Job Description
Our client based in N1 City, Cape Town is looking for a qualified and experience HR Officer for a 6 months contact with a possibility to go permanent. This position is to start ASAP! R15K - R18K per month depending on experience

ONLY candidates who meet the below requirements will be contacted so, PLEASE read the requirements before applying! NO notice periods will be accommodated due to the urgency of this position

REQUIREMENTS:

Relevant Degree
2-3 years SOLID HR/HR Admin within retail
Valid Driver's license
Relationship Management
Coaching skills
Problem Solving skills
Accountability
Business Acumen
Results Driven
Strong computer skills, with a proficient if MS Office
Previous experience on SAGE (VIP) ans ESS will be advantageous
available immediately
PURPOSE OF JOB

The HR Officer will be responsible for providing comprehensive support to all the various business units, which will include Workforce Planning, Talent Management, Industrial Relations and Reporting.

KEY PERFORMANCE AREAS

Recruitment

Ensure that all vacancies are advertised both internally and externally.
Assist with sourcing, screening and shortlisting suitable candidates and scheduling interviews as needed.
Conduct employee verification checks that includes Criminal checks, Credit checks, Qualification Verifications, ID verifications and Reference checks.
On Boarding

Ensure induction is arranged timeously and new team members are properly inducted.
Assist line managers to schedule 30-60-90 On-boarding plan for all new hires
Proactively support Line managers to manage the probationary period and effectively keep records.
Ensure that all new hire documentation is checked and timeously submitted to the payroll department.
Performance Management

The HR function will entail a well aligned process to assist the business teams to facilitate the roll-out of job descriptions and provide the necessary value add for an effective and efficient performance management exercise.
Ensure the job descriptions outline the duties and responsibilities for the team member in the position and lay the foundation against which the team member will be evaluated.
To ensure every team member signs a performance agreement which is aligned to strategic priorities.
To advise all parties of the principles and objectives of an evaluation process by providing training for managers who will be responsible for the actual evaluations/ appraisals. Ensure all relevant parties are equipped with the tools to manage performance, with focus on coaching and managing poor performance.
Encourage ongoing one-on-one performance discussions.
To proactively identify and eliminate performance management obstacles that would hinder the process.
Assist in managing the performance process and ensure that evaluations are done effectively, timeously, and that the knowledge gained is used to aid team members in development.
Talent Management / Succession Planning

To identify potential and to recognize existing talent in order to fill vacancies higher in the organisation or to transfer individuals into positions where they can add more value and further develop their skills.
Ensure a holistic career discussion with the identified talented team members through a talent forum process.
Ensure retention strategies are implemented to retain skilled labour.
Training initiatives must be used to create individual development plans in order to fast track and close skills gaps.
Ensure the work climate allows for attraction and retention of top talent and drives a culture of employee engagement.
Employment Equity

Ensure Employment Equity meetings are set up and the necessary committee members are made aware of dates.
Assist with the consolidation of information for EE reporting and liaise with various business units to ensure that EE reports are signed off and submitted on time.
Employment Equity is considered when recruitment, transfers or promotions are being conducted.
Industrial Relations

Implement IR in line with group policies
Ensure Hearings are set up timeously and all relevant parties are made aware.
Ensure that the dismissal process is followed consistently.
Keep up to date with CCMA cases, schedule and ensure managers are prepared.
Ensure warnings for the region is sent to Group IR timeously.
Injury on Duty

Responsible for the IOD process including but not limited to completion of W.CI documentation, Logging of IOD’s on to the system, follow up on progress and reporting status of claims to management.
Terminations

Ensure relevant parties are timeously informed of terminations.
Conduct exit interviews with team members who resign.
Identify trends and address with management.
Administration and Reporting

Daily administration and ad hoc reporting as required.
Communication

Ensure all human resources policies and procedures are efficiently and effectively communicated within the business.
Create awareness of strategic key human resource campaigns that will lead to updating all team members.
Ensure that the correct lines of communication are followed at all times, and that timeous feedback is provided to all relevant parties when requested.
Training

Assist the HR Manager to conduct a skills analysis to identify training gaps.
Identify suitable training providers that can facilitate required training.
Recording of all skills and training initiatives for ATR/WSP reporting.
Ensure all in-store training initiatives are timeously and successfully rolled out in partnership with the Skills Trainers.
Ad hoc

Any other ad hoc duties and projects