National HR & IR Manager

SUMMARY:
National HR & IR Manager - Kempton Park

POSITION INFO:
Our client in the Commercial/Trucking Industry is looking for a National HR & IR Manager to join their team in Kempton Park.

Requirements:

• Bachelors’ Degree in Human Resources 
• Labour Law qualification (Essential)
• Code 8 License 
• 10+ Years’ experience in HR Management   
• Excellent knowledge of all relevant legislation e.g.: LRA, BCEA, SDA, EEA, Unions, MIBCO.
• Knowledge and understanding on remuneration package VIP Premier Etc.
• Exposure to Employment Equity & payroll practices.
• Strong decision making and problem solving skills.
• Works well under pressure and meets tight deadlines.
• Read and Write in English
• Meticulous attention to detail
• Excellent communication skills
• Computer literate

• Responsible for the overall management and development of all aspects of HR and Talent Management for the company including :
  • Recruitment and Selection 
  • Learning and development
  • Talent Management 
  • Management of the HR Department 
  • Compensation and Benefit positioning 
  • Employee Relations 
  • Payroll Management
• Manage all recruitment needs for the company, including implementing and continually develop a robust recruitment process.
• Overseeing the day to day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CVs, attending interviews and selecting candidates.
• Creating and continually improving offer letters and contracts of employment, whilst managing the timely distribution of such documents and managing the collation of references, DBS and security clearance as relevant to each role.
• Develop and implement HR/ Talent Management and people strategies aligned to the business objectives.
• Support and coach the management team on all people leadership matters, including business change and transformation.
• Forming strong relationship with the management team to be able to challenge and coach high performance environment.
• Be responsible for all HR management and development (Including recruitment and selection policy or practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues.
• Responsible for developing and implementing the HR planning of the division and will produce accurate HR reports on a daily basis in order to provide accurate information to the CEO.
• Lead the work to regularly review the company’s talent management process within the business areas, including performance/ potential management, resource planning and succession planning.
• Provide Insight and recommendations on HR initiatives that can be leveraged to strengthen business results e.g. leadership/ development programmes.
• Working with senior managers to uncover the talent implications e.g. any significant gaps to meet long term objectives and create a long term workforce plan that prioritises people related initiatives.
• Monitor, measure and report on HR issues, opportunities and development plans and achieve with agreed formats and timescales.
• Liaises with Directors and managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy and keeping up to date with HR legislation by researching and attending necessary events, before providing suitable interpretation to Directors and mangers.  
• Update the company server with timely, relevant forms, policies and procedures to ensure accessibility for employees at all times.
• To facilitate as a mediator when required to try and resolve employee grievances and to manage the long service rewards and ensure employees are notified of qualifying rewards in timely and accurate manner.
• To deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement.
• Remuneration and Compensation assessment and reviews.
• Staff assessment managing performance appraisals.
• Manage Disciplinary actions, retrenchments and litigations.
• Establish and maintain appropriate systems of identifying, planning, delivering and measuring learning and development.

• Energetic /driven.
• Versatile and Hard working 
• Confidential, Loyal and Trustworthy
• Team Player
• Excellent Human Relations 
• Confident and proactive approach – anticipates issues and requirements