SUMMARY:
Position Summary
Form collaborative partnerships with Senior Management of designated business units, in providing high level and effective business focussed, human resources advice and solutions, at a strategic and an operational level
Interpret HR policies and employment legislation, advise on risk management, and coach and support managers in people management, employee relations, change management and employment equity
The HR Business Partner should have a solid background in the cleaning industry to effectively understand the unique HR needs, challenges, and operational aspects within this sector. Experience in managing and supporting cleaning teams, addressing industry-specific labor relations, and knowledge of sector-specific HR requirements are essential.
POSITION INFO:
Functional Area Components
(The main components for each Key Function that describe the standard of performance required)
Business Partner
Work collaboratively in partnership with Management, delivering the development of HR innovations that enhance service delivery for the business
Conduct monthly meetings with respective Senior Management team ensuring an effective level of business literacy of each designated business unit, their SLA objectives and risks, the mid to long term plans, and the impact of the associated risks to the business
Conduct weekly meetings with respective business units and build strong working relationships based on credibility and open communication
Interpret HR policies and procedures, employment legislation, recruitment strategies, employment equity and change management processes, providing professional solutions where issues of risk arise
Adopt a coaching partnership approach in providing management with information to facilitate effective and consistent empowering people management, thus enabling managers to assume increasing responsibility for all aspects of people management (e.g. coaching, counselling, skills development, disciplinary actions, transformation, performance)
Work closely with management and employees to improve working relationships, build morale and increase productivity, and staff retention
Analyse HR monthly report trends and metrics, and develop solutions and programmes to proactively address and resolve emerging areas of concern
The HRBP should ensure that cleaning industry-specific challenges, such as shift work, health and safety, and managing diverse teams, are addressed effectively in HR policies and actions
Performance Management
Provide coaching and guidance that is consistent with the company’s policies and procedures, and effectively manages the employee performance to achieve business targets and objectives
Employee Relations
Consult and advise management and employees with regard to labour legislation, policies and procedures within the framework of the Company policies.
Monitor internal labour relations trends and submit relevant reports
Facilitate and conduct negotiations and consultations with organized labour, and monitor, review, and suggest interventions to optimise collective agreements and wage negotiations within the framework of the Company policies.
Provide advice and training on company Labour Relations policy, and related legislative acts
Support line management to resolve workplace conflict situations, consulting and negotiating with unions and external stakeholders where applicable
Address disciplinary and / or non-performance issues, according to company policy, and communicate effectively with management and employee regarding corrective action
Prepare and conduct representation for legal proceedings at CCMA
Manage and resolve complex employee relations issues. Conduct effective, fit-for-purpose and objective investigations
In the cleaning environment, it is important to resolve conflicts related to safety, operational challenges, and union negotiations that are specific to the cleaning workforce.
Employment Equity
Ensure the execution and implementation of employment equity as contemplated in the EE plan
Analyse the workforce profile in terms of representation (monthly EE stats) and determine trends and degrees of under-representation
Report to relevant Management on the status of employment equity and highlight discrepancies, concerns and opportunities to overcome barriers for achievement
Assist Senior Management with the preparation, consultation and implementation of their respective EE Plans
Monitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectives
Review and amend where applicable, business unit practices or procedures which have been identified as barriers in achieving employment equity
Actively promote cultural change and support continuous transformational improvement in the business units to provide a high quality, professional, consistent and cohesive HR Service
Organisational Development
Take opportunities to build shared understanding and ownership of the Company vision, values, strategies, plans and desired culture
Conduct Interviews with Line Manager
Support the HR division in the development, implementation and evolution of the HR strategy
Lead, coach and motivate others in the development of robust, innovative and creative approaches to service provision, building ownership and employee engagement at all levels
Provide guidance and input on workforce planning, business unit restructures and succession planning
Ensure recruitment of key talents for the business unit
Review and ensure accuracy of all employee information on HR management Payroll information system
The HRBP should have a deep understanding of organizational development issues in the cleaning environment, such as high turnover rates and maintaining engagement in roles that often experience high attrition
Learning & Development
Liaise and communicate with L&D team to identify learning and development needs, and individual coaching needs and evaluate and monitor the success of all development programmes
Ensure critical skills and learning interventions are identified, which support the development of improving employees abilities and contribute to the efficiency and quality of service delivery
Assist management to ensure learning and development needs are prioritised and implemented timeously and contribute to efficiency and quality of the business unit operational service
Provide guidance and assistance with succession planning, talent tracking, accelerated development, career development
Qualification Requirements and work related experience
Grade 12
Tertiary qualification related to the function, i.e. HR Diploma or equivalent
Minimum 3-5 years’ Human Resources Generalist experience
Experience within the cleaning industry is a requirement
Minimum Knowledge Requirements
Good understanding of all the appropriate Acts (LRA, BCEA, OSHA, COID, EEA, NCCA,BCCI)
Familiarity with business software such as Microsoft Office (Excel, Power Point, MSWord)
Must have a background in cleaning administration or related field, with hands-on experience within the cleaning environment.
Skills
Applying Technical Expertise
Analysing
Persuading and Influencing
Deciding and Initiating Action
Drive for Results
Working with People
Leading and Supervising
Communication
Formulating Strategies & Concepts
Relating & Networking
Values / Behavioural
Open Communication
Teamwork
Accountability
Respect
Caring
Additional Responsibilities and Skills
Have the ability to take on additional responsibilities. Incorporate the current and additional clients into existing processes and make effective decisions at strategic, technical and operational levels as and when that may be required
Key result areas
Understand role of reporting to the business and client
Understand interworking with various teams to ensure client financial compliances
Understanding that feedback and communication is critical to success
Interested? Submit your CV now.
All vacancies advertised by AFMS Group are in full adherence to South African labour legislation, including the Employment Equity Act, Labour Relations Act, and Basic Conditions of Employment Act.
We strive to create an inclusive workplace that values diversity and welcomes applications from all qualified individuals, regardless of race, gender, disability, or any other protected characteristic.
Our recruitment process is fair and equitable, focusing on the qualifications, skills, and experience that are relevant to each role. We ensure that all candidates are treated equally, and no discrimination will be tolerated.
By submitting your application, you consent to the processing of your personal information in accordance with the Protection of Personal Information Act 2014 (POPIA) for recruitment and hiring purposes.
For information on AFMS Group, including more information on our company culture, visit our website at />
Please note, relocation costs will not apply
If you don’t hear from us in 14 days, consider your application unsuccessful.
Applications to be addressed to Matthew Toontjies: -solutions.co.za
Closing Date for applications: Thursday, 31 March 2025, by 16h00
