HR Operations Manager

SUMMARY:
HR Operations Manager

POSITION INFO:
My Client a Market Leading Manufacturer of Blow Mouding Producs based in the Southern Subs of Cape Town is looking to hire a HR Operations Manager The HR Operations Manager plays a pivotal role in driving the transformation of our human resources function, ensuring alignment with the companys evolving strategies. This role is responsible for supporting and entrenching the Client''s People''s Manual, ensuring adherence to standards, policies, and practices, and implementing performance management and operations management initiatives. The HR Operations Manager will ensure appropriate HR transactional performance, and optimised HR systems, and foster a high-performance culture that aligns with the companys agile and manufacturing goals. Reporting Structure Reports to the HR Executive with Site HR Business Partners reporting to you. Main Outputs and Responsibilities for this Position 1. Support and Entrench the Client''s Peoples Manual Implementation: Lead the roll-out and ongoing embedding of the Client Peoples Manual, ensuring that all HR standards, policies, and practices are well-understood and implemented across the organization. Training & Communication: Develop and deliver training sessions to managers and employees to promote compliance with the manuals policies and guidelines. Change Management: Work closely with cross-functional teams to drive HR transformation initiatives that align with business objectives, promoting a culture of continuous improvement. 2. Performance Management Performance Standards: Ensure the implementation of effective performance management frameworks that align with the company''s transformation goals. Coaching & Mentoring: Guide managers in setting clear, measurable performance objectives and provide coaching for effective team management and development. Continuous Feedback: Foster a culture of continuous feedback and performance evaluation, aligning individual goals with overall business objectives. Data-Driven Decisions: Analyse performance management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives. 3. Operations Management HR Systems Optimization : Lead the optimization of HR systems and workflows to ensure efficiency in recruitment, onboarding, payroll, and employee lifecycle management. Compliance: Ensure HR operations comply with labour laws and internal company policies, maintaining up-to-date records and documentation. Process Improvement: Implement and manage HR processes that support the company''s agile transformation, focusing on streamlining workflows, improving communication, and enhancing HR service delivery. Workforce Planning: Collaborate with department heads to ensure effective workforce planning and provision that supports both current and future business needs. Manage onboarding, induction and offboarding processes. HR Metrics: Analyse management data to identify trends and areas for improvement, reporting to senior leadership on progress and key initiatives. 4. Employee Relations and Engagement Culture Development: Champion initiatives to improve employee engagement, morale, and retention in alignment with the company''s transformation journey. Dispute Resolution: Address employee relations issues, ensuring fair and consistent application of policies and promoting a positive and collaborative working environment. Well-being & Inclusion: Implement initiatives to enhance employee well-being and promote a diverse and inclusive workplace. 5. Leadership and Collaboration Business Partner: Act as a trusted advisor to senior management on all HR-related matters, providing strategic input on people management during this business transformation. Team Leadership: Manage and develop the HR operations team, fostering a highperforming culture that drives continuous improvement. Cross-functional Collaboration: Work closely with the operations, production, and leadership teams to ensure seamless alignment of HR operations with broader company goals. 6. Self Development and Growth Realistic assessment of own strengths and development areas and undertake actions to address weaknesses. The employee accepts that she may be required to carry out any other tasks as required by management based on operational requirements. Transitional Outputs and Responsibilities 1. Centralised Payroll Management Payroll Processing: Oversee and ensure accurate, compliant, and timely payroll processing for all sites. Salary Administration: Act as the salarys administrator, ensuring accurate, compliant, and timely payroll inputs to outsourced service providers. Benefits Administration: Oversee benefits programmes and ensure proper enrollment and communication, including retirement and risk benefits (death and disability) and medical aid. (Company Representative for GTC and Discovery Health) Digital Transformation : Lead the payroll digital transformation migration from VIP to PaySpace intervention (Go Live November 2024) 2. Talent Acquisition and Retention Talent Acquisition and Retention: Develop and manage company-wide talent acquisition and retention strategies and processes. 3. Learning and Development Learning and Development: Oversee training programmes, career development initiatives and succession planning. Learning Needs Analysis and Budget: Conduct learning needs analysis in line with business and current and future needs and develop and implement budget. SDF Line Management Oversight: Oversee company SDF full function, inclusive of, but not limited to WSP and ATR reporting and related interventions. 4. BBBEE Strategy and Reporting : Propose and give input into the BBBEE strategy and ensure that the identified Level is achieved. Management of BBBEE Audit Process: Oversee BBBEE Audit process and assist HR Admin Manager where required. 5. Occupation Health and Safety Business Partner: Act as a trusted advisor to senior management on all Health and Safety related matters. Incapacity Management: Given input into and manage incapacity processes linked to ill health and disability processes. 6. Employment Equity Transformation Strategy: Develop and implement EE Strategy and Plan in line with business objectives. Reporting and Compliance: Ensure compliance with and timeous reporting on the Employment Equity, inclusive of amendments, Act. (Report generated by HR Admin Manager) Appointed as the Senior Manager responsible for EE. 7. Compensation Management Compensation Management: Implement and manage compensation structures, inclusive of salary benchmarking, in line with Remuneration Policy. PIMCA Compliance: Ensure compliance with PIMCA, inclusive of scheduled employee grading. 8. Board Committee Participation and SMETA Invitee: Attend and give feedback to Social and Ethics and Remuneration Committee as required. SMETA: Company representative on SMETA certification. Minimum Educational Requirements At least a Batchelor''s Degree Minimum Experience Reqiored At least 5 years experience in Senior Management Generalist HR and specialist IR experience required Required Competencies Sound HR and IR knowledge a prerequisite HR knowledge to include all the pillars of HR as per SABPP IR knowledge to include all aspects of discipline, including preparation for hearings and arbitrations Experience in strategic planning Required Skills Strong analytical and problem-solving skills with the ability to make datadriven decisions. Ability to effectively collaborate with cross-functional teams and influence stakeholders at all levels of the organization. Well-developed leadership and management skills. Excellent organisational skills. Good verbal and written communication skills (English & Afrikaans). Ability to recognise opportunities and risks. High level of emotional intelligence and interpersonal skills. Ability to establish and develop well aligned, supportive teams. Suitably developed computer literacy and skills. Appropriate Business acumen and entrepreneurial aptitude. Strong problem-solving skills. Efficient time management and sense for expediency. Decision Making Able to make good business-aligned judgement decisions at a strategic, tactical or operational level as required. Accountability Responsible for all activities related to HR Operations Ensures that a structure for escalation of responsibility is effective. Communication Sets the benchmark for transparent, responsive and open communications within the business and at all levels.

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