledge of Labour Law and HR Best practices

Attributes
• Excellent interpersonal skills
• Strong organizational skills
• Self-motivated. Ability to work independently
• Detail focused and energetic
• Good problem solving skills.