HR Business Partner

• Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
• Manage the full HR lifecycle
• Talent acquisition and recruitment aligned with operational workforce plans.
• On-boarding and induction processes to ensure early employee engagement.
• Facilitation of off-boarding processes, including exit interviews and analysis to inform retention strategies.
• Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
• Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
• Support succession planning and talent management initiatives to build operational leadership capacity.
• Monitor, report, and analyse key HR metrics and trends to support strategic decision-making.
• Lead or contribute to change management and organisational development initiatives.
• Act as an advisor to operational leadership, promoting sound people management.
• Ensure HR compliance and governance through effective documentation, audits, and statutory reporting.

• Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
• Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
• Accurate and timeous submission of payroll reconciliations, queries and reports to the Group FM for payments and reporting purposes.
• Process and facilitate annual increase and bonus payments.
• Process other financial compensations or deductions.
• Handle payroll related queries (SARS queries, leave and salary administration queries etc.).
• Leave management.
• SARS EMP501 bi-annual and annual submissions.
• Maintaining accurate payroll and employee records by ensuring all documents are filed timeously.
• Pension fund, provident fund and medical insurance schedule administration.
• Quarterly STATSSA reporting.

Helderberg Personnel