National Human Resource

• Policy and Procedure Development:
• Monitor legislative developments and recommend new HR policies and amendments of existing policies to the COO.
• Provide proposals and inputs on necessary policies and procedures to the COO based on law and best practice developments.
• Job descriptions & Job Grading:
• Monitor that every job has an accurate, comprehensive job description with associated job grade.
• Industrial Relations:
• Arrange disciplinary hearings ensuring notification and attendance of all participants.
• Source suitable managers to chair disciplinary hearings.
• Issue misconduct written warnings.
• Advise line managers on procedural and substantive fairness issues relating to discipline and incapacity.
• Conduct counselling sessions with employees to address work performance issues.
• Represent the company at CCMA conciliation and arbitration cases supported by external consultants, as necessary.
• Brief consultants appointed to represent the company in CCMA proceedings.
• Ensure complete records of all disciplinary cases are captured and filed.
• Take minutes of disciplinary hearings/counselling sessions.
• Coordinate and chair labour forum meetings.
• Employment Equity:
• Coordinate quarterly employment equity committee meetings.
• Facilitate and chair quarterly EE committee meetings.
• Compile and submit annual EEA2 & EEA4 reports to the Department of Employment and Labour.
• Recruitment and Selection:
• Review and arrange for approval of employee requisition forms.
• Manage recruitment of staff in a cost-effective manner.
• Guide managers and facilitate the recruitment and selection process.
• Verify staff credentials at appointment level to ensure they meet all requirements in line with the job specification.
• Performance Management:
• Facilitate Implementation and compliance with the performance management policy.
• Alignment of the performance management system with Training and Development.
• Guide managers addressing poor performance

• Facilitate mentorship, coaching, succession planning and coaching.
• Train and support line managers in implementing the performance management system.
• Training & Development:
• Coordinate learnership programme with external service provider.
• Conduct training needs analysis, from:
• Performance appraisals.
• Succession plans.
• Health and safety.
• Legislative developments.
• Organize staff training and development initiatives.
• Monitor and control expenditure against the training budget.
• Ensure training is conducted in line with the training plan.
• Compile a training matrix and ensure implementation.
• Conduct training Impact assessment and evaluation.
• HR Advisory:
• Advise management on people matters and act as a sounding board and coach.
• HR Admin:
• Supervise two HR Administrators to ensure full and accurate administration of people and T&A records.
• Maintain monthly updated employee records filing system.
• Monitor staff attendance and timekeeping as per HR procedures and implement remedial action and deductions as appropriate.
• Maintain and input on monthly ‘Wage book’ and overtime spreadsheet as per HR procedures.
• Administer annual leave requests in line with HR procedures.
• Conduct administration related to HR projects such as Learnerships, Foreign Nationals’
• documentation; etc.
• Plan and implement ‘Wellness days’; Financial fitness days; etc.
• Resolve HR related queries.
• Issue employment contracts for employees.
• ERS BIO System (Capture daily exception report, allocate rosters for employees weekly, capture leave forms, sick notes, new employee details and load the employee fingerprints onto the hand scan)
• HR Reports and Submissions:
• Compile monthly staff movement (appointments and terminations) reports.
• Submit claims for IOD Cases.
• EE Report January every year.
• Payroll:
• Ensuring everything for payroll is completed and captured accurately on the sage portal.
• Verifying the wage book and batches from Sage.
• Guiding HR/Payroll administrator with the capturing of information onto Sage.
• Liaising with the KZN branch to ensure all documentation is submitted timeously.
• Compile the short time report.
• Personal Attributes:
• Ability to work without supervision.
• Assertive
• Ability to work under pressure.
• Reporting Manager:
• Chief Executive Officer

• Matric.
• Computer literate.
• Degree in Human Resources or related field.
• 5+ Years Proven work experience as Human Resource Manager.
• Excellent communication skills.
• Leadership ability.
• Outstanding organizational skills.
• FMCG experience.

• R800 000 – 1 mil per annum.

InspHired Recruitment Solutions