HR Business Partner

Minimum Requirements:

• High School Diploma or equivalent (Matric)
• Bachelor's Degree, with an Honours Degree being an advantage
• 5 to 8 years of experience in a similar professional setting
• Excellent verbal and written communication skills
• Excellent interpersonal and customer service skills
• Excellent organizational skills and attention to detail
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Proficient with Microsoft Office Suite or related software

Responsibilities:

• Demonstrates proactive interaction with management and staff across all levels of the organization to effectively resolve HR issues
• Provides HR support and guidance to both management and staff to enhance employee engagement and performance levels
• Offer expertise and assistance to Line Managers in HR matters
• Supports initiatives related to BEE, Employment Equity, and Skills Development
• Participates in staff inductions to ensure a smooth onboarding process
• Conducts entrance and exit interviews to gather valuable feedback
• Handle general administration tasks related to HR
• Assist with various HR-related matters as needed
• Conduct HR surveys and audits to assess and improve HR practices
• Efficiently manages HR queries to provide timely resolutions
• Provide professional advice and counselling on labour-related issues
• Ensure staff members are informed about their rights and obligations regarding disciplinary and grievance procedures
• Chair and conduct investigations for disciplinary, incapacity, and grievance hearings
• Minimize company risk by overseeing and managing various processes such as grievances, disciplinaries, incapacities, performance assessments, and Performance Improvement Plans
• Ensure all processes adhere to legislation, company policies, procedures, and precedents
• Maintain a register of current employment relations matters and compile monthly statistics and outcomes
• Represent and correspond with the Labour Department, CCMA, Bargaining Council, and Trade Unions
• Coordinate all parties involved in CCMA matters with Trade Unions
• Actively manage and maintain a positive relationship between trade unions and the organization
• Participate in negotiating organizational rights agreements with recognized unions, where applicable
• Provide advice and training to managers on the application of the NBCRFLI collective agreement
• Draft legal opinions and provide advice to management in compliance with Labour Relations Legislation
• Liaise with various parties regarding hearings, performance counselling processes, and CCMA/Bargaining Council matters
• Communicate with the Bargaining Council and Trade Unions regarding issues related to the NBCRFLI main agreement
• Conduct job grading and gap analyses in accordance with the NBCRFLI collective agreement
• Assist HR admin with advice on effectively managing excessive sick leave cases
• Contribute to the development and implementation of HR and employment relations programs and initiatives
• Lead project teams for 5189 and S 197 initiatives, as needed
• Participate in evaluating risks related to non-compliance with legislation and policy
• Facilitate training for supervisors/managers on labour relations matters
• Identify training needs related to trends such as poor work performance and discipline
• Manage the administration of the Time and Attendance System (Kronos)
• Act as a liaison between the organization and labour broker service providers
• Proactively manage on-site Temporary Employment Service (TES) issues in compliance with legislation
• Offering guidance to the recruitment team on recruiting practices that align with the organization's employment equity plan
• Collaborating with managers to develop comprehensive job descriptions
• Conducting internal and external benchmarks and initiating the Sesame process for effective recruitment
• Providing assistance to the recruitment team by conducting interviews alongside line managers as needed
• Ensuring that labour brokers, agencies, or online portals provide high-quality candidates
• Supporting the recruitment team in conducting employee inductions
• Consulting with employees on matters related to promotions, transfers, lateral moves, and contractual changes
• Completing any other reasonable tasks delegated by the Reporting Manager