Junior Consultant: Human Resources

CLOSING DATE: 08 JANUARY 2024

Jnr HR Consultant: Human Resources Business Partner (Eastern Cape)

Report Line    : Lead/s: Human Resources Business Partner

Division          : Human Resources

Scale Code    : 402

Position ID     : (60017642)

Reporting to the Lead: HRBP, the incumbent is to partner with HRBP Lead & Consultant to provide HR services, advice and support to the relevant region/ unit in order to establish and implement HR programmes that foster the organization and people development for them.

 DUTIES AND RESPONSIBILITIES

 DEVELOPMENT AND IMPLEMENTATION OF STRATEGY (STRATEGY ALIGNMENT)

• Participate in regional/business unit management meetings and strategic planning sessions to obtain a clear understanding of business requirements. 
• Analyses effectiveness and efficiency of HR practices and programmes through discussions and focus groups.  Involves line and HR colleagues to effect required changes.
• Applies theoretical knowledge and understanding in practice in order to influence current work cultures and leadership styles. 
• Uses standardized measurements to assess leadership styles.  Communicate results to relevant stakeholders.  In conjunction with senior HR-colleagues design interventions to affect modification to leadership styles and behaviours.
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 MANAGE TALENT ATTRACTION AND RETENTION PROCESS

• Identify the vacancy, check whether the vacant position is funded and critical. Then, complete the Request to Employ and engage the line manager.
• Ensure that interviews are scheduled
• Submit advert to HRSSC for advertising (internal and or external)
• In conjunction with Line Manager and Panel:
• conduct final short-listing with line manager,
• develop interview questionnaire guidelines and decision matrix,
• conduct the interviews and assessment – compile interview report.
• Provide guidance and advice to line manager on the recruitment processes
• Facilitate the qualification and background check.
• Pro-actively address client needs on all human resources matters.
• In collaboration with HRBP Lead & Consultant
• make employment offer & On-boarding and engagement packs to the successful candidate,
• advise line manager on the remuneration directive guidelines to attract and retain incumbents,
• make the counter offer to retain the incumbents where possible,
• identify short, medium- and long-term resourcing issues; engage clients on new roles, replacement and recruitment and retention strategies.
   

COLLABORATING WITH LEARNING AND DEVELOPMENT AND COORDINATION OF EMPLOYMENT RELATIONS

• Identify and recommend training needs, gaps and interventions
• Ensure that division and each employee submit Personal Development Plans
• Facilitate the implementation of the Workplace Skills Plan (WSP)
• Advise and facilitate the divisional specific training needs, and all relevant training interventions
• Collaborate with organizational effectiveness, employee relations and remuneration colleagues to ensure efficient delivery within customer base.
• Advice, manage, and facilitate grievances and outcomes of the disciplinary matters.
• Educate and advise managers, staff on adherence to HR processes, policies, rules  and legislation.

 COLLABORATE AND COORDINATION OF ORGANISATIONAL DEVELOPMENT PROGRAMMES & REMUNERATION AND BENEFITS

• Advise and educate employees on wellness services
• Management of employee referrals to wellness
• Monitor the progress of the employees
• Contribute toward the implementation of wellness programmes within the division.
• Update and compile the EE plan, reports and presentations.
• Advise line on implementing divisional micro-plan EE targets.
• Advise on the process and procedure of job evaluation
• Complete the job evaluation request form with the line manager.
• Coordinate the process of developing job profiles.
• Check and ensure that the supporting documents are attached for evaluation.
• Request for creation for posts in conjunction with line manager.
• Facilitate and coordinate the process of review of the organisational structure.
• Facilitate the implementation of human resources projects
• Implement performance-based culture intervention within the business unit.
• Advice and coach business unit on performance contracting, monitoring and reviews.
• Capacitate business unit on performance management process.
• Facilitate and advice on dealing with non-performance matters and dispute arising from performance management review.
• To manage a change management ethos and understanding within the division, providing support to management with a rapidly changing media environment.
• Understand and champion the business of being a strategic business partner.
• Advise on the remuneration scale code and benefits, remuneration related process and policy.
• Provide advice on all benefits such as, the medical aid contributions, group life and pension, long service awards, commemorative fund, best funeral scheme, etc.
   
  GENERAL ADMINISTRATION, MAINTENANCE AND HR ANALYTICS

• Facilitate the termination of employment
• Coordinate and action relocation/ transfers of employees i.e. allowance payment.
• Facilitate the compliance and completing declaration of business interest(s) on SAP.
• Prepare and submit inputs into human resource monthly reports
• Keep abreast of human resources practices and labour law updates in order to provide a one-stop professional human resource service
• Uses HR technology and systems (SAP) to extract relevant HR data for line management to make better decisions on workforce issues/matters
• Compile and presents meaningful HR reports through interpretation, comparisons and trend analyses
• Oversees the process of ensuring data integrity of HR system
• Conduct and analyse exit interviews with suggestions on improvement to line management
   

STAKEHOLDER MANAGEMENT

• Trusted and works effectively with all stakeholders to improve effectiveness across all HR function
• Partner with HR Services and the Centres of Expertise to ensure seamless HR service for Management, Labour and Employees 
• Influence the adherence to HR policies and procedures through effective support to the business
• Formulate strong partnerships with business to manage any under-performance and dealing with ad-hoc employee relations issues.
• Collaborate with relevant HR Specialists to identify, enhance and promote best practices aimed at forming an effective HR service.
• Guiding people to address SABC Processes & Policies
• Understand employee opinions and anticipate their needs and concerns.

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• Diploma/Degree (NQF 6/7) in Human Resources or related discipline
• Membership of SABPP and IPM will be a recommendation

EXPERIENCE

• 3 years’ experience in human resources environment
• Experience in working in a unionised environment will be an advantage
• Thorough knowledge of HR processes and policies

KNOWLEDGE

• Human Resources Information System
• South African employment/labour legislation  and related regulatory frameworks
• Human resources governance, principles, rules, processes and procedures.
• Demonstrates thorough understanding of HR theories and best practices regarding behavioural drivers for improving and sustaining working relationship;
• Thorough understanding and capability in Individual, Team and Organisational Development processes.
• Demonstrates thorough understanding of Emotive, Behavioural and Leadership Development processes.
• Demonstrates thorough understanding of labour relations, coaching, counselling and mentoring theories and best practices, as well as methodologies.
• Demonstrates thorough understanding of Conflict Resolution Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback. 
• Working knowledge of the legislative framework governing human resource practices in the country.

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