Reporting to Head of HR & Transformation
Position Overview:
Provide a comprehensive Human Resources service on a wide range of HR processes which will enable Human Resources to achieve strategic objectives within the Organisation.
Position requires a well-rounded HR professional with strong strategic and operational HR experience, capable of partnering with senior leadership while remaining hands-on across the full HR function.
Able to balance strategic thinking with operational execution, bring structure and data-driven decision-making to the HR function, and confidently partner with the business to support its long-term people strategy.
Key requirements include:
- Proven experience in complex, unionised, multi-site environments with strong industrial relations and employee relations expertise.
- Solid knowledge of HR compliance, including Employment Equity (EE), BBBEE, Skills Development, and related legislative requirements.
- Strong strategic capability, with experience in workforce planning, talent management, succession planning, organisational development, and change management.
- Demonstrated ability to use HR analytics, dashboards, and data to support decision-making and measure HR effectiveness.
- Exposure to modern HR systems, digital HR tools, and AI-enabled HR technologies.
- Excellent stakeholder management and executive-level communication skills, with confidence engaging at MANCO/EXCO level.
- Experience leading and developing HR teams while driving business-focused HR initiatives.
Key Performance Areas:
Organisational Design:
- Designs and maintains the methodology for the job creation and the job evaluation
- Designs and maintains the job matrix of all jobs in the organization
- Audits the business units as the potential changes of job descriptions are identified
- Designs and maintains the job evaluation methodology
- Evaluates new job descriptions and puts them into the job matrix
- Checks the consistency of job descriptions with internal policies and procedures
- Facilitates the process of the new job position creation
- Designs the job creation training for managers and HR Business Partners
- Designs and maintains the rules for the organizational structure creation
- Designs and maintains the rules for the span of control in different business units
- Conducts regular audits of the organizational structure and recommends changes to make the organization more efficient
- Participates in HR Projects and organization wide projects
- Keep all related records
Performance Management:
- Implementing and monitoring of the performance management processes and procedures.
- Provide guidance to employees on setting of performance targets and compacting in liaison with line managers.
- Ensure employees understand the link between overall strategy and performance targets.
- Prompt managers to conduct performance feedback during bi-annual reviews and monitor progress on the process.
- Answer and resolve queries related to the performance management system.
- Proactively communicate changes related to performance management processes and procedures.
- Act as an advisor to line managers in identifying high-potential people;
- Identify shortfalls and make recommendations to the Head of HR on the process and procedures
Recruitment:
- Assist in the identification of recruitment needs in line with the manpower plan.
- Liaise with the Talent acquisition Coordinator to initiate and follow the process.
- Interview and screen Senior Management candidates
- Coordinating Induction process for new recruit
- Report on prevalent trends emanating from the exit interview discussions
Employee Relations:
- Handle all disputes and grievances in line with the disciplinary code and procedure.
- Assist employees and line management with employee relations issues.
- Instill a culture that promotes a healthy employee relation climate;
- Advise line management on relevant legislation.
- Assist employees and line management in conjunction with the Safety department on all Employee wellness interventions.
- Incapacity process.
- Attend to HR Queries with the client (Mining Industry)
Skills Development:
- Ownership Skills Development & Submission of annual Skills report.
- Ensuring that there is budget for training;
- Maintain good relations with training service providers;
- MERseta and MICTseta WSP and ATR annual submission;
- Update of BEE system with relevant skills development information on a monthly basis;
- Assist with training gap analysis and development plans
HR Administration:
- Timeously advise payroll of all terminations;
- Completion of acceptance of resignation letters;
- Consolidate data for monthly reports;
- Provide support to HR Generalist & Payroll Department
HR Policies and Procedures:
- Update human resources policies and procedures on the relevant systems;
- Train all operations employees on the human resource policies and procedures;
- Communicate changes to all employees through communication platforms or communication sessions;
- Bargaining council Knowledge