Human Resources Business Partner Job Cape Town area,South Africa,HR/Recruitment

START DATE

: A.S.A.P / Immediate

REQUIREMENTS:

Matric (Grade 12)

Relevant tertiary education (Diploma, Certificate, or Degree)

Minimum undergraduate qualification in Human Resources

Minimum of 5 years’ experience in a similar HR role

Experience with in a manufacturing environment is essential

Accreditation with SABPP or another recognized South African HR professional body (advantageous)

Sound knowledge of Human Capital legislation (preference for PIMCA knowledge)

Strong understanding of HR practices, policies, and procedures

Proficient in Microsoft Office Suite

Knowledge of data visualization tools

Strong administrative skills

Well-developed leadership and junior management skills

Strong relationship-building and conflict management skills

Excellent organisational skills

Strong problem-solving abilities

Good verbal and written communication skills (English and Afrikaans)

Ability to act decisively and with urgency

High level of emotional intelligence and interpersonal skills

Ability to establish and develop aligned, supportive teams

Strong business acumen and entrepreneurial aptitude

DUTIES:

General:

Consult line management on all matters related to employee productivity.

Provide daily HR guidance and direction in line with HR standards and corresponding policies.

Analyze trends and metrics in collaboration with HR specialists.

Work closely with the HR team to distill learning and advocate for change.

Monitor and report on workforce planning and succession planning.

Evaluate training programs to maximize ROI.

Entrench group programs to anchor HR strategic pillars.

Workforce Planning:

Implement recruitment strategies to attract and retain qualified candidates, ensuring optimal productivity within site, budget, quality, and agreed timelines.

Conduct job analyses, prepare job descriptions, and manage job postings.

Onboard, induct, and orientate new employees to company culture, policies and procedures, safety standards, and job requirements in line with onboarding standards.

Employee Relations:

Promote a positive workplace culture and foster strong employee relations.

Serve as a point of contact for employee enquiries and concerns, including pay queries.

Counsel employees where appropriate and act as an information resource for external services.

Advise line managers on labour matters and legislation, assist with disciplinary enquiries, and monitor employee productivity indicators.

Address employee grievances, mediate conflicts, and facilitate resolutions.

Implement employee engagement initiatives and programs.

Employee Wellness:

Drive employee wellness initiatives.

Ensure appropriate OHSA appointments in line with legislation and GAR6 agreements.

Ensure the proper handling of workplace injuries and related administration.

Performance Management:

Coordinate the performance appraisal process and guide managers.

Monitor employee performance and assist in developing performance improvement plans.

Provide feedback and coaching to employees and managers.

Learning and Development:

Assess training needs and provide input into the Learning and Development budget.

Coordinate and deliver training sessions on various topics.

Evaluate the effectiveness of training programs and implement improvements where necessary.

Facilitate effective assessment of development candidates and competency mapping.

Develop and manage contracts linked to learning and development initiatives (e.g. pipelines, training agreements, PDPs), ensuring contractual and development milestones are achieved.

Reward and Recognition:

Administer employee compensation, benefits, and reward programs.

Ensure compliance with compensation and benefits regulations.

Prepare and coordinate employee-related functions, including year-end events, long-service awards, and other recognition initiatives.

Assist with payroll processing and related administrative tasks, including the scanning of leave forms and medical certificates.

HR

Risk Management:

Ensure compliance with statutory requirements and reporting, including Workplace Skills Plans, ATR, Employment Equity, MEIBC, and BCEA.

Provide input into HR policies and procedures.

Maintain accurate employee records and HR documentation.

HR Technology:

Manage assigned HR systems and databases, ensuring that disciplinary and training records are captured timeously.

Maintain employee files and HR-related administration.

HR Measurement:

Prepare HR reports and analyze HR metrics as required.

HR Service Delivery and Administration:

Sort payslips weekly and distribute them to supervisors (Philippi site).

Update the organogram weekly and submit headcount reports.

Prepare weekly employee rosters.

Manage the renewal and termination of LDC contracts as required.

Arrange transport for personnel where necessary.

Load new employees and manage enrolment on the TNA system.

Troubleshoot clocking system issues where required.

Self-Development and Growth:

Conduct a realistic assessment of personal strengths and development areas and take appropriate action to address weaknesses that may hinder the achievement of…


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