Hr generalist edenvale

, Gauteng

R 300000 ZA Per annum

These jobs were popular with other job seekers Pentad Executive HR Generalist Manager R600 CTC X13 X BENEFITS English/Afrikaans Speaking Degree/Dip 6 Yrs Exp In HR OPS Generalist- must have stable work history - Sage 300 - Edenvale Permanent Full Time Published: 1 week ago R600 ctc x 13 X BENEFITS Non EE/AA Easy apply Introduction Top Company in Greenstone is seeking an HR OPS Manager/Generalist Hands on person. Who has supervised staff. Sage 300 Must be Energetic and a teamplayer. MUST SPEAK AFRIKAANS AND ENGLISH FLUETLYDuties & Responsibilities Be accessible, available to Companies Branches by interacting and developing relationships with all branches. Visiting all branches at least twice a year. Prepare the HR agenda for discussion prior to visiting branches, and ensure feedback to branches after visits (if not successfully addressed directly at the branch at the time of visit). Extend ad-hoc HR projects and initiatives that are developed at Head Office into the Branch network. These will be determined from time to time based on HR strategic objectives in conjunction with EXCO requirements and the overall needs of the business. Provide proactive solutions in all HR areas, and making use of the current HR resources within the HR Team which are at the incumbent’s disposal if and when the need arises. Direct any specific IR / HR issues or problems to the relevant HR Manager within the HR Team, providing context and preferred outcomes to team member. Update, implement HR Systems so as to become current, relevant and aligned to modern HR technology so as to minimize manual HR cycle processes. Maintain current HR system efficiencies until such time it has been replaced with an updated version. Explore and provide recommendations on current and future HR systems in 2023 (Sage People 300 currently being considered, pending demo from service provider; Factors to consider: Conversion from old to new, cost, resources, identifying various project support champions). Head, champion and lead new automated system to its full potential in all areas of Human Resources, with the support of the relevant identified internal HR resources, as well as, the assistance from the relevant service provider. The HR Administrator is responsible for current limited use of HR systems - Employee Self Service only (leave transactions, pay slips & IRP5’s). Provide direction and make recommendations on how to prioritize HR system “modules” implementation in order of current essentials versus new essential and map the roll out process, for example the ESS process. Provide direction and make recommendations so as to further prioritize HR systems “modules” for implementation over agreed to period in a staggered fashion (not all at once, obtain HR Department & HR Director input). Oversee and manage insofar all current HR information is up-to-date on a weekly and monthly basis (HR Administrator is efficient in this area). Oversee and manage insofar all new starters, terminations, transfers, promotions, remuneration changes are updated and sent to payroll well in advance of pay date. (HR Administrator – HR Admin is efficient in this area). Employee Engagement, Retention and optimization of resources. Assist Management in the understanding and correct application of the Talent Review process (Talent Management Framework (9 Box grid) adopted and “Regalised” by HR Director). Schedule sessions with Regional Managers, Branch Managers and Head of Departments to ensure understanding of what is required to conduct the talent review process (Talent management Framework available from HR Director). Provide above stakeholders with the necessary templates & tools, to ensure a common and standardized understanding to populate the talent review as per the 9 box grid. Assist in the formulation of succession plans for top talent per department and all branches Identify the appropriate skills development initiatives and training plans in conjunction with Training Manger for approval by the HR Director. Determine the necessity for the use of psychometric assessments to ascertain potential, Track the talent pool according to the skills development plans, job rotation, and / or any other strategies agreed to, so as to ensure that milestones are met as per agreed to action plans and timelines. Liaise and advise management on career path discussions, promotion potential and transfers in liaison with line managers and the Talent Acquisition Lead. Formulate and document the anticipated and agreed to career / succession path (if feasible), in conjunction with the approval of the line manager and track progress accordingly. Entrench a culture of high performance Educate, advise and assist line managers to have meaningful bi-annual performance evaluation reviews with their staff. Enable and enhance two-way performance conversations, i.e., ensure that line managers give feedback to the staff that they have appraised. Provide line managers with the necessary skills and tools to enable them to have honest conversations with their staff. This may require training in areas such as conflict resolution, communication and mediation skills. The intervention and assistance of the Training Manager should be sought for the provisioning of such skills for line managers. Encourage line managers to think beyond the current measurables, to include appraisal criteria that are driven by strategic imperatives (HR Team strategic projects could serve as an example and reference point, these are available from the HR Director). Refer any specific staff performance related issues to the ER Manger. Discuss the current performance management documentation process with ER Manager and assess whether there is scope for improvement, (until we have an upgraded HR systems process in place) Ensure that the Companies staff demographics remain in line with Employment Equity plans of the business. Ensure that Companies complies with the requirements of the Social & Ethics reporting pillars outlined in the Companies Act 71 of 2018 Consistently monitor the achievement of Employment Equity goals and targets ensuring that the company meets all mandated employment equity plans in liaison with the Talent Acquisition Lead. Facilitate / chair Employment Equity Committee meetings; reviewing Committee composition for EE & Skills Development, to ensure equal representation in conjunction with HR Director. Compile Employment Equity 5-Year Plans, prepares, and submits annual Employment Equity reporting (External Service Provider assists with Department of Labour website filing of EEA2 & EEA4 reports for both Companies). Constitute, participate and provide direction of bi-annual Social & Ethics Committee meetings with nominated committee members (in conjunction with HR Director & Finance Director) in accordance with defined agenda, addressing all pillars of compliance Tracking HR Operations activities and providing accurate feedback to the HR Director Provide a HR Branch overview at the end of each month. Provide a project progress report on a monthly basis relating to all designated HR activities Ensure that the HR Administrator is developed, stimulated and engaged to ensure growth, productivity and overall well being. Ensure that the HR Administrator’s skills set is continuously enhanced, through a combination of formal skills programs, on the job learning, and gradual allocation of more responsibility without compromising on current quality and quantity Develop a Human Resources Branch Network strategy for 2023/24 (HR Strategy workshop likely to be held in Jan 2023). Contribute new ideas, solutions, preferred way of doing things during the course of employment for the betterment of the HR Department’s growth, credibility, reputation and service delivery. Desired Experience & Qualification Sage 300, ESS , MS Office Suite Package & Remuneration R550 to R600 ctcx bonuses These jobs were popular with other job seekers

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