An exciting and enriching Human Resource Manager opportunity has become available from the largest and most successful privately owned distribution company in the world.

Purpose of the Job:

Formulate, establish and implement an HR strategy ensuring that the company complies with all relevant legislation, maintains good HR practices and is recognized as an Employer of Choice

Key Performance Area

Strategy

Formulate the annual HR strategy in conjunction with the strategic goals & objectives of the company
Continual improvement & implementation of good HR practices
Comparison to previous year & other divisions

Budgeting

Prepare the annual HR budget in keeping with the strategic objectives Training, CSI & Enterprise Development costs must meet BEE requirements
BEE report

Payroll, Compensation & Cost Management

Manage the grading process
Apply salary benchmarking
Support & maintain Remuneration/Grading Committee
Manage all leave and make recommendations to managers
Check & authorize monthly & CMC payroll
Provide monthly leave provision to Finance
Calculate tax efficient remuneration packages
All positions to be graded
Ensure equity across job grades
All new positions & ad hoc increases to be authorized by committee
No Leave days to exceed entitlement
Zero errors on monthly payroll
By 3rd day of month
Grading report ex VIP
Payroll report & salary survey
Staff & increase requisitions to be signed
Leave report
Payroll report
Forecast to Fuel

Training

Manage the Training & Development function ensuring that
An effective training plan is implemented
All service providers are BEE & SETA accredited
Learnership participation is encouraged
Sop training is monitored & enforced
Develop the Workplace Skills Plan together with Training Administrator & Skills Facilitator
Achieve 100% allowable clawback for all training & learnerships
Improve year on year points for BEE skills development element
All staff to be trained on relevant SOP’s
SETA compliance
Report from SETA
BEE report
Audit reports
Report from SETA

BBBEE

Entrench recruitment procedure to encompass HDI’s
Manage training & Development
Manage procurement procedure
Investigate new avenues to boost BEE points
Initiate & implement Enterprise Development
Maintain current BEE level or better
EMPOWERDEX report

Communication

Manage lines of communication
Review Birthday Breakfast minutes monthly ensuring EXCO attend to their allocated issues
Ensure managers conduct Tirasano meetings
Provide monthly HR reports to Fuel
Drive cross departmental interaction & cooperation
Investigate & implement new methods of communication
90% issues to be closed within 180 days
By 7th of month
Staff must know the impact of their positions on other departments EXCO reports
Fuel EXCO report
CRM report & Birthday Breakfast feedback

Recruitment & Selection

Maintain an effective recruitment & selection process promoting BEE compliance and ensuring top quality staff are employed
Improve cost effectiveness of process by sourcing & negotiating reasonable terms from a variety of suppliers
Devise employment contracts
Turnover not to exceed previous year
Cost to be at least equivalent per capita to previous year
Legally compliant Equity element of BEE
HR report
Recruitment costs in ledger
Scrutiny in disciplinary cases

Quality Culture

Review HR SOP’s on due date
Promote the culture of Quality by conducting self audits and maintaining standards as prescribed by ISO and our clients Complete & train within a month of revision date
Audit findings to be resolved within 90 days QA report
Audit report


Staff Management & Development

Motivate & develop staff positively to establish job satisfaction
Coach & mentor management & staff in retention strategies
Maintain an effective performance management progam by ensuring bi-annual performance appraisals of all staff are conducted, monitoring consistency and fairness of process
Prepare recommendations for annual increase and bonus payment
Train all relevant staff on HR SOP’s
Develop training initiatives and succession plans in conjunction with management
Turnover not to exceed previous year
Positive feedback of process
Equitable according to grade, salary benchmark & Performance Appraisal
Training matrices to be current
Quality of promotions & training courses to be maintained
HR report
Analysis of appraisals
Analysis of appraisals & benchmark report
Training matrices
HR report

Labour & Industrial Relations

Consult with managers on all issues relating to Labour & Industrial Relations Acts ensuring good governance and compliance to the law
Train all managers in Disciplinary & Grievance Procedures
Number of CCMA cases
Satisfactory resolution of Grievance cases within 30 days
HR report

Employment Equity

Provide input & guidance to ensure the company’s commitment to achieve a balanced scorecard of ethnic representation at all levels
Support EE committee to discuss & identify any inequities within the company
Score for EE element on BEE score card should improve year on year
Issues identified to be addressed within 60 days
EE report & BEE scorecard
EE committee minutes

Preventative Healthcare

Manage the Wellness Programme encompassing HIV/Aids Awareness Training & treatment as well as general disease prevention & counselingAidsRating to improve year on year
AidsRating on Internet

Employee Benefits

Investigate & introduce additional or improved benefits as required
Staff satisfaction
Feedback from staff

Documentation

Archive all relevant documentation as prescribed by legislation
Update & revise documentation according to legislation
All relevant HR documentation to be available to staff as required
Provide hard or soft copies of IRP5 Last 5 years must be available for scrutiny
All information required to be readily available
All relevant staff to have access to QMS Index
Within 5 days of request Archived files
VIP reports
QMS Index
Staff feedback

Time & Attendance

Manage T & A by conducting periodic audits
All absenteeism must have a corresponding leave form
Comparison of T&A and leave records

Induction

Provide a comprehensive induction into the Policies & Procedures of the Group and a general introduction to the Medical Aid, Health & Safety, Quality and Personality & Cultural Diversity
Disciplinaries for breach of Policy & Procedure to be < 10%
HR Report

Fiscal Duties and Supervisory Responsibilities:

The incumbent will participate in committees and initiatives with peer groups across the Group’s business units
The incumbent is a member of the EXCO and is jointly responsible for making decisions on behalf of the business.
The incumbent will assume responsibility for any other function as the need arises, in the interest of the business.
The incumbent will, together with the EXCO, ensure that good governance and best business practice is followed at the company, at all times.
The incumbent will be responsible for the supervision of the HR Officer, the HR Training Coordinator, the SAP user Training & Support Officer and an HR clerk
The incumbent will be actively involved in the hiring of new personnel and the dismissal of delinquent staff, ensuring that current legislation and good business practice is upheld
Develop an HR budget encompassing staff expenses, contributions to CSI, Enterprise Development and training.
Negotiate rates and service level agreements with training service providers, labour brokers and recruitment agencies. All invoices from such service providers will be signed off by the HR Manager
The incumbent will audit the SLA’s of such providers to ensure quality and adherence to the agreement

Knowledge and Skills Required:

Relevant Tertiary Degree or Diploma
Minimum of 5 years experience in a similar role
Good computer skills in MicroSoft Office suite
Effective Communication & Management skills
Understanding of Finance eg budgets, Financial Statement
Extensive knowledge & understanding of Remuneration packages
Strategic initiative
Excellent knowledge of all relevant legislation eg Labour Relations Act, BCEA, UIF Act, Skills Development
Act, Employment Equity Act, Income Tax Act
Fully conversant with employee benefits

N.B - Please do not apply for this role if you do not meet the above requirements.