185 Hr Practices jobs in Gauteng

The Purpose of this Position: The successful candidate will provide a full-function HR service across our Group of Companies with a specific focus on operational excellence, employee relations, and compliance within the material handling and blue-collar workforce environment.

Key Responsibilities Strategic HR Partnership

1. Collaborate with business leaders to develop and implement HR strategies aligned with the company’s goals and objectives.
2. Act as a trusted advisor to line managers and executives on HR policies, procedures, and workforce planning.
3. Ensure HR initiatives support a culture of diversity, inclusion, and employee engagement.

Performance Management:

1. Manage and attend probation period reviews for all new employees.
2. Provide guidelines on managing employee performance, address all general performance management or appraisal queries received from employees and management.

Transformation, Learning and Development:

1. Track and submit all business unit training initiatives to the HR Manager and EE Committee.
2. Coordinate and track all Educational Assistance / Bursaries.
3. Facilitate the identification of learning needs and areas of development and arrange necessary training.
4. Submission of WSP & ATR.
5. Create / review individual PDP’s to identify training and other development needs for succession planning.

Recruitment, Selection and On-Boarding:

1. Assist management in the drafting of job profiles, vacancy and packages.
2. Ensure that the recruitment process is followed from start to end in order to recruit effectively and reduce turnover.
3. Discuss the long and shortlists with line managers. Where required conduct interviews with management.
4. Manage the onboarding of successful candidates and take-on documentation.
5. Manage the induction process and ensure new employee induction/orientation takes place.

Employee Assistance Programme:

1. Co-ordinate the administration around the employee wellness plan, including communication of the company offering.
2. Provide input and suggestions when setting up employee wellness initiatives, oversee and manage the initiatives.

Compliance:

1. Ensure adherence to South African labour legislation, including BCEA, LRA, and EE Act.

HR Administration and Reporting

1. Attend to general requests/queries from all employees.
2. Conduct and analyse exit interviews and report back to the HR Manager and Business Heads with insights.
3. Ensure high level and high standard of customer service and guidance in line with HR Policies and Procedures.
4. Review, develop and update job profiles for all employees and ensure they are captured on HR Systems.
5. Ensure HR Audit requirements are adhered to.
6. Develop ad-hoc reports as required by the HR team or the business unit.
7. Liaise with employees on Death and Disability claims.
8. Manage UIF (termination forms, maternity and compensation claims) administration.
9. Manage long service awards, generate reports, capture workflows, arrange the certificates and framing.

Qualifications and Experience:

1. Bachelor’s degree or higher in Human Resources Management or a related field.
2. Minimum of 5 years’ HR generalist experience in the engineering sector.
3. Proven experience working with blue-collar employees, including trade unions and labour relations.
4. In-depth knowledge of South African labour laws and regulations.
5. Strong interpersonal and communication skills.
6. Ability to handle multiple priorities in a fast-paced environment.
7. Proficient in HRIS systems mainly SAGE300 People and Microsoft Office Suite.
8. Trustworthy and honest.
9. Attention to detail.
10. Self-reliant.
11. Self-motivated.
12. Be a team player as well as work independently.
13. Time management.
14. Accountability and dependability.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization.

All applications (complete CV) must be submitted no later than close of business on Tuesday, 24th of January 2025 . Email: Ref: GHO 01/25/55.

The Goscor Group believes in transparency in the recruitment process, as we believe that this benefits both the applicant and the broader Group. So please note that reference checks will be performed on all applicants currently employed anywhere within Goscor / Bud should they apply for this role. These checks will be performed solely at management’s discretion and are likely to involve discussions with your direct line manager and/or other management (where relevant/necessary). Should you not consent to this, Goscor reserves the right to not take your application further.

The Goscor Group is an equal opportunity and affirmative action employer and does not discriminate against persons because of age, race, religion, disability, gender, ethnic or national origin, or veteran status.

Please note that by applying for this position you agree to your personal information being processed and verified where applicable by the recruiting company or its agents.

Should you not hear from us after two weeks of the closing date, please consider your application unsuccessful.

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Well established company in the East Rand is seeking a HR Business Partner to join their team
Minimum Requirements

• Bachelor’s degree or Diploma in Human Resources, Business Administration or a related field.
• Minimum of 5 years of experience in HR, with a focus on strategic HR business partnering
• In-depth knowledge of labour laws and HR best practices
• Strong analytical, problem-solving, and decision-making skills
• Excellent communication and interpersonal abilities
• Proficiency in HRIS and Microsoft Office Suite

Duties

• Strategic HR Leadership: Partner with senior leadership to translate business objectives into HR initiatives, driving organizational effectiveness and performance.
• Compensation & Benefits Management: Oversee payroll processes, ensuring accuracy and compliance; manage statutory and company benefits; administer incentive and bonus schemes.
• Recruitment & Talent Acquisition: Collaborate with department managers to forecast staffing needs; develop and update job descriptions; source and select candidates; manage onboarding processes.
• Employee Relations & Compliance: Provide guidance on disciplinary and grievance procedures; ensure compliance with labour laws and company policies; manage dispute resolution processes.
• Performance Management & Development: Oversee performance appraisal processes; identify training needs; support succession planning and talent development initiatives.
• HR Projects & Change Management: Lead HR projects and initiatives; support organizational change and restructuring processes; drive continuous improvement in HR practices.
• Reporting & Analytics: Prepare and present HR metrics and reports to senior management; analyze data to inform decision-making and strategic planning.

Desired Skills:

• HR Business Partner
• HR Manager
• HR generalist

Employer & Job Benefits:

• Pension Fund and Risk Benefits

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Duties:

People Operations & Support
Act as the primary HR contact for all day-to-day queries and people matters.
Partner with the General Manager and HODs to reinforce a high-performance, inclusive team culture.
Support the delivery of consistent, human-centred employee experience across departments.

Recruitment & Onboarding
Manage the end-to-end recruitment process, ensuring efficiency and legal compliance.
Lead warm, structured onboarding processes aligned to brand and operational needs.

Performance & Employee Relations
Support performance reviews, KPIs, probation feedback, and appraisals.
Manage employee relations, including disciplinary and grievance processes.
Engage directly with shop stewards and trade unions, maintaining open, constructive dialogue and supporting wage negotiations and procedural fairness.
Coach managers in handling IR matters with legal and emotional intelligence.

Training & Development
Identify training gaps and coordinate relevant internal and external learning interventions.
Track compliance with skills development and employment equity obligations.
Support succession planning and the development of internal talent pipelines.

Compliance, Administration & Transactional Delivery
Maintain all HR records, including contracts, performance documentation, and leave registers.
Prepare monthly payroll input and liaise with central payroll for accurate processing.
Ensure full compliance with BCEA, LRA, EE Act , and company policies.
Standardise and maintain current documentation, job descriptions, and SOPs.



Requirements:

Grade 12
Diploma or Degree in HR Management / Industrial Psychology (NQF 67).
At least 5+ years HR Generalist experience, preferably in hospitality or luxury service environments.
Strong working knowledge of South African labour legislation, including unionised environments.
Experience with Sage, ESS or other HRIS platforms.
Mature, emotionally intelligent, and able to manage sensitive people issues with discretion and professionalism.
Comfortable working flexibly, including weekends or evenings when operations require it.
Confident communicator with the credibility to coach managers and support change.
Organised, detail-oriented, and passionate about creating meaningful work experiences.

Red Ember Recruitment is recruiting for an HR Business Partner for our client based in Kempton Park.

The role of the HR Business Partner (HRBP) is to provide a seamless HR advisory, and solutions link between the HR Centres of Expertise and business operations.  The successful HRBP will work closely with General Managers, Operations Managers, Area Managers, Site Managers, Branch Managers, and other key stakeholders to provide transactional Human Resources support and guidance. across the employee life cycle. Key Responsibilities

Organization design and workforce planning

Provide ongoing organizational design and workforce planning support/guidance to line management (operations and support functions)Liaise structural updates and amendments between operations and the payroll departmentProvide HR expertise and guidance in respect of job design and job description developmentGuide Job Segmentation process and validate outcomes

Talent Acquisition

Advise operations and act as the link between recruitment and hiring managersAdvise and ensure recruitment compliance in line with the Recruitment Policy and alignment with the Employment Equity PlanFacilitate interviews with the recruitment team and hiring managersWorking closely with hiring managers, and recruitment to ensure smooth on-boarding and induction of new employees

 Employee Onboarding & Integration

In collaboration with line management and the learning and development team guide and oversee the onboarding process to ensure new employees are properly inducted into the business and have the best possible onboarding experience.Report on onboarding performanceAssist/guide the line managers in respect of employee onboarding and integration

Performance Management

Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary procedures, etc.)Guide the department heads with the designing of KPIs as well as overseeing and managing the performance appraisal system that drives high-performanceEnsure the consistent application of the performance management principles, processes, and practices through line manager support and coachingGuide business on the Performance Improvement Planning processMonitor the implementation of the performance management policy, practices, and systems by ensuring effective compliance and performance management processes.Monitor and track compliance and due dates in respect of the completion of performance appraisals.Assist managers to identify performance gaps and define appropriate training and/or action plansAssist/support/guide managers with poor performance management

Training & Development

Guide and advise on the identification of training needs within business units and individual coaching and mentoring needs.In liaison with the L&D department, drive the creation and implementation, and execution of personal development plans aimed at achieving excellence in the roles across business units & departmentsSupport business with PDP development and execution

Succession Planning

Provide guidance and input on business unit restructures, workforce planning, and succession planning as and when requiredCoach line managers in the application of the succession planning methodology, processes, and tools

Employee Engagement & Retention

Conduct regular meetings with respective business units/departments to ensure alignment of people and business objectives.Preparation and issuance of termination documentationExit interview coordination and conduct exit interviews from the managerial level upwardsPrepare exit interview analysis and reports

Employee and Industrial Relations

In liaison with the Industrial Relations team, coach, and support line management concerning disciplinary and grievance procedures and requirementsServe as a link between management and employees as well as helping them resolve conflicts and provide counseling where necessaryDrive business unit/departmental wellness programs

Remuneration & Payroll

Guide the line management with the remuneration philosophy, policy, and practicesFacilitate and liaise between the payroll department and line managers for the necessary payroll input and administration tasks.

Transformation (Diversity & Inclusion)

Translate transformation objectives and goals into business unit/departmental-specific targets and strategy.Coach line managers to transformation objectives, targets, and plansEnsure equitable representation of suitably qualified employees from designated groups in occupational categories and levels within an aligned to the Employment Equity Plan

HR Governance

Lead/coordinate the implementation, monitoring, and reviewing the HR Policies and Procedures as requiredEffectively perform and guide HR administrative functions related to HR and Talent ManagementWork closely with the relevant HR functions to create and execute HR business cases and HR due diligence exercises, particularly as it relates to “new take-on” activities.Human Resources stakeholder managementEnsure adherence to relevant laws, policies, and standard operating procedures within Human Resources RequirementsHR Degree or National DiplomaA minimum of 5-7 years of Human Resources Management experience as an HR Business Partner or equivalent roleExperience and knowledge of Remuneration, Talent Management, Transformation, Talent Acquisition, Learning and Development, WorkforcePlanning, Organisational Design, Industrial Relations, Employee Engagement and Performance Management.Knowledge of HR ERP systems (Sage People or SAP preferably).Deep knowledge of HR and related labour legislation.An above-average knowledge of HR theories, principles, and practices.Proven track record in Diversity and Relationship Management.Advanced Computer LiteracyAdvanced MS Excel skills.Project Management execution skills and knowledgeMust be willing and able to travel

New job opportunity available - Senior HR Business Partner for a top-tier company within the Transport / Logistics sector to manage the entire HR function as well as oversee employees and other managers.

POSITION INFO :

This role requires a candidate with at least 5 years of experience in performance improvement functions with leadership responsibilities.

Job Requirements :

• Strong HR Business Partnering experience across various management levels
• Hands-on experience in core HR areas: C&B, Resourcing, L&D, Performance Management, Employee Engagement, Labour Relations, Change Management & Organization Design
• Proven ability to establish credibility and influence at senior levels
• Broad understanding and experience with HR Information Systems
• Relevant geographical experience, with the ability to manage within an international context
• Strong communication skills (both written and verbal)

Educational Qualifications :

• University Degree (preferably Post Diploma / MBA)
• Minimum 5 years of leadership and management experience managing an entire HR function and employees through other managers
• Minimum 5 years of relevant experience in performance improvement functions with leadership responsibility

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A leading provider of bespoke security and protection solutions seeks HRBP to oversee HR practices and development, drive talent management, payroll integrity, and foster a positive workplace culture aligned with company goals and objectives. Duties & Responsibilities

• Streamline talent acquisition and recruitment processes
• Develop and implement employee onboarding and induction programs
• Facilitate performance management processes, including improvement plans and reviews
• Employee engagement and retention, including recognition and reward initiatives
• Manage labour relations and union interactions, including compliance with collective bargaining agreements
• Point of contact for employee relations, including grievances, disputes and conflict resolution
• Coordinate training and development initiatives
• Develop, communicate, and enforce HR policies and procedures aligned with legal requirements
• Facilitate organisational development and succession planning
• Oversee HR department budgeting
• HR metrics and reporting, including turnover rates, demographics and HR KPIs

Desired Experience & Qualification

• Completed degree in Human Resources / Labour Relations / Industrial Psychology
• Minimum of 5 years experience in an HRBP or similar function
• Demonstrable extensive experience with Human Resources metrics and reporting
• Knowledge of HR systems and databases
• In-depth knowledge of South African labour legislation and HR best practices

Package & Remuneration

R360 000 - R420 000 per annum

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Reference: JHB003743-SM-1

Our client is an established financier, investing in high growth SMEs/Entrepreneurial businesses and is now hiring for an HR Business Partner.

Duties & Responsibilities

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).
• Years of experience in Human Resources, with a focus on HR business partnering within the financial services sector.
• Strong knowledge of employment laws, regulations, and industry-specific HR practices.
• Excellent communication, interpersonal, and influencing skills.
• Ability to build strong relationships and work effectively with all levels of the organization.
• Strategic mindset with the ability to translate business needs into HR initiatives.
• Demonstrated ability to handle confidential information with discretion and integrity.

Key Responsibilities:

1. Strategic Business Partnership:
   • Develop strong relationships with business leaders to understand their strategic objectives and priorities.
   • Provide HR guidance and support to align HR initiatives with business goals, including talent management, organizational design, and workforce planning.
   • Partner with business leaders to address talent gaps and develop strategies for talent acquisition and retention.
2. Employee Relations:
   • Act as a trusted advisor to managers and employees on employee relations issues, ensuring fair and consistent treatment.
   • Investigate and resolve complex employee relations matters, including disciplinary actions, grievances, and workplace conflicts.
   • Provide coaching and guidance to managers on effective communication, conflict resolution, and performance management.
3. Talent Management:
   • Lead talent management initiatives, including performance management, succession planning, and leadership development.
   • Partner with business leaders to identify high-potential talent and develop strategies for career development and advancement.
   • Implement talent acquisition strategies to attract top talent, including sourcing, screening, and selection of candidates.
4. Organizational Development:
   • Assess organizational needs and develop interventions to enhance employee engagement, productivity, and performance.
   • Support change management efforts by providing guidance and support to managers and employees during times of organizational change.
   • Facilitate training and development programs to build employee capabilities and foster a culture of continuous learning.
5. HR Policy Implementation:
   • Interpret and communicate HR policies, procedures, and programs to managers and employees, ensuring compliance with legal and regulatory requirements.
   • Partner with the HR team to develop and implement HR policies and programs tailored to the unique needs of the financial services industry.
   • Stay informed about industry trends and best practices in HR to continuously improve HR programs and initiatives.

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New job opportunity available - Senior HR Business Partner for top tier company within Transport / Logistics sector to manage the entire function as well as employees with other managers. 5 Years' experience in performance improvement function with leadership responsibility.

Job Requirements:

• Strong HR Business Partnering experience across various management levels
• Hands on experience in majority of core HR areas: C&B, Resourcing, L&D, Performance Management, Employee Engagement, Labour Relations, Change Management & Organization Design
• Proven ability to establish credibility and ability to influence at senior levels
• Broad understanding / experience with HR Information Systems
• Relevant geographical experience, with proven ability to manage within an international context
• Strong Communication skills (both written and verbal)

Expected Educational Qualifications:

• University Degree (Preferably Post Graduate Diploma / MBA) Expected years of experience (Minimum)
• Minimum 5 years of Leadership and management experience in managing an entire function as well as employees through other managers
• Minimum 5 years of relevant experience in performance improvement function with leadership responsibility

Contact me at the detail below.

Thank you,

Theresa Steenkamp
Key Account Manager - Network Contracting Solutions
tsteenkamp at networkcontracting c.o.z.a.

The Human Resources Division has a permanent position available for an HR Business Partner: Broker Solutions , reporting to the HR Business Partner Lead. This position will be based at the Santam office in Johannesburg.

To align human resource strategies and practices with the overall business objectives, and act as strategic partners to the leadership, driving the enhancement of business performance through effective people management.

To provide Human Resource consultation to assigned business units and be instrumental in facilitating and implementing agreed deliverables. These business deliverables will be aligned with Human Resources’ Strategy/Business Strategy, collaborating to develop and implement best practice HR programs, policies, and systems that support the organisation’s leaders and managers in managing their units and meeting their strategic priorities. Key to the success of the HRBP is the ability to develop a strategic partnership in their ‘day to day’ work within assigned portfolios. This comes from understanding the department or business's key strategic challenges and providing HR intervention to help the leaders achieve their goals and create positive and productive workplaces.

What will make you successful in this role?

The HRBP will take ownership of the overall HR practices for the business area, supported by the HR Centre of Expertise (COE), attending to:

Strategic alignment

• Work closely with senior leadership to ensure that the HR strategy supports the organizational goals and actively participate in business planning discussions to understand priorities and challenges.
• Collaborate with executive teams to shape HR strategies that drive business results, leveraging data and analytics to inform decisions.
• Use analytics to assess workforce trends, measure the impact of HR initiatives, and provide insights that inform business decisions.

Talent Management & Acquisition

• Manage delivery on talent acquisition with the support of the Talent Acquisition specialist.
• Drive talent management and succession planning.
• Develop appropriate talent management strategies aligned with the business strategy.

Organisational Design

• Partner with senior leadership to design and implement organizational structures that support strategic goals.
• Lead workforce planning initiatives that align talent acquisition and development with business direction.
• Facilitate change management processes during mergers, acquisitions, and restructuring, ensuring minimal disruption and high employee engagement.

Business partnership

• Provide coaching and support to managers on HR-related issues, helping them navigate complex employee relations matters and enhance their leadership capabilities.
• Understand the business context in order to partner at the right level and influence HR-related decisions.
• Provide advice and guidance on complex matters to managers and employees across the business area on HR-related matters.
• Analyse, interpret, and conduct a trend analysis on HR data.
• Provide quarterly feedback on HR trends and provide solutions as required.
• Drive people initiatives in partnership with the relevant CoE.

Diversity management & Employment Equity

• Assist in developing EE plan per BU, implement actions, track and achieve milestones.
• Ensure execution of all diversity initiatives in line with the BU EE Plan.

Performance management

• Ensure that performance metrics align with business objectives.
• Keep abreast of best practices on performance management trends.
• Facilitate the performance management process (contracting, appraisals, reporting on trends, informal training).
• Facilitate performance calibration sessions.
• Support business with having the right conversations in terms of differentiating individual performance to business performance/objectives.
• Support business to develop and drive a high-performance culture.
• Continuous education regarding the performance management process.

Culture and Engagement

• Conduct organizational assessments to identify opportunities for improvement and implement solutions to enhance organizational effectiveness.
• Support change management initiatives by developing communication strategies and training programs that facilitate transitions.
• Design initiatives that focus on creating a positive work environment by promoting employee engagement, satisfaction, and well-being.
• Implement programs that foster a strong organizational culture and increase employee morale.

Leadership and people development

• Facilitate discussions regarding work-related and post-graduate study aid (candidate approval) as well as the placement of learners and graduates.
• Facilitate delivery on L&D needs through companywide programs and putting interventions in place in consultations with L&D COE to address those needs that cannot be addressed through generic programs.

Employee Relations

• Act as a custodian of people-related policies.
• Provide sound advice to ensure the organization complies with best practices and legislative issues.
• Provide support to line managers in dealing with disciplinary, incapacity, and grievance matters.
• Deal with all appeals from disciplinary proceedings in line with the disciplinary code.
• Support the business with all employee dispute resolution, with relevant COE.

Total Rewards including Employee Wellbeing

• Facilitate remuneration processes in BU’s including creating awareness of employee wellness offerings, job evaluation, etc.

Qualification and Experience

• Bachelor’s degree in Industrial Psychology/ HRM or related (NQF 7).
• At least 7 years HR Generalist experience.
• Ability to travel as required.

Knowledge

• Knowledgeable in HR practices: recruitment, talent development, performance management, legislation, labour relations, leadership and organizational development, change management, and remuneration.
• Comprehensive understanding of HR practices, employment laws, performance management, talent acquisition, and organizational development.
• A strong understanding of HR legislation and requirements, and the ability to apply the relevant legislation in the work environment.
• Good knowledge and understanding of HR Best practices, policies, and procedures.

Skills

• Strong analytical, problem-solving, and project management skills.
• Excellent interpersonal and communication ability.
• Proficiency in HRIS and Microsoft Office Suite.
• Strong relationship-building ability.
• Ability to influence.

Core Competencies

Cultivates innovation - Contributing through others.

Customer focus - Contributing through others.

Drives results - Contributing through others.

Being resilient - Contributing through others.

Collaborates - Contributing through others.

About The Company

Santam is the market leader in the general insurance industry in Southern Africa. We are a large, diversified, expanding, and transforming company and whilst based in South Africa, we are rapidly moving into a number of emerging markets, both in Africa and Asia.

Our success is rooted in our passion for our clients and everything we do is centered on our delivery of Insurance Good and Proper. We’re about people. People drive our business so it follows that we want to recruit the best people possible whether they work for us permanently or for a short time as temporary employees.

At Santam, we are committed to transformation and embracing diversity. This commitment is what drives us to achieve a diverse workplace with employment equity as a key goal to create an inclusive workforce, representative of the demographics of our society. In achieving our employment equity goals we give preference to applicants from the designated groups in alignment with the Divisions Employment Equity targets.

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