HR IR Manager (Manufacturing )

Recruitment and Selection:

• Ensure effective recruitment of Junior/Supervisory
• Management employees and Evaluate Talent Sources
• Ensure the pre- and post-employment administrative component processing of all recruits
• Analyse success rate with regards to placements and make recommendations for future placements
• Ensure recruitment is in line with business
• Employment Equity Plan.
• Drive the Permanent Part Timers Recruitment strategy

Training and Development:

• Identify Talent/Succession candidates, ensure the execution of the identified developmental/learning/training interventions for the Talent pool.
• Coach Line Management surrounding the importance, benefits and compilation of IDP’s and career development for all staff
• Ensure quarterly monitoring of management Individual development plans e) Monitor the progress of Learnerships, Graduates and Structured Development Program (SDP’s)
• Ensure spending is kept to a minimum of four days per month
• Ensure that Labour scheduling is taking Plan and compile the annual training calendar for the store strategically
• Compile the Annual Training Needs Analysis based on IDP discussions and measure progress thereof monthly.

Information Management and Reporting and Compliance:

• Ensure effective reporting on all HR Reports/ templates/ organograms and ensure submissions as per guidelines i.e., Turnover Reports, absenteeism trends, etc
• Ensure proactive analysis and interpretation of all HR related information and ensure compliance about the LRA.

Employee Relations:

• Maintain a solid and sound employee relation,
• Employee Relations matters are effectively managed
• Assist and coach line managers on Disciplinary and grievance processes

Performance Coaching:

• Coach Line Management surrounding the importance and benefit of Role Clarities to determine expectations and PDD’s to evaluate performance
• Ensure that Line Managers follow through on IDP’s and drive culture of self-development amongst Management staff c) Ensure Career Development discussions are held with stores Talent.
• Ensure bi-annual monitoring of IPDs and Career Discussions to determine movement on goals/objectives
• Coach Line Management surrounding the importance and benefit of Interaction Management Principles (IM) with specific reference to coaching for success and coaching for improvement g) Ensure that IM principles are being implemented effectively by management h) Ensure that.

Motivation, Reward and Recognition:

• Assist the Branch Manager with ensuring that the Extrupet Formula for Success is continually driven in all 4 Branches.
• Assist with driving a positive improvement in all Branches annual BUE Engagement score through staff engagement and positive climate initiatives
• Conduct exit interviews and surveys for all staff.
• Facilitate the compilation of robust interventions/action plans to address Climate and Motivation
• Ensure the implementation of respective reward and recognition schemes.
• Initiate and drive the celebration of business and employee achievements i.e., long service awards, staff celebration notice board, birthdays, births/weddings, etc
• Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength for motivation, reward and recognition.

HR performance indicators and budgeting:

• Compile and interpret all reports i.e., Productivity, Salaries
• Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength
• Compile and motivate an HR budget in conjunction with Branch Management incorporating strategic and business requirements.
• Ensure management of effective execution of the payroll process
• Ensure management of leave process in line with Policy and procedures of the business

Business Partnering:

• Develop and implement HR Strategy to address annual HR Plans.
• Oversee organizational risk analysis and create action plans to mitigation through HR initiatives.
• Engage key stakeholders to deploy and deliver value adding HR interventions
• Responsible for the deployment and embedding of and roll out of HR policies and procedures
• Strong coach for in market HR teams, line managers, and employees in the market and for advising on external coaching needs and monitoring cost

Resourcing:

• Own and manage the manpower resources for the Operations Functions, including planning on an annualized basis for optimized headcount management
• Internal resourcing – review succession plans & talent pools to check for internal candidates.
• Involved in internal interviewing discussions as appropriate (e.g., critical roles) and ensure there is a strong line manager capability to deliver this.
• Conduct interviews and document outcomes for prescreened external candidates when required.
• Build external talent pipelines in line with our resourcing plans.

Talent and Learning & Development:

• Work with the Operations Functions to identify and build talent.
• Contribute to the UNB workforce planning and talent reviews, conducts effective calibration sessions and ensures a joined-up approach to talent management.
• Owner of Operations Succession Plans. 
• Communicates and embeds career development frameworks and supports individuals coaching.
• Performance Management – Monitors, audits, builds capability for deployment and embedding of Performance management processes, coaches line managers on performance management and performs calibration.
• L&D – ensures Operations Functions are using existing L&D tools and processes.
• Conducts exit interviews where face to face required

Reward and Recognition:

• Embed annual reward programs and manage local compliance process and timelines.
• Actively coaching line managers and employees to ensure there is full understanding of total reward package.
• Understand internal & external parameters/benchmarks on pay/grading and use this to make facilitate effective decisions
• Reviews staff salaries and makes recommendations for pay/salary adjustments in consultation with the HOD.

Industrial Relations: 

• Ensures compliance to all labour legislations, Company policies and procedures. o Supports and empowers line management in the implementation of effective Industrial Relations system, procedures, and policies in accordance with BCEA, LRA, and internal (unionised) collective agreements. 
• Determines and recommends labour relations practices necessary to establish a positive employer/employee relationship and promote a high level of employee, morale, and motivation. 
• Ensure fairness and consistency of labour practices at all levels by supporting and empowering line management in the implementation of effective IR systems, procedures. 
• Manage employee conflicts. 
• Represents the Group’s interest at the CCMA, wage negotiations and other IR forums.

Performance Management: 

• Ensure that performance reviews are completed within the specified timeframes. 
• Follow up with Managers / Supervisors and individual employees to establish action plans for individual training and development.

B-BBEE 

• Ensure compliance with regulatory legal amendments applicable to transformation reporting. 
• In conjunction with the HR Director, maximise the group’s B-BBEE rating relative to Skills Development, Employment Equity, and Socio-Economic Development by monitoring and tracking performance of each element of the scorecard and proactively highlighting the indicators/elements requiring intervention.

Employment Equity: 

• To meet all statutory requirements of the EE Act by developing and formulating organisation EE Plans timeously and submitting EE reports to the Department of Labour. 
• Track EE compliance in line with policies, plans & reports.

Skills and Development: 

• Guide management on the sourcing of various training & development interventions (i.e. Apprenticeships, skills programmes and bursaries).

Recruitment and selection: 

• Advertise the position internally and externally. 
• Screen and shortlist the CVs of the applicants. 
• Schedule the interviews together with the Line Manager. 
• Criminal checks and reference checks. 
• Prepare the Letters of Appointment. 
• Load the employees on HR Jarrison system.

Inductions/On-boarding: 

• Responsible for inducting new employees. 
• Ensure that the employee is loaded on HR Jarrison system. 
• Introduce the new employee to his/her departmental Manager

Learning and Development.

• Administer the compilations of WSP plans by collecting training needs for both white collar and blue coller.
• Make follow up on such training plans.

Administer of compensation and Benefits.

• Assist in preparing and offer of employment and contract to all the internal hires as well as the potential new employees in conjunction with the Human resource Director.
• Support business/ Employees in all main agreement terms and condition of employment implementation and monitoring.
• Ensure that wages/ Salary inputs are signed and submitted on time.
• Support the benefits management processes, inclusive of disability, death, provident funds withdrawals, sick pay claims and medical aid amongst others.
• Facilitate all employee changes on payroll and HR systems.
• Ensure governance is followed on all compensation.

Employment Relations.

• Assist Human resource manager in all disciplinary and grievance cases and ensure procedure and substantive compliance in line with the company disciplinary code and procedure.
• Arrange disciplinary hearings by arranging a chairperson and notify all parties on time.
• Represent the company in internal hearings when required to do so.
• Represent the company at CDR both conciliation and arbitration.
• Facilitate all employee’s wellbeing programme.
• Arrange and organise trade unions and management meetings.

Organizational Development and Effectiveness.

• Facilitate and arrange training programme as identified by the Human resource manager.
• Facilitate the employee engagement processes for the regions.
• Conduct on boarding of new blue-collar employees and train the on-company policies.

Administration.

• Ensure that HR System(HR Portal, Scube and Sap) is 100% accurate.
• Ensure all HR  people management processes, e.g  New hires and terminations.
• Create and keep updated employee files.

• Attend tool box meetings
• Prepare and compile all IR reports for line managers.
• Liaise  recruitment department to induct new employees.
• Assist employees with entry and exit medicals.
• Advise on PLA rules and procedures.
• Provide advice and guidance to line management on discipline, grievances, labour relations act.
• Assist both blue and white collar employees with grievances / complaints and concerns.
• Ensure adherence to and effective implementation of company standard policies, procedures and PLA
• Union stop orders control and management and Monitor and observe potential IR problems and report.
• Attend all relevant meetings as and when required.
• Providing reports and presentations that assist management in making strategic and operational decisions.
• Prepare case documents for CCMA/CDR.
• Represent the company and present cases at CCMA/CDR.
• Assist with the arrangement of disciplinary hearings and grievances.
• Assist employees with accommodation and bus service queries.
• Monitor IR queries and problem on site.
• Attending monthly CPF Meetings.
• Assist and arrange chairperson for internal inquiries. 

Human Resources/Industrial Relation Practitioner

• Industrial Relations
• Coaching and counselling
• Dispute resolution and grievance’s
• Represent the Company at CCMA From Conciliation till Arbitration level
• Provide procedural advise and assistant on IR matters related to BCEA,LRA EEA & SDA
• Chairing the disciplinary hearings at the company
• Industrial Relations administration
• Development, implementation and monitoring of ER and LR policies, procedures and standards
• Implement training programmes in ER and IR
• Facilitate and promote a healthy organisational climate( facilitate ICAS-Wellness meetings)
• Union activity coordination
• Compilation of HR reports( Industrial Relations updates)
• Stakeholder relations( unions, employees, and management)
• Ensure implementation of Employment Equity and skills development –factory level
• Coordinate employee wellness programmes and social responsibility activities
• Update SAP IR modules (wages and salaries)
• Do induction on disciplinary code, & IR process
• Ensure a continuous healthy labour relations climate within organisation.
• Assist and support Line Management in dealing with poor performance and misconduct.
• Create internal awareness on all macro IR issues impacting on organisation, including labour laws, economic and political factors and proactively advising on proposals and or strategies.
• Represent the Company at CCMA From Conciliation till Arbitration level

Human resource administration

• Accuracy of personal information
• Supporting managers and other department regarding the general staff
• Implement Human resource policies
• Maintain personal files and training files
• Provident and retirement administration

Recruitment and Selection:

• Recruiting of new employees both Blue collar and salaried staff.
• Ensure that contract employee is signed.
• Explain the condition of employment.
• Inform Payroll of new employees.
• Induction of new employees

Training and Skills development

• Being responsible for the company training
• Compilation of training analysis
• Training evaluation and training audit
• Implementation and the maintenance of training plan
• Audit ABET progress
• Plan and arrange training
• Being responsible of training budget

Employee wellness

• Facilitate HIV/ and AIDS programs
• Total of employee wellness
• Update on HIV/AIDS steering committee
• Arrange peer educator training

Human Resources Assistant Manager

• Draw up policies and implement them
• Evaluate a need for a new policy
• Draft policy together with the line manager and implement it
• Being responsible to make sure that employees are aware of the new implemented policy
• Evaluate policies on the yearly basis and make changes and inform the employees of the change of policies

Recruitment and selection process

• Obtain role and specification of the position
• Draft and communicate the job advertisement
• Monitor the process of obtain suitable candidates from internally and externally
• Reference checking and criminal record checking
• Conduct the interviews with the line manager and General manager
• Inform the successfully and unsuccessfully applicants
• Induction for the newly appointed employees

Employee Relations

• Company secretary for the Employment Equity committee
• Being responsible to facilitate an Employment Equity committee consultative process and monitor on action plan
• Provide procedural advise and assistant on IR matters related to BCEA,LRA EEA & SDA
• Working with other department to ensure the smooth running of the company
• Investigate the allegations and issue out warnings
• Chairing the disciplinary hearings at the company
• Represents the company at the bargaining council / CCMA

Training and Development

• Being responsible for the training of our employees
• Ensuring that training complies with standards, regulations, policies, procedure and work methods
• Monitoring of employee performance to identify the need for retraining
• Identification of training needs which results from new or revised procedures and processes. 
• Report on training to the General Manager on a monthly basis
• Being responsible for the Workplace Skill Plan with the General Manager
• Ensure that all training and development initiatives are aligned to the WSP.

Performance management

• Insuring that employees meet the company objective through performance management
• To enhance the manager/employee relationship by creating a frame work for communication around employee outputs and expectations.
• To manage under performance in a constructive and positive manner.
• Discuss Key Performance Areas and goals with the employee and monitor them to ensure that the employee meet the objective of the company

• Draw up policies and implement them
• Monitoring the company policies and ensuring that the employees are aware of the policies
• Design new policies with the Production Director and implement them

Recruitment and selection

• Identify staff vacancies and recruit, interview and select  applicants
• Provide successful candidates with information about policies, job duties, working conditions

Training and development

• Evaluate a need for training
• Be responsible for the development and training of employees
• Report on a weekly base for training

General duties

• Advise departments on LRA,BCEA AND SDA
• Represent the company at the hearing
• Provide administration support to staff in general
• Companywide committee facilitator and participation
• Running the day-to-day efficient operation of the human resource department