About the Role
To establish a strategic partnership with the operation and ensure that people practices are aligned with operational practices to yield optimal performance.
Responsibilities
Performs all industrial / employee relations activities
To provide advisory in relation to misconduct, operational requirements, incapacities, grievances, and dispute resolution.To facilitate/cheer all matters relating to misconduct, incapacity, operational requirements, grievances, and disputes.
Mitigate and defend Industrial relations risk at the CCMA.
Actively identifies gaps, proposes, and implements changes within contractual frame works and organisational policies.
Driving Employment Equity and ensuring adherence to policies.
To ensure compliance to legal, business and client requirements.
Acts as performance improvement driver and provokes positive changes in people management
Promotes performance management and calibration sessions.
Proposes changes for continuous improvement.
Identifies poor performance and implements measurable change to yield positive outcomes
Building strong business relationships with all stakeholders at organisational level
• Acts as a single point of the contact for the employees and managers in the business unit.
• Proactively supports the delivery of People Processes.
• Weekly meetings with stakeholders to conduct a needs analysis and provide feedback on People actions.
• Analyses client feedback and processes and use this feedback to ensure service enhancements.
• Engages with management team and pro-actively, responds to queries promptly and ensures that opportunities for improvements are actioned and measured.
• Performs a support role for the business by ensuring collaboration and pro-active communication between departments.
• Presentation of MBR and suggestions about change management
• To provide meaningful reporting to facilitate business decisions.
Managing absence and attrition
• Reviewing exit information and driving positive change.
• Performing stay interviews.
• Identifying proactive measures reduce and mitigate attrition.
• Facilitate employee ambassador sessions and collaborate with respective departments to yield positive change.
Compiling of impactful reports
• Work closely with all stake holders to understand reporting requirements and compiling necessary reports to impact positive change.
Participating in the design and delivering of people and business projects
• Liaising with the People Projects Partner and other stake holders to timeously contribute to the successful delivery and completion of people and business-related projects.
Minimum Requirements
Grade 12 or equivalent NQF level qualification
HR tertiary qualification or equivalent
3-5 years’ experience in an HR Business Partner, HR Manager or HR Generalist role
Previous experience in a call centre advantageous Strong MS Excel and PowerPoint skills
People Management Skills; mentor and drive people development; ensure high levels of employee engagement
Strong and adaptable communication skills with the ability to influence and motivate
Active Listening skills
Coaching Skills; ability to deliver constructive feedback
Planning and Organisational Skills; defining performance standards and meeting service levels;
manage resources; good time management
Good interpersonal skills
Strong analytical abilities; ability to collate, manage and analyse data
Adaptability / Flexibility
Problem solving skills and adept at trouble shooting
Resilient approach and the ability to manage under pressure
Knowledge of legislative requirements
Excellent decision-making skills
CoreBehavior
Huntswood’s employees are described as dependable, driven and collaborative.
The job holder should align to our 6 Fundamental Values:
- Bring Your “A” Game
- Strive For Greater
- Enable and empower all employees
- Do the right thing
- Own it
- Deliver unbelievable service
"It's not just about what we do, but the way we do it. And it's our values that make us special."
NB: All appointments are subject to the positive outcome of pre-employment verification checks.