HR Officer

Key Performance Areas (KPAs)

Provide efficient and accurate HR administration to one's centre.
Responsible for creating, maintaining and updating the personnel record system manual and electronic (HRIS) for record and audit purposes by updating records accordingly and filing documentation as per legislative and company requirements and information.
Track and monitor the registration of personnel on the medical aid and the administration for completeness of all applications. Follow up on all queries through to resolution.
Administer and provide information for the following in accordance with company and legislative standards including but not limited to:

1. External claim documentation and processes including but not limited to:
2. IOD
3. Death
4. Disability ICAS referrals

Internal Documentation including but not limited to:

1. Relevant job profile signed, uploaded and filed.
2. Relevant PPA signed, uploaded and filed.
3. Engagement forms
4. Termination forms
5. Provident Fund
6. Safrican
7. Spouse insurance
8. Bonus Provision
9. Acknowledgement of Debts
10. Leave forms and supporting docs

Maintain confidentiality of information and documentation at all times in accordance with company and legislative standards and policies.
Administer all transactional admin as per mandate (engagements, terminations, internal transfers etc) for one's Centre.
Resolve queries relating to employee benefits and payslips timeously.

Responsible for consolidating, compiling and communicating value-added MIS and HR reporting to relevant stakeholders.
Compile, verify and submit value-added HR management information reports to the relevant stakeholders.
Engage with relevant stakeholders (Regional HRBP, Centre Management, Finance business partners) including but not limited to:

1. Weekly Vacancy Tracker
2. Trend analysis on Performance appraisals
3. End to end leave management
4. Overtime management
5. Complement and discrepancies
6. Updated staff list to training
7. Payroll discrepancies
8. IR stats (warnings, grievances)
9. Attrition
10. Organograms
11. Transformation (EAP targets, transformation committee concerns)
12. Ad hoc

Responsible for facilitating, analyzing and controlling the leave management process.
Responsible for the leave management within one’s Centre/s including but not limited to:

1. Accuracy and completeness of data (applicable notes, leave allocations etc.)
2. Leave records are maintained and filed
3. Leave liability reduction
4. Monitoring employee balances to guarantee statutory leave is taken (Leave planning)
5. Approval cycles
6. Monitor trends of employees and make the necessary recommendations to the Line Manager and Employee Wellness / IR if applicable as well as absenteeism but not limited to
7. Effective and timeous resolution of queries related to leave (leave allocations, balances, entitlements, approval cycles etc.)

Facilitate the delivery and execution of projects and initiatives.
Successful execution of all projects and initiatives in accordance with the relevant roll out plan.
Drive the change process and take responsibility and accountability within one’s Centre/s in order to maintain a seamless integration and support whilst, providing feedback to the Regional HRBP and Line management.
Support and drive transformation initiatives of the company.
Provide efficient recruitment, selection and orientation services within one's Centre in order to meet operational requirements.
Comply with SBV’s legislative standards, policies and procedures.
Complete the recruitment and selection process for all positions (Contract and Perm) within one’s Centre/s up to and including JG 11:

1. Draft interview guides as required, submitting to the Regional HRBP for standardization and final approval before use.
2. Assist the Centre to meet transformation targets (EAP).
3. Draft and obtain non-EE motivations.
4. Sit in on the Transformation Committee meetings as a representative of HR.
5. Verify that the EE Plan is displayed within the Centre/s.
6. Update profiles with cosmetic changes to assist with its relevance at all times.
7. Execute and drive on mass recruitment projects to achieve set targets and provide updates to Line Responsible to maintain a database for one's Centre/s.
8. Conduct company orientation with new employees in accordance with SBV's legislative standards, policies and procedures.
9. Conduct all exit interviews and identify problem areas for job grades up to and including JG 11. Provide feedback to Line Manager and Regional HRBP.
10. Maintain, monitor and manage the headcount within one's area of responsibility.
11. Verify complement on a bi-weekly and monthly audit basis. Escalate any discrepancies to Regional HRBP for the full Centre.
12. Documented monthly meetings with Line Manager to manage complement in order to meet operational requirements.

Coordinate and drive the performance management process within one’s Centre of responsibility.
Drive the performance appraisal process end to end.
Submit the complete file to Regional HRBP.
Conduct trend analysis on the scores provided for one’s Centre/s under one’s scope of responsibility and submit the final report to the Regional HRBP for review.
File Performance Plan Agreement and Self-assessment forms in accordance with the policy for record keeping and load them on the system within the agreed timeframe.
Liaise with the ER department and Regional HRBP regarding matters of employee relations on performance counselling matters.
Provide Line Manager with basic guidance in terms of performance management (poor performance, process, etc.).
Drive Talent Management within one’s Centre/s and safeguard that best practices are followed in accordance with the talent framework.
Manage the maintenance and upkeep of the Kronos system.
Responsible for the completeness and accuracy of timecards on Kronos for respective Centre/s in accordance with SBV’s legislative standards, policies and procedures.
Audit pay rules in conjunction with employment contract and escalate discrepancies.
Adhere to Kronos deadlines for sign-off on timecards.
Enroll new employees on the Kronos system.
Engage with Lines of Authority (HOD’s, CPO’s, Line Managers).
Regular meetings with Line and Shop Stewards to accomplish alignment from an HR and Business point of view.
Provide documented feedback to the HRBP regarding any HR aspects.
Employee Wellness:
Support the employee wellness department with initiatives as and when required.
Do formal ICAS Referrals and regular follow-ups with ICAS in respect of progress.
Assist the ER department with implementation of initiatives where required.
Drive the organisation culture within one’s centre (include on all profiles).
Drive the department’s values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission.
Serve as a leader of the culture program driving the desired behaviours and encouraging employee engagement.
Create and implement strategies in collaboration with Change Management & HR to evaluate and maintain employee satisfaction.
Drive Transformation and BBB-EE initiatives to ensure sustainable alignment to the company scorecard.
Provide leadership to employees within the organisation, creating a winning culture and high morale.
Lead as an Ambassador and executor of Change (Include on all profiles).
Act as a change management architect in periods of change to ensure continuity to operations.
Manage the integration of CIT and Processing into a seamless end to end solution for customers.
Effectively communicate and embed new processes and procedures as they occur addressing or escalating matters / concerns to the SME’s (subject matter experts) when required.
Facilitate the necessary presentations, workshops or forums in order to ensure consistent and accurate communication is given across one’s centre/s.

Minimum requirements:
Work experience:
Internal: Studying towards an HR Degree / Diploma: 3 years’ experience working within HR.
External: 1 year experience as an HR Generalist.

Minimum requirements:
Education:
Internal:
Studying towards a 3-year HR Diploma/Degree with 3 years’ experience working in the HR function.

External:
HR Degree / 3-year HR Diploma; 3 years’ experience as HR generalist of which 1 year experience should be in Recruitment.