HR Business Partner
at Enaex
Witbank, Mpumalanga, South Africa -
Start Date | Expiry Date | Salary | Posted On | Experience | Skills | Telecommute | Sponsor Visa |
---|---|---|---|---|---|---|---|
Immediate | 01 Sep, 2024 | Not Specified | 02 Jun, 2024 | 6 year(s) or above | Good communication skills | No | No |
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Description:
Duties include, but are not limited to:
Recruitment and on-boarding of employees
- Takes an active part in the selection process, in collaboration with the HRBP and line management.
- Manages the employment contracting, enrolment and on-boarding process.
- Analyses trends and proposes alternative recruitment sources.
- Effective and efficient management of the recruitment and on-boarding processes.
Talent Management
- Implements talent management processes by educating line managers and employees on the processes.
- Manages the talent management processes and monitors adherence.
- Analyses all talent management related data and recommends changes where necessary to facilitate process improvement.
- Talent management processes implemented and used effectively.
- Deadlines adhered to and processes completed on time.
- Talent management data integrity.
Employee Relations
- Assists in providing a first line labour relations consulting service.
- Promotes dispute prevention.
- Evaluates merits of the case and advises on process and preparation required.
- Attends hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness.
- Facilitates timeous resolution of grievances.
- Understands Labour Legislation, related policies and procedures and communicates applicability to line management and employees.
- Clearly knows and understands employee relations policies and processes.
- Understands and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk.
- Advises and educates line managers and employees on documented employee relations processes, legislation, and policy application.
- Ensures relevant hearings and grievance meetings are set up.
- Reviews the work of subordinates in terms of their drafting of relevant documentation.
- Enables the transformation of the ER culture, especially within line management.
- Implements partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department.
- Compliance with procedural and substantive fairness requirements.
- Accurate, relevant, and complete documentation and system management.
Remuneration and Employee Benefits
- Understands all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers.
- Does calculations and formulae related to remuneration and benefits.
- Does salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness.
- Does audits and highlights inequalities in remuneration and benefits.
- Compensation and benefits understood by employees.
- Accurate calculation of remuneration, rewards, and benefits.
Staff movement and separation of employees
- Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation).
- Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity).
- Efficient and effective implementation of staff movement and separation processes and procedures.
Process efficiency
In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.
- Leads the implementation and execution of solutions.
- Knows and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders.
- Advises and educates on the correct application and intent of HR policies, processes, and systems.
- Regularly reviews work against compliance and required objectives and standards.
- Monitors line management’s application and implementation of HR processes.
- Directs employees and line management with the correct route to take with more complex HR issues.
- Ensures the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR.
- Increased HR process efficiencies in business.
- Effective implementation of relevant HR solutions.
- Clear single point of contact for HR related issues.
- Enhanced service to employees and line managers.
Change Agent
- Implements clearly defined change management processes and facilitates the successful implementation of change projects.
- Utilises necessary material to support line management and employees in adhering to change expectations.
- Coaches and educates line management and employees in respect of the practical application of the change processes.
- Change management projects and processes implemented.
Leadership and Growth Results
- Supports and articulates vision and values and goals aligned to business direction.
- Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area).
- Shares expertise freely and often.
- Demonstrates the Enaex values
- Personal development plan executed
- Best practices adopted
Customer and Relationship Results
- HR marketing and communication
- Understands the people needs of the Business and can communicate and market the relevant HR service offerings.
- Knows service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business.
- Investigates and recommends alternative or new service providers.
Customer relations
- Correctly identifies customer needs and challenges.
- Proactively educates customers of changes to HR policies, processes, systems and product offerings.
- Pro-actively engages with customers through participation at employee forums, management meetings and one-on-one interactions.
- Builds effective relationships with own team and network.
- Educates, coaches and supports line management on developing values-based partnerships within the Business Unit.
Employee engagement
- Pro-actively engages with employees through informal and formal interaction, information sharing and providing general advice.
- Translates employee issues into potential business risks and advises relevant stakeholders accordingly.
- Takes the necessary action where risks are identified.
- Challenges and reframes employee thinking in a positive framework.
- Positively advocates engagement.
- Explains rationale of and provides perspective on company projects, procedures and policies.
- Implements initiatives to enhance employee motivation, engagement and empowerment.
- Business Unit aware of HR processes and makes use of HR services.
- Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs.
- Full understanding of customer needs.
- Projects a positive image of HR and the company.
- Increased performance through effective working relationships.
- Positive employee relations.
- Trusting environment.
- Reduced risks.
HR Analytics
- Uses HR technology and systems to analyse and interpret relevant HR data.
- Compiles and presents meaningful HR reports through interpretation, comparisons, and trend analyses.
- Oversees the process of ensuring data integrity of HR system.
- Interprets relevant research on best practice as it relates to HR analytics.
- Accurate and reliable calculations and reports.
- Relevant analytics facilitating effective decision making based on empirical information and accurate data.
- Sound governance and people risk management
- B. Degree / B Tech in HR or Behavioural Sciences or equivalent
- 6-8 years generalist HR experience
- Proficient level of Talent Management skill
- Basic understanding of Organisational design
- Proficient understanding of Change Management
- Proficient understanding of the HR value chain
- Basic understanding of the Management Consulting Principles
- Advanced understanding of HR Information Management
- Advanced understanding of HR legislation and company policy
- Proficient level of business understanding and skills
Responsibilities:
Please refer the Job description for details
REQUIREMENT SUMMARY
Min:6.0Max:8.0 year(s)
Human Resources/HR
HR / Administration / IR
HR
Graduate
Proficient
1
Witbank, Mpumalanga, South Africa