The role will be assigned the following responsibilities:
Support managers through the provision of proactive HR support and advice. Build a strong relationship with its customer base so that support and advice is proactively sought; Primarily works with senior/middle leaders in the organisation; Support Leaders with the resolution of local employment relations matters and any other issues that escalate; Provide guidance and coaching in performance conversations and planning, assessment and performance rating, development planning; Proactively promote and model good health & safety practices and works closely with leaders to effectively manage risk; ssist leaders to facilitate meaningful engagement action planning, encouraging behaviour, process, and practice change to gain the trust, commitment, greater motivation and engagement of their people; Implement HR programmes, processes and practices including ensuring leaders understand and effectively implement positive people practices; Coach leaders around effective execution of the on boarding and exit processes. Encourage and ensure exit feedback is received and reported on in timely manner; Promote a culture of continuous improvement when reviewing HR processes, programs and other issues as they arise; Assist in developing HR policies, procedures and ensure compliance with same; Ensure the employee details on databases, trackers and / or 201 files are updated and accurate; Accurate preparation and distribution of employee movement letters and other correspondences in a timely manner; Project planning and implementation in accordance with the HR Strategic Plan; Assist in handling PIP and other employee relations program, policies and procedures; Act as first point of contract for employees for performance management and employee relations issue; Support leaders to plan and implement change initiatives well and in a way that supports all people affected and encourage continuing engagement with the business; Ensure the change process is adhered to and support leaders with issues arising along the change journey; Provide HR expertise to resolve issues including legal implications, career transition, and other matters; Escalate change processes to HR Head for additional support as required.
Qualifications
Degree qualified in Human Resources, Business Administration or equivalent Graduate studies in Human Resources, Psychology or Business Administration a plus 3 years HR Generalist experience Working knowledge on labour and employee relations Experience in local payroll processing a definite advantage Amenable to work onsite for at least 6 months