This role acts in direct partnership with management teams and business units as a key enabler in all areas related to People, with a distinct view to maximise performance, and support the delivery of appropriate people and organisational solutions. All suitably qualified candidates are invited to apply for this vacancy.

•  Accountable for the administration and implementation of the BU’s people related strategies that are in support of the BU’s plans (short/medium term).
•  Use analytics, data, reports and trends (in-ternal and external) to understand people management issues.
• Actively network with internal and external contacts in the market, via social media and other mediums. Builds influence and credibil-ity with Managers in the BU’s

• Collate, administer, and facilitate the delivery of Payroll/Benefits documentation,ensure that the relevant submission deadlines are met, and ensure all processes are followed up to conclusion.
•  Induction of all new employees, to ensure that they understand company benefits and policies and receive the relevant forms, resources and information.
•  Meet all requirements with regards to the submission of documents that are required by Payroll and on employee personnel files, including their job description.
•  Coordinate the setting up of ESS and ensure that the employee receives the relevant training.
•  Recording and capturing information for Employment Equity reports, BBBEE annual verification, and training records.
•  Ensure that the various Organograms of the BU’s are updated and maintained.
•  Monitor leave status of employees within the respective BU and ensure compliance to the Leave Policy.

• Support and participate in HR projects.
•   Ensure effective employee engagement for the BU in conjunction with management, by providing solid hr operational support.
•  Consistently meet customer needs within time, resources and budget constraints.
•  Provide a seamless HR delivery services focused on business delivery. Advanced understanding of HR policies and processes and can utilize those needed for the role without difficulty
•  Empower and encourage line managers to undertake people management responsibilities. Identify and build on cost saving opportunities.

• Collate the relevant information for the WSP, ATR, Employment Equity and BBBEE reporting and to ensure that all requirements are met ahead of the deadlines for the various submission.
•  Recording and coordinating of information required for the relevant SETA rebates and grant appli-cations.
•  Notification of training programmes to staff
• Capture learning and development trends and needs and provide appropriate inventions.
• Partner with learning and development to identify and Deliver PDR training as required on an an-nual basis.

• Compile job specifications, acquire approval and advertise internally and externally as required.
• Manage and coordinate the responses received from employment agencies, conduct reference checks, schedule assessments and verify candidate credentials.
• Coordinate and set up candidate interviews.
• Liaise with internal and external stakeholders profes-sionally
• Draw up offer letters, letters of appointment, employment contracts, and other relevant HR related documents.
• Performance Management:
• Support and co-ordinate the performance management system, monitor progress and follow up throughout the year to ensure that the relevant timelines are adhered to.
• Track and record progress of the performance management system submissions and report on trends and provide analysis and support.

• Support the BU’s with the Salary Review Process.
• Support Line Managers with the Salary Review process guidelines, and support and advise Line Managers to agree how to distribute salary budget across BU/Functions based on knowledge of issues and market data. 
•  Provide support to the BU with regards to various items.  

• Act as the first line of contact in Human Resources for any employee relations issues involving em-ployees.
•  Ensure that the Head of ER/IR and the Head of HR is made aware of any sensitive employee rela-tions issues that arise as appropriate.
• Support, develop and coach managers to effectively handle employee relations issues, in line with legislation, policy and best practice.