Human Resources

We have the knowledge and the skills to assist and guide clients to develop their HR department to work in line with business needs and services.

• Participate and facilitate the translation of Company strategy into operational business plans by:
• Facilitating strategy sessions when and where required
• Assisting with the drafting/design of operational business plans for both operations and Human Resources
• Designing/implementing and ensuring proper reporting on Human Resources business plan targets/goals and initiatives via scoreboards, performance indicators and agreed measurements
• Act as the single point of contact and entry for employees and managers in the business unit (for HR/Training)
• Oversees and owns delivery and execution of HR/Training processes:

Organization design:

• Role profiling and updating of all positions within Company or area of responsibility, and structural design ensuring that all Org structures are correct and up to date for area of responsibility, analyzing and advising on requests for complement adjustments and/or requirements

Organization development:

• Leadership development initiatives, Franchisor/enterprise initiatives, strategy and goal setting â facilitating required sessions/meetings or planning and executing specific project plans and delivery when and where required

Resourcing and Talent Management/Planning:

• Capacity Planning, Recruitment, Succession/Bench planning, Development programs – actively analyze and manage capacity requirements for region/site and ensuring that all positions are at all times properly manned or proper succession pipeline available
• Learning and Development:
• Skills training, Functional training, Management training â Overseeing the training delivery within Region/Client ‘s SOP – an environment in conjunction with the assigned assignees

Performance and reward:

• Performance management process, reward /increase processes, incentive and bonus systems â actively drive and participate in the performance management process by ensuring consistency from a process execution point of view, advise on performance related issues and problems, align and drive annual increase process and advise on incentives and bonus systems and impact

Employee engagement:

• Surveys, action planning actively position/drive and facilitate the execution of all relevant surveys and employee engagement programs, results analysed and action plans implemented to drive specifically identified issues

Employee Relations:

• All IR cases up to CCMA level, Implementation and running of EE forums and OHS forums
• Service delivery and information:
• Driving agreed delivery of HR services according to agreed SLA’s and producing required HR/Training reports, providing ad-hoc info requests and analyzing all HR/Training related issues for trend identification and action required
• Forms part of senior HR/Training department leadership team and represents the department on various forums and meetings within the business as defined by the mandate

Payroll:

• Maintains payroll processing from the Biometric system to manuals depending on each client’s profile. – Ensuring systems and records by gathering, calculating, and inputting data. Computes employee take-home pay based on-time records, benefits, and taxes. Answers staff questions about wages, deductions, attendance, and time records.