HR Generalist

at  Signature Cosmetics

REQUIREMENTS

• Grade 12 or equivalent qualification is required
• A three-year tertiary qualification in Human Resource Management or related qualification is required
• Driver’s license: Code 8 is required
• A minimum of 3 years working experience is required
• Experience in a retail or related environment is an advantage
• Demonstrated experience in all HR functional areas including recruitment, employee relations, performance management, payroll, employee retention, and remuneration and benefits is required
• Knowledge of relevant legislation and HR practices is required
• Hands on experience with Human Resources Management software including payroll systems is required

• Partner with all Human Resource functions to achieve HR goals, and business objectives
• Create and develop a partnership role with line management
• Implement and monitor the application of Human Resource policies and procedures
• Address any deviations from established policies and procedures
• Utilise opportunities to effectively communicate and upskill line managers and employees on company policies and procedures
• Identify gaps in current policies and procedures and forward recommendations to line manager
• Review structures in allocated business areas and develop organisation design proposals that support the delivery of business objectives
• Guide and coach line managers on ways of working that support change initiatives, performance management, development, employee relations and people retention
• Implement change management processes and facilitate the successful implementation of change projects, including coaching and guiding line management and employees in their practical application
• Support, drive and embed the desired culture and values in all business areas
• Develop and support a learning environment
• Manage and provide guidance on the implementation and application of the performance management system including preparation for goals setting, development plans and reviews
• Effectively and efficiently manage employee relations processes and procedures
• Ensure that Employee Relations (misconduct, incapacity, and grievance) processes and procedures, are effectively, timeously, and fairly implemented
• Implement and provide guidance on career paths, talent management and succession planning
• Partner with line managers and the Learning and Development Department to identify required learning interventions including but not limited to on-the-job training, coaching, formal learning interventions, workshops, on-line training, practical work experience and care taking opportunities
• Identify return on investment (ROI) for learning interventions and apply them to the relevant performance management process
• Partner with line managers and the Recruitment Department to meet Service Level Agreement responsibilities
• Ensure that role profiles are up to date, changes are approved though the required process and version control is maintained
• Provide input to appropriate assessment and selection tools
• Design and obtain sign off on all required interview guides and ensure alignment with the approved role profile
• Participate in the interviewing process and partner with line managers to positively influence the appropriate hiring decision
• Ensure that all recruitment documentation is returned to the Recruitment Department for filing purposes
• Ensure all control documentation including but not limited to assessments and interview guides is effectively managed
• Conduct exit interviews will all employees irrespective of the reason for termination, provide required feedback and ensure Exit Interview is scanned to people system
• Follow up on all newly appointed employees to ensure their onboarding has taken place and address any queries
• Advise and train on all HR policies and procedures
• Provide support to employees in all HR related matters including but not limited to leave, remuneration, team dynamics and resolve as soon as possible
• Promote HR processes and respond to queries and requests to support the creation of an efficient and conflict free workplace
• Effectively utilise reporting to manage areas of responsibility including but not limited to leave management, performance management, and employee relations
• Provide relevant HR analytics and effectively utilise this information in support of recommendations and decision making related to recruitment, development, performance management, remuneration and benefits, and legal compliance.
• Conduct data integrity checks on people and payroll systems and address any areas of concern, e.g., accessibility to information, required fields, reporting lines, optimal store structures, and leave balances
• Administer payroll processes as and when required
• Ensure compliance with legislation and escalate any areas of concern.
• Actively participate in identifying, implementing and reviewing opportunities to improve Human Resource processes and efficiencies and actively monitor their implementation
• Take ownership for allocated projects, partner with line management and ensure delivery