HR and Training Manager Group

DIVISION: Human Resources – Randfontein
JOB TITLE: HR and Training Manager Group
REPORTING TO: HR and Transformation Director Group

▪ Plan, Direct and co-ordinate human resources management activities of the organisation, to maximize the strategic use of human resources. Responsible for the provision of comprehensive guidance on all HR
matters throughout the organisation.
▪ Working closely with teams to support programs of continuous organizational performance improvement and employee development which helps the company to achieve its ambition of becoming a high performing organization.

Main Responsibilities:

  • Overseeing the approval process of the recruitment lifecycle.
  • Overseeing internal & external vacancy advertisements.
  • Sourcing and liaising with recruitment agencies.
  • Conduct interviews for Senior Positions.
  • Conduct ITC, Criminal and Reference checks on suitable candidates for Senior Positions.
  • Preparation of all regret letters and offers of employment for Senior Positions.
  • Identify employee engagement and focus on retention of key employees.
  • Ensuring that appropriate appointments are in line with the transformation plan.

On-Boarding Process

  • Preparation of documentation for new staff. (Contract, starter pack, etc.)
  • Assist employees to complete starter packs and advise where necessary, i.e. bonus provision
    options etc.
  • Ensure that all starter pack documentation is signed, by making use of a register/control
    sheet and submit to payroll for inclusion in the monthly payroll.
  • Assign online induction to all new employees.

Care Programme

  • Manage the Care programme for the Company.


  • Compile stats for Exco meetings.
  • Compile weekly departmental stats.
  • Compile BBBEE (Skills Development pillar) stats

Occupational Health & Safety

  • Ensure that Area / Line Managers follow correct procedures when dealing with a work
    related injury / illness.
  • Assist and send managers all the relevant /necessary documentation for the Workman’s
    Compensation Claim, and submitting it to Human Resources.
  • Once all documentation is completed, the documentation must be submitted to the
    Workman’s Compensation Commissioner.
  • Liaise between employee, Manager, hospital / doctor regarding any information on the

Labour Relations

  • Advise Line / Area Managers and employees regarding any IR issues or incidents.
  • Assist HR Officers in drawing up charges for formal hearings to ensure correctness.
  • Liaise with the Labour Advisor to set up dates for Disciplinary / Incapacity enquiries for senior
  • Provide any necessary paperwork for a Counseling, Warning or Disciplinary Hearing for senior
  • Ensure that all IR processes are in line with all governing Labour Laws.
  • Sit in on Disciplinary Hearings and Counseling sessions when required.
  • Follow up and ensure that Outcome and Sanction Documentation is received and sent
    through to the Managers.
  • Ensure that the managers get employees to sign of the Outcome/Sanction documentation
    and return it to the Human Resources Department for record keeping and controlling of
    progressive Discipline, and in the event of dismissal that the employee is terminated from the

HR Administration / General

  • Completion of all documentation regarding the change in conditions of employment for
    employees and ensure that necessary communication is sent out the relevant employee.
  • Ensure that all change in Conditions Letters is sent through to employees and are signed off
    and returned to the Human Resources Department.
  • Support structure for Management and employees and to ensure that the Human Resources
    Department is a true Business Partner within the Organisation.
  • Communication at all levels including Managers, peers and Subordinates.
  • Facilitate where necessary any conflict situations and ensure that all parties are satisfied with
    the outcome.
  • Establishing and maintaining interpersonal relationships throughout the Organisation
  • Decision making and resolving any problem areas.
  • Evaluate and determine compliance with all Company Policies, Procedures and Rules.
  • Administer and facilitate all staff’s correspondence.
  • Handling and resolving employee queries and ensuring that appropriate feedback is given, or
    action is taken.
  • Ensuring that all employee records are kept up to date.
  • Ensure that all HR Reports with accompanying documentation are received from Line
    Managers by the monthly cut-off date.
  • Ensure that all termination documentation is submitted including Resignation.
    letter/Dismissal Documentation, exit check sheet, Exit interview, and Termination form

Employee Benefits

  • Provide advice and assistance to staff regarding their Provident Fund and Medical Aid
  • Sit in on Quarterly MANCO Committee Meetings.
  • Be the Liaison for the Provident fund between the employees and the Company

Employment Equity

  • Assisting in the Compilation of Equity statistics for yearly Equity Report.
  • Assisting with the formulation of EE committee, drafting of EE plan and implementation of
    the plan.
  • Assisting with the achievement of the EE plan through staff retention, training, succession
    planning, talent management and staff resourcing.

Training and Development

  • Compile, administer and monitor the annual TNA for the organization.
  • Ensure that WSP/ATR is submitted annually.
  • Create training videos to be uploaded on the in-house e-learning platform.
  • Report on all training activity on the in-house e-learning system.
  • Ensure that annual induction is assigned to all employees.
  • Compile and monitor training plans in line with job functions.
  • Coordinate Internship and Learnership programmes.
  • Administer inhouse training programmes.
  • Manage all Bursary programmes.
  • Coordinate the Succession programme.
  • Coordinate the Performance Appraisal processes.
  • Manage the Skills Development budget.


  • Ensure that letters of good standing are updated for all companies.

KPI Programme

  • Assisting with KPI Programme


  • Review and ensure salaries are Market Related .
  • Where a gap is present, Management input must be obtained to align salaries accordingly.

Motivation and Team Building

  • Communicating to Managers and Employees for Staff motivation and engagement.
  • Plan and arrange team building exercises.
  • Identify motivational short-comings and possible solutions.
  • Motivational and Engagement initiatives.
  • Head up the compilation of the company Newsletter in partnership with the Marketing team.


  • Responsible for the skills development element.
  • Support and implement transformation action plans.
  • Assist in improving the transformation scorecard.
  • Assist with EE reporting and monitoring tools.
  • Track and monitor identified measures to improve EE

a) Matric Essential
b) Degree in Human Resource Management
a) Computer Literacy essential – Microsoft Office.
b) VIP People
c) Strong Administrative skills (to ensure correct procedures/controls are in place)
d) 5-7 Years’ Experience as HR Generalist
e) 3-5 Years’ Managerial Experience

REQUIREMENTS (In line with the EMPLOYMENT EQUITY objective)

  • Employment Equity Applicants would be preferred
  • Preference will also be given to people with a disability who will be able to operate within the operational
    requirements and in the present physical facilities available in the organisation

Please apply in writing together with your CV to: Email:

Internal applicants are to discuss their application with their Line Manager before applying.
HR should inform the Head of Department of internal applicants. Should you not hear from
us within 2-3 weeks after the closing date of this application, please consider your
application unsuccessful.

All the best with your applications

Be the first to comment

Leave a Reply

Your email address will not be published.