Overall job description:

• Performed full HR Managerial duties for 6 branches on the East Rand – Gauteng, with a staff compliment of +- 240 employees, ranging from Managers to Cleaners.

Labour Relations:

• Responsible for the full IR function within the depot, this includes assisting/advising management on any queries, drafting WW, FWW and initiating Disciplinary hearings.
• Reviewing case notes to ensure substantive and procedural fairness.
• Accurate record keeping of all disciplinary action taken.
• Attending CCMA (conciliation and arbitration), ensuring packs are ready and all witnesses are well informed on the process.
• Ensuring to stay up to date with legislation

Recruitment:

• Placing adverts on Careers24/Pnet, shortlisting candidates and scheduling/conducting interviews.
• Placement of candidate based on their skill set and the organizational culture and requirements
• Ensuring reference/crim checks are done on all potential candidates
• Drafting Letter of offer/contract
• Ensuring new members documents are completed and submitted to payroll for processing
• Welcoming new members to stores
• Assist with induction of new member (training over 2 days)
• Responsible for full termination process (exit interview to checklists being submitted and processed)
• Analysis on staff turnover and determining future needs

Payroll

• Ensure all new engagements are submitted
• Final approver for leave for all staff
• Pattern analysis on late coming/abuse of sick leave, action necessary disciplinary steps
• Populate increase letter, dealing with any queries/discrepancies
• Ensuring staff who are on Stop Salary/Suspended are removed timeously

Relationship Management

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Build and maintain excellent relationships with all levels of staff.
• Open door policy, assistance and guidance provided to staff.
• Bridge management and employee relations by addressing demands, grievances or other issues

Strategic HR Planning

• Identify, evaluate and align business process across the board.
• Direct working line with top management to advise and ensure labour practices are aligned
• Look and all risks and loop holes to assist in minimizing the risk to the business.

Overall job description:

• Overseeing full HR function for 10 clients within Gauteng area, dealing with various industries and bargaining councils.

Employment Equity and Skills Development:

• Creating the employment equity and Skills Development Committee
• Ensuring the committee meets and remains effective and relevant within the requirements of the Act and the Code of Good Practice
• Compilation of all information needed for meetings
• On-site consulting with the committee for various clients
• Final compilation and consultation on Employment Equity Reports and SETA submissions
• Establishing, maintaining and developing clients Employment Equity Plans
• Managing the required information
• Recommendation on new vacancies or promotions to align to the EE Plan
• Act as company spokesperson when dealing with Department of Labour or SETA’s

Performance Management:

• Compiling and assessing Job Descriptions and Job Specifications and draft new descriptions if need be
• Establish and maintain Performance Appraisal Systems
• Assist management with drafting Personal Development Plans for staff
• Succession planning aligned to EE Plan, make recommendations to clients based on the National EAP

Industrial Relations:

• Chairing disciplinary enquiries and appeal hearings, including drafting recommendations
• Guiding on poor performance and medical incapacity
• Assessing HR-IR climate and making recommendations to ensure all staff are knowledgeable
• Advice, guide and interpret various Acts
• Representation at Conciliation or ConArb at CCMA or Bargaining Councils
• Union Relationships and negotiations
• Consultation about change management
• Advising management on relevant issues generally and on the substantive and procedural fairness of any issue relating to discipline

Policies and Procedures:

• Assist with drawing up or reviewing policies required by Legislation and make recommendations on policy issues
• Creation and implementation of Induction programmes
• Creation of slide show presentation on policies, leave entitlement and general Code of Conduct

General HR:

• Maintaining legislative relevance
• Drafting Employment Contracts aligned to relevant Bargaining Council or BCEA
• Managing FTC contracts
• Managing probation period and ensuring reviews are conducted on a monthly basis until probation period lapsed
• Ensuring Fair Labour Practice at clients and advising them on potential pitfalls within their organization.

Employee Wellness:

• Draft and send out communications through out the year ie, Valentines Day, Festive Season, Heritage Day and so forth
• Assist in organizing “fun” days such as cupcakes for staff
• Employee satisfaction survey once a year to assess motivation and general experience in the workplace

HR Business Partner

Jul 2018 - Feb 2019

Labour Relations:

• Responsible for the full IR function within the depot, this includes assisting/advising management on any queries and drafting WW, FWW and assisting with Disciplinary hearings to ensure substantive and procedural fairness.
• Attending CCMA (conciliation and arbitration), ensuring packs are ready and all witnesses are well informed on the process.
• Liaising with Shop Stewards on matters and ensuring a good working relationship.

Recruitment:

• Advertising vacancies internally and externally (external websites include Jobs portal and Gumtree)
• Screenings CV’s
• Arranging interview dates and ensuring panel members have the relevant information pertaining to the candidate being interviewed to ensure smooth proceedings.
• Look at the personality of candidates and see how they will fit within the current culture of the business (change management).
• Booking assessments for all management positions.
• Liaising with successful candidate to ensure all required documents are completed and submitted to payroll.
• On-boarding and induction of new employee.

Relationship Management:

• Build and maintain strong relationships with all management levels within the business
• Problem solving and handling queries timeously
• Communicate and share information within department and depot
• Timeous feedback on queries (rule of thumb within 48 hours)

Disability/Incapacity/Funeral/Death Claim:

• Consultations with employee for disability claims or family members of deceased
• Obtaining all the relevant paperwork required
• Submitting to the relevant broker and ensuring that the process is smooth and as quick as possible
• If broker rejects disability application, start incapacity investigation

Training and Development

• Assist in identifying training needs within the depot
• Looking at skill gaps of possible succession candidates (this includes identifying high potential staff)
• Assist with documentation as and when required.

Payroll

• Populated increase schedule and attended to any discrepancies that arose.
• Track all employees who are on Stop Salary and ensure they are removed as soon as possible.
• Forfeit leave schedules (ensure staff take leave prior to forfeiting leave)
• Absenteeism (look for any pattern and/or abuse of sick leave and address accordingly)

Organisational Design:

• Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the business area in order to improve business efficiency and people management, allowing for flexibility and planned growth.
• Provide both transformational advice and transactional support (contracting in services throughout HR where required) on change management initiatives, organisational / departmental restructures / job role design / outsourcing) in order to improve cost and efficiency, clarify accountabilities and empower delivery of great customer service.

HR Officer - 1600 Employees

Sep 2016 - Jul 2018

Labour Relations:

• Responsible for the full IR function for the whole of our Inland Branch that includes Gauteng, Nelspruit and Limpopo (Peak Instore, Mercor and VMS +-1600 employees)
• Ensuring that the outcome is procedurally and substantively fair before issuing the outcome
• Ensuring that abscontions are done timeously by HR administrators
• Capture all issued warnings on tracker and in file for future transgressions
• My duties entail below break-down:
• Obtaining evidence, drafting charges (WW and FWW), booking hearings,
• consultations with line managers in guiding them through the process
• initiator in hearings if and when required
• liaising with Shop Stewards and Unions

Disability/Incapacity/Funeral/Death Claim:

• Consultations with employee for disability claims or family members of deceased
• Obtaining all the relevant paperwork required
• Submitting to the relevant broker and ensuring that the process is smooth and as quick as possible If broker rejects disability application, start incapacity investigation

Poor Performance:

• Brief line manager on the process
• Attend the consultation with identified employee and assist where needed
• Ensure that the correct process is followed and that relevant training is booked if needed
• Guide line manager and employee through the duration of the process
• Attend last consultation and determine if disciplinary action needs to be taken

Payroll:

• Tracking employees who are on Stop Pay and ensuring that they are either terminated or re-instated as soon as possible
• Ensuring that all documents relevant to changes in employee’s salary, job title or costing Centre is signed of and submitted to payroll timeously to ensure changes are implemented
• Drafting maternity agreements, completing leave form and ensuring that employee returned after leave ended

Relationship Management:

• Build and maintain strong relationships with all management levels within the business
• Problem solving and handling queries timeously
• Communicate and share information
• Timeous feedback on queries

Recruitment:

• Advertising vacancies internally and externally (external websites include Jobs portal and Gumtree)
• Screenings CV’s
• Sending suitable candidates CV to responsible line manager and assisting with arranging interview dates.
• Liaising with successful candidate to ensure all required documents are completed and submitted to payroll

General:

• Took own initiative to start HR Enhancement sessions once a week with the teams based in Gauteng, where policies and IR is discussed and explained
• Monthly recon of monthly headcount report nationally to Head Office
• General administration of ensuring that employee files are maintained and up to date for auditing purposes by ad-hoc file checks on a monthly basis
• Ensuring that terminated employees are removed from the Bio-metric system at work

HR Administrator (promoted 2016)

Mar 2015 - Aug 2016

Recruitment:

• Advertising posts on job portal (Careers24), assisting call in applicants with any queries
• Capturing CV’s on our database for future purposes
• Short-listing the most suitable candidates for the positions
• Responsible for interviewing a portion of candidates
• Liaising with shortlisted candidates as well as keeping them up to date with regards to their applications
• Responsible for doing telephonic reference checks on candidates

Skills Development:

• Completing and submitting WSP and ATR reports with minimum supervision from manager
• Obtaining all information relevant from our clients in order to complete reports, filing and recording all training done
• Liaising with various SETA’s and familiarizing myself with different SETA’s websites for submitting reports
• Ensuring training institutions are accredited with relevant SETA

Employment Equity:

• Completing and submitting EEA2 and EEA4 reports for 8 clients, with minimum supervision
• Liaising with clients EE/Financial Managers to obtain all information relevant to capture and submit their reports online
• Assisting clients with any queries that they might have with regards to Employment Equity (good understanding of the EE Act).

Labour Relations:

• Chairperson to Disciplinary Hearing, which included following the right procedure and giving a fair sanction
• Responsible for taking/typing minutes of hearings
• Completing Written/Final Written Warnings and Sanction Letters

Policies and Procedures:

• Assist HR Manager with the management and updating of various clients company policies and procedures

Administration:

• Responsible for the reception, receiving guest/clients, providing them with refreshments
• Responsible for the leave recon/audit of one of our clients with approximately 60 employees, doing the filing and keeping employees files up to date, opening files for new employees, on-site consulting at their premises from time to time
• Responsible for petty cash, making sure that the office supplies and stationary are up to date, and stock up on what is needed
• Month end recon, capturing all payments on a spreadsheet and obtaining all the slips to correspond with month end bank statements
• Updating and creating lever-arch files for clients and office.
• Typing of letters and other documents, Filing, E-mail, scan and fax documents
• Responsible for setting up the boardroom every Friday for meetings
• Provide assistance to all managing members and other employees when needed