HR Consultant

Job Purpose

The HR Consultant will be responsible for the implementation of all HR processes, projects and activities throughout the life cycle of the employee at a business unit level; ensuring sound advice and the seamless and consistent delivery of the services to line management and employees in line with company procedures and compliance standards. This will include the delivery and updating of the HR Information Management System and data integrity; recruitment and selection processes; governance, project and change management & reporting; the implementation of employee relations practices; consultation and advice to line on people management policies and practices; talent and learning practices for the unit; as well as performance consulting, in line with legislation and Sun International standards.

Key Performance Areas

Delivery of HR Operational Services
Understand and implement the people strategy to support business operations.
Partners with management to understand performance, productivity and other people challenges; be able to diagnose the issue and provide solutions to improve people practices across the business.
Facilitate all recruitment, selection and assessment processes; including advertising, interviewing, reference checking, vetting; appointments.
Facilitate the relocation and onboarding of employees onto the complex; ensuring employees experience an onboarding and employment experience in line with Sun International’s EVP and brand.
Be able to explain payroll and benefits queries and disputes.
Work with management to understand and troubleshoot queries and employee relations issues being experienced within the operations - including the facilitation of the grievance and disciplinary processes.
Proactively engage with all stakeholders to “feel the pulse” of the Business unit and actively communicate with operational teams on changes and challenges taking place; ensuring resolution.
Work with management and staff to implement the Sun Way Culture and Sun values.
Work with management and staff to facilitate and improve employee engagement projects.

HR Data Integrity & Reporting
Capture changes in the HR System in line with operational changes and changes to employee’s personal information and employment.
Facilitate the flow of paperwork to support these changes, ensuring that all stakeholders (e.g. payroll) are informed timeously.
Update personnel files.
Update the data integrity in the HR system ensuring that it is complete and accurate.
Prepare audit documentation in line with policy and procedure and implement any remedial action plans.
Leave liabilities and sick leave balances are tracked and addressed with relevant HODs.
Compile and monitor reports on all people processes and analytics for the business.
Compile relevant reporting for the unit; and track Employment equity and skills development statistics for the business unit.

Performance Consulting
Facilitate the performance management process, and assist operators with any challenges or concerns they may have from a process perspective.
Tracks and analyses performance results across the business operations to identify individual opportunities and performance gaps.
Where trends are identified conduct analyses (including observations / interviews) to investigate issues being experienced in the operations, diagnose and identify the root cause of the issue.
Make recommendations to improve performance.
In collaboration with the COE, facilitate learning solutions relevant to identified gaps.
Be a change agent and communicate on change plans within area of responsibility.
Participate and assist operators with the implementation talent and career processes.
Implement transformation plans and initiatives for the business unit in line with targets and policy.

HR Governance
Understand and execute against the standard operating procedures for HR Processes.
Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools.
Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International.
Escalate areas of concern to HR Management in order to address and resolve.

HR Project Implementation
Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects.
Co-ordinate and implement HR projects and deliver work as defined in the project plan and deadlines.
Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations.
Provide feedback to HR Management on any challenges, obstacles, successes to implementation.
Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility.
Update electronic files to ensure that all information is appropriately documented.
Troubleshoot and support the operators by providing relevant information or escalating when required to ensure resolution.
Encourages the integration of organisational values, with the culture and the Employees’ ways of working.
Assist with the scheduling of communication and other events to implement change practices and ready the unit for changes taking place.
Prepare communication as required.
Provide input around identified risks and recommendations linked to the project.

Learning & Development Administration
Capture and update training events and records in the learning system.
Capture all skills spend in the system.
Track skills spend and documentation for BBBEE reporting.
Assist in the compilation of skills development data for reporting purposes.
Co-ordinate induction processes to support onboarding.
Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP.
Co-ordinate logistical arrangements for facilitated learning programs on site.
Co-ordinate and track learnership contracts and documentation for the business unit.
Co-ordinate logistics and prepare filing for audits taking place on site.

Stakeholder Engagement
Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding, performance management, employee relations and labour legislation.
Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues.
Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines.
Stay informed of HR practices, policies and labour legislation.
Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams.
Act as a point of contact for learning providers and BBBEE auditors.

Education

B. Degree in Human Resources Management

Experience

Minimum 5 years experience in HR, including 3 years experience as an HR Officer

Skills And Knowledge

Core behavioural competencies:

1. Planning
2. Decision-making
3. Evaluating & Developing HR competence
4. Results orientation
5. Developing relationships
6. Service orientation
7. Analytical thinking
8. Managing risk
9. Motivating others

Technical / proficiency competencies:

1. Interviewing Skills
2. Employee Relations Processes
3. Labour legislation
4. Functional HR knowledge - including recruitment, learning & development; performance management; talent management; workforce planning
5. Change Management
6. Remuneration & benefits
7. Business Acumen
8. Project Management
9. Proficiency in MS Office; Peoplesoft
10. Communication skills (Verbal and Written)
11. Personal Credibility & integrity

Work conditions and special requirements
Work on-site; hours in line with operational requirements. This may include weekends and public holidays when necessary.

Equity

Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.