To apply, click on the link at the end of the posts and all the best with your applications

Pastry Chef

Job Description

1. Purpose of the Role

   1.1. To prepare and produce all pastry, bakery and dessert items for site operations.
   1.2. To be accountable for the quality and consistency of all pastry products produced and served.

2. Key Responsibilities

2.1. Pastry Production

• Create, prepare and plan all pastries, desserts and breads according to menus.
• Organize and set up dessert buffets and stations.
• Prepare bakery products and ensure that production is to the highest standards.
• Record and monitor all wastage from the bakery.
• Lead the quality of all food items prepared in the pastry operations, constantly checking for taste, temperature and visual appeal.
• Participate in menu preparation and developing of recipes.
• Ensure all dishes are served at correct portion size, quality and temperature.
• Ensure receipt and safe storage of deliveries.

2.2. Hygiene and Food Safety Compliance

• Examine the quality of products received.
• Use compliant food preparation methods.
• Ensure food preparation equipment is safely stored away when not in use.
• Within the area of responsibility, ensure the kitchen and its operations comply with all relevant health, safety and environmental requirements.
• Ensure that hygiene standards are maintained in accordance with SOPs.
• Ensure that protective clothing is always clean and worn as required.
• Ensure that housekeeping is done properly (i.e. within area of responsibility that the working surfaces and utensils are properly washed and sanitised, drains on site are kept clean and all waste and debris is removed).
• Ensure high standards of hygiene are achieved in the bakery and maintained at all times.

2.3. Supplies, Equipment, and Work Areas Inspection and Maintenance

• Ensure frequent sanitation of supplies, equipment and work areas.
• Inspect supplies, equipment, and work areas to ensure conformance to standards is maintained.
• Monitor maintenance of equipment and utensils and report any malfunctions and/or required repairs.

2.4. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

QUALIFICATION AND EXPERIENCE

• Recognised qualification in specialised bakery and pastry
• Minimum of 6 years bakery and pastry experience in an industrial kitchen

Click here to apply

Receptionst

Job Description

1. Purpose of the Role

• To provide a professional frontline service to the site by receiving guests and answering telephone calls in a professional manner.
• To provide administrative support.

2. Key Responsibilities

2.1. Reception Area Maintenance

• Maintain the cleanliness of the reception area and ensure aesthetic appeal and accessibility of facilities.
• Ensure relevant safety and security signs and notices are visible, up to date and clean.
• Receive and redirect visitors accordingly.
• Answer the telephone and redirect calls accordingly

2.2. Visitor and Client Attendance and Liaison

• Receive and welcome visitors and attend to them in professional manner.
• Uphold and ensure that a positive Company image is projected to visitors.
• Attend to visitors’ queries and refer to a relevant person if necessary.
• Ensure visitors sign the register and instruct them to wait in reception until collected by the person being visited.

2.3. Administration of Registers Schedules

• Distribute work schedules.
• Track, record and reconcile man-day and staff attendance and work schedules.
• Compile reports on irregularities that may have been picked up in attendance reports and highlight it to management.
• Compile reports for the HR department on:
  • scheduled work hours completed by staff
  • overtime
  • absenteeism
  • headcount.

2.4. Secretarial Support

• File, scan and fax documentation.
• Arrange refreshments for meetings.
• Coordinate functions and related arrangements for management.
• Deal with general staff queries and forward more serious concerns to HR.
• Type and circulate memos and correspondence on request of managers.
• Distribute documents and schedules.

2.5. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and selfdevelopment.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

QUALIFICATION ANDEXPERIENCE

• Grade 12 or relevant customer service qualification
• 3 years’ experience in a reception or customer service-related environment

Click here to apply

Cook

Job Description

1. Purpose of the Role

To assist with efficient meal planning and preparation and general kitchen operations and to cook meals.

2. Key Responsibilities

2.1. Cooking Operations

• Check the cleanliness of equipment and operation before production to ensure compliance with health and safety regulations.
• Clean the production area along with kitchen equipment.
• Check the quality of raw materials to ensure that standards and specifications are met.
• Combine measured ingredients in cooking equipment and machinery.
• Monitor oven temperatures and product appearance to determine cooking times.
• Prepare and cook food.
• Operate large–volume cooking equipment such as grills, deep-fat fryers, or griddles.

2.2. Meal Preparation and Serving

• Clean, peel, slice and trim foodstuffs using manual and electric appliances.
• Prepare and package take-away food (i.e. butter bread).
• Portion and wrap food or place it directly on plates for site clients.
• Serve food to clients at counters.
• Stock refrigerators, salad and buffet bars and keep records of the quantities of food.
• Clear tables and clean service areas when required.
• Wash, cut, measure and mix foods for cooking.
• Set tables with clean linen, cutlery, crockery and glassware.

2.3. Health and Safety Compliance

• Within the area of responsibility, ensure the kitchen and its operations comply with all relevant health, safety and environmental requirements.
• Ensure that hygiene standards are maintained in accordance with SOP’s.
• Ensure that protective clothing is always clean and worn as required.
• Ensure that housekeeping is done properly (i.e. within area of responsibility that the working surfaces and utensils are properly washed and sanitised, drains on site are kept clean and all waste and debris is removed).

2.4. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

QUALIFICATION AND EXPERIENCE

• Grade 12 or equivalent qualification
• 3 to 5 year’s experience as a cook

Click here to apply

Housekeeping Manager

Job Description

1. Purpose of the Role

• To manage and coordinate the work activities and tasks of housekeeping, laundry and grounds personnel.

2. Key Responsibilities

2.1. Housekeeping Management and Quality Assurance

• Establish and maintain a system of housekeeping that ensures all accommodation is appropriately prepared and maintained for clients.
• Inspect and verify that client facilities have been prepared in accordance with approved checklists.
• Formulate checklists for use by subordinates to ensure standardised and effective performance or responsibilities and provision of quality accommodation.
• Ensure the implementation of the processes and checklists.
• Adapt process and procedures, where required.
• Preside over housekeeping meetings, prepare minutes of meetings and submit them to the Camp Manager.
• Oversee the planning of task and employee work schedules.
• Monitor and report on equipment utilisation.
• Keep records of performance and general productivity rate of functions performed and enforce improvements in services.

2.2. Laundry Management

• Manage the activities of laundry attendants engaged in examining and sorting articles to be cleaned, according to colour, fabric, dirt content, and cleaning technique required.
• Plan, develop, and implement laundry safety and security programmes and activities.
• Manage and oversee the laundry operations to ensure achievement of service standards.

2.3. Grounds Management

• Oversee all grounds work and its completion within agreed timeframes and to agreed quality standards.
• Manage the operation and maintenance of equipment used for grounds operations.
• Inspect grounds and facilities and instruct needed repairs.
• Ensure waste is correctly disposed of in accordance with Company regulations.
• Oversee general cleanliness of grounds area.

2.4. Inspection

• Establish and oversee a maintenance process that ensures that equipment, fixtures, fittings and linen are replaced, repaired and acquired when necessary.
• Inspect contents (furniture, fittings and linen) of accommodation to identify replacements, if required.
• Identify items or equipment that requires repair or replacement.
• Report identified items to the Camp Manager for further attention, where necessary.
• Follow-up on replacement and/or repair processes.

2.5. Inventory Control

• Manage housekeeping and laundry consumables and update stock control registers and balance records with daily usage of items.
• Assist with the scheduled stocktake responsibilities with regard to consumables and fixed assets.
• Assist with the reconciliation of the inventory control data.

2.6. Health and Safety Compliance

• Establish and monitor the implementation of duty rosters to ensure that hygiene and other health and safety issues are appropriately managed.
• Regularly inspect accommodation, housekeeping, laundry and ablution facilities for conformity with health and safety policies, procedures and checklists to ensure compliance with legislative requirements and Company standards.
• Resolve health and safety nonconformity through the approved structures and communication channels.

2.7. Client Complaint Resolution

• Investigate complaints about services or equipment and take all necessary corrective action.

2.8. Staff Management

• Train staff on the Standard Operating Procedures that serve to guide their approach to work.
• Implement the Standard Operating Procedures through consistent application and communication.
• Ensure that staff understand the procedures and sign off the relevant documents.
• Conduct monthly meetings with staff in order to ascertain problems encountered and resolve associated issues.
• Manage staff performance in order to establish opportunities for development and harness strengths.
• Measure staff performance on a soft point system that includes punctuality and wearing the required uniforms, among others.
• Monitor staff using the hard point system that is focused on technical execution.
• Deal with staff problems through one-on-one discussion striving to get to the root cause of problems

2.9. Effective Teamwork and Self-management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

3. QUALIFICATION AND EXPERIENCE

• Hospitality diploma
• 7 years’ hospitality industry experience
• At least 2 years in a supervisory or managerial role

Click here to apply

Food Service Assistant

Job Description

1. Purpose of the Role

• To prepare meals and serve food to clients and assist in any IFS food preparation duties as instructed by management.

2. Key Responsibilities
2.1. Meal Preparation and Serving

• Clean, peel, slice and trim foodstuffs using manual and electric appliances.
• Prepare and package take-away food (i.e. butter bread).
• Portion and wrap food or place it directly on plates for site clients.
• Prepare simple food items and reheat prepared meals.
• Serve food to clients at counters.
• Stock refrigerators, salad and buffet bars and keep records of the quantities of food.
• Clear tables and clean service areas.
• Wash, cut, measure and mix foods for cooking.
• Set tables with clean linen, cutlery, crockery and glassware.

2.2. Cooking Operations

• Check the cleanliness of equipment and operation before production to ensure compliance with health and safety regulations.
• Clean the production area along with kitchen equipment.
• Check the quality of raw materials to ensure that standards and specifications are met.
• Combine measured ingredients in cooking equipment and machinery.
• Monitor oven temperatures and product appearance to determine cooking times.
• Prepare and cook food.
• Operate large–volume cooking equipment such as grills, deep-fat fryers, or griddles.

2.3. Health and Safety Compliance

• Within the area of responsibility, ensure the kitchen, dining area and related operations comply with all relevant health, safety and environmental requirements.
• Ensure that hygiene standards are maintained in accordance with SOP’s.
• Ensure that protective clothing is always clean and worn as required.
• Ensure that housekeeping is done properly (i.e. within area of responsibility that the working, preparation and serving surfaces and utensils are properly washed and sanitised, drains on site are kept clean and all waste and debris is removed).

2.4. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

KNOWLEDGE/COMPETENCE

• What skills, knowledge, and/or attributes are necessary to perform the role?

1. Knowledge

• Food preparation
• Food safety and hygiene practices

2. Skills

• Literacy
• Numeracy

3. Attributes

• Attention to detail

QUALIFICATION AND EXPERIENCE

• Grade 12
• 2 years’ relevant experience

Click here to apply

Housekeeping Assistant

Job Description

1. Purpose of the Role

• To perform general cleaning duties in designated rooms and accommodation units.

2. Key Responsibilities

2.1. Cleaning Operations

• Make beds.
• Clean rugs, carpets, upholstered furniture, and/or draperies, using vacuum cleaners and brushes.
• Empty wastebaskets and clean ashtrays.
• Take laundry to the laundry attendants.
• Sweep, scrub, wax, and/or polish floors, using brooms, mops, and/or powered scrubbing and waxing machines.
• Dust and polish furniture and equipment.
• Wash windows, walls, ceilings, and woodwork, wax and polish as necessary.
• Dust window blinds and curtains.
• Move and arrange furniture and turn mattresses.
• Clean and sanitise bathrooms.
• Replace empty or used consumables as per the agreed standard.
• Report any breakages, misuse of facilities or theft of items.
• Complete the cleaning schedule on a daily basis.

2.2. Health and Safety Compliance

• Ensure the cleaning and sanitising processes comply with Company and client standards and general health and safety standards.
• Ensure appropriate protective clothing is worn at all times.
• Ensure all items are disposed of in the appropriate receptacles to prevent blockages and damage to equipment and structures.

2.3. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

QUALIFICATION ANDEXPERIENCE

• Grade 12 certificate or equivalent qualification
• Between 0 and 3 years experience 

Click here to apply

Regional Human Resources Manager

Job Description

1. Purpose of the Role

• To manage the recruitment, selection, and appointment processes for specific occupational levels, ensuring that the Mozambique Company employs the right person in the right job.
• To manage and coordinate the development of workforce plans for the Mozambique contracts that support the sites and Company strategy and agenda.
• To manage the talent management practices across the Mozambique sites for the Company.
• To establish and manage an integrated learning and performance support system for the Mozambique Company that employs a variety of strategies designed to help employees acquire and maintain knowledge and skills required for successful individual, team, and organisational performance.
• To drive the establishment and maintenance of a positive employee relations climate within the Mozambique Company.
• To ensure that all employees are renumerated fairly, accurately and on time to minimise safety incidents with the organisation.
• To manage the compliance with in-country labour laws at all times
• To manage the preparation and oversee labour inspections, ensuring 100% compliance and zero penalties and fines.
• To be a “trusted advisor” to the Operations Managers and individual site managers.

2. Key Responsibilities

2.1. Policy Maintenance and Compliance

• Drive the implementation of talent acquisition, management, remuneration and development policies and processes and ER management policies and processes in accordance with the IFS SOPs.
• Address non-adherence to in-country legislative and SOP requirements by HR officers using the most appropriate methods.
• Propose changes to SOPs to the Head of HR if or when required.
• Ensure absolute compliance with HR SOPs and in-country labour laws by the IFS managers in Mozambique through regular compliance assessments across the sites.

2.3. Recruitment Management

• Manage and confirm the Mozambique site organograms to ensure accuracy and only support appointments into vacant and approved positions.
• Propose to the Head of HR any ad hoc adjustments to the site structures to meet operational changes.
• Reconcile the organograms against actual staffing on a monthly basis and inform the Head of HR if any adjustments are required so that the payroll administrator can be informed or the organograms need to be updated.
• Maintain the library of job profiles for the Mozambique and ensure that the relevant HR officer has made sure every employee has an appropriate and signed job profile in his/her file.

2.3. Recruitment Management

• Manage and oversee the implementation of agreed recruitment strategies, SOPs and initiatives.
• Manage and assess the efficacy of professional support and advice on recruitment and selection to manager and ensure training is provided on interviewing techniques.
• Oversee the recruitment process across the sites, including:
  • confirmed job profiles and personnel specifications
  • the job advertisements (including at ONEM)
  • the channel to be used
  • the application form design
  • preparation of other recruitment material such as brochures.
• For the relevant occupational levels, oversee the selection process in accordance with organisational policy and the job specification, including:
  • screening application forms
  • shortlisting applicants
  • interviewing
  • psychometric testing and technical assessments
  • reference checking.
• Oversee the appointment process across Mozambique, including ensuring the correct employment contract is signed.
• Provide level 1 approval for new employee appointments and ensure all required employee information is provided and captured on the HR system.

2.4. Onboarding and Probation Oversight

• Ensure the appropriate preparation has been done for the start of new employees, including ensuring their uniforms, laptops, PPE, access etc are arranged prior to start date.
• Manage and oversee the onboarding of all employees in Category VI and below in accordance with the relevant SOP and checklist and ensure they are completely integrated into their roles and into IFS.
• Manage and oversee the induction of all employees in the above categories.
• Ensure probationary reviews are undertaken and that the probationary period is concluded in accordance with the SOP.

2.5. Termination and Exit Management

• Ensure exit interviews for all site staff are correctly done and recorded.
• Consolidate exit data for the Country and report on terminations and exit interview outputs to the Head of HR.
• Ensure all the internal and external documents are submitted for all terminations in the requisite time.
• Ensure exit/termination payments are processed correctly and ensure all records are correct for the relevant site.

2.6. Talent Management

• Manage and oversee the talent management and succession planning processes and documents for the Mozambique sites and provide the appropriate reporting to the corporate office.
• Oversee and monitor the planning meetings for talent and development discussions for employees both with and without supervisors.
• Manage the succession planning and talent management processes for the Mozambique Business and ensure they live within the organisation.
• Manage the performance management processes including annual performance planning; bi-annual forma performance appraisals and the accurate recording of results on the system for the Mozambique Business.
• Oversee any poor performance discussions between supervisors and subordinates and ensure milestones are met and the process is closed out in accordance with the SOP.
• Manage and provide 1st level approval of promotion processes in accordance with the SOP and responsibility matrix.

2.7. Talent Development

• Manage the design, development, implementation and maintenance of a Mozambique skills inventory to assist in human resource planning and the identification of learning needs.
• Analyse the development plans emanating from sites to understand the training and development requirements.
• Drive an annual skills audit/competency assessment and generate a status report for discussion with the Talent Manager.
• Manage the formulation and implementation of site training plans in accordance with approved IFS guidelines, the competency gaps identified and the development plans emanating from the TADS process.
• Manage the development, approval, and implementation of mentoring and coaching programmes across the Mozambique Business.
• Oversee and assess the implementation of training and development programmes.
• Consolidate monthly management information reports to track and benchmark learning and development participation, costs, and benefits across the Mozambique Business.
• Manage external vendor relationships, where appropriate.
• Manage the provision of training on people management to supervisors and managers.
• Ensure assessments are conducted on employees before a promotion is approved.
• Ensure learning administration and record keeping is up to date and accurate.

2.8. Administration and Reporting

• Consolidate and submit monthly management and statutory reports relating to human resource management for the Mozambique Business.
• Ensure that each employee has a personal file across the Mozambique Business with the required documents, as indicated in the checklist.
• Monitor and address legal compliance issues to ensure that all the sites comply with labour laws including rigorously managing expatriate compliance with immigration requirements.
• Ensure regular self-audits are completed to ensure compliance to IFS and in country standards/laws.
• Manage labour inspections and ensure 100% compliance and zero penalties.
• Ensure master data of Mozambique employees on the HR System is up to date and accurate.
• Consolidate monthly reporting on trends in terms of overtime, absenteeism, disciplinary process, training conducted and planned, recruitment planned and closed out across the Business and manage the mitigating measures put in place.
• Manage employee leave across the Mozambique Business, ensuring its reconciled annually, that an annual leave plan per site is approved at the beginning of each year and that leave forms are filed and captured on the system for every absence.
• Ensure efficient rotation and roster systems are established and maintained on every site.

2.9. Payroll Administration

• Manage new engagements and exits for Mozambique and submit them to the corporate office and the labour inspector as required.
• Ensure employee/payroll records are administered and filed correctly, ensuring compliance with regulatory requirements associated with such documentation.
• Check time-keeping records and attendance records for compliance with established standards.
• Check the monthly payroll for each site, ensuring its correctness and its prompt submission to the corporate office.
• Approve the notifications to the corporate office of changes in pay and tax status and miscellaneous changes.
• Oversee that all time and attendance and personnel transactions such as new hires, terminations, leaves of absence, benefits deductions, garnishee orders, etc. are captured in the applicable month.
• Thoroughly check the variance reports and any corrections submitted within agreed deadlines.
• Ensure the payslips are distributed and that a copy payslip is signed by the employee, filed and scanned.
• Ensure sites maintain up to date and accurate databases for dependents (including parents), funeral assistance claimed, bank loans awarded and facilitate related transactions in accordance with SOPs.
• Ensure all allowances and deductions are effected in accordance with SOPs and in-country legislation.

2.10. Employee Wellness

• Manage the development and roll-out of IFS wellness programmes relating to health, safety, time management, stress, and fatigue management.
• Ensure staff medicals are completed promptly ensuring that requisite certification is always valid.

2.11. HR Projects/Initiatives

• Initiate, manage and oversee HR projects and initiatives within Country and from the corporate office.
• Ensure a continuous improvement perspective is adopted and ideas given to improve the way work is done to be more effective and efficient.
• Assist in creating a culture of learning within the Mozambique Business.

2.12. Employee/Industrial Relations

• Ensure disciplinaries are conducted in accordance with the SOP across the Mozambique Business.
• Ensure there are monthly meetings conducted between management and staff representatives regarding conditions of employment across the Mozambique Business.
• Provide advice to the management team regarding disciplinaries and people management.
• Ensure grievances are addressed in accordance with the SOP across the Mozambique Business.
• Ensure that all employees have signed and acknowledged their understanding of the disciplinary code across the Mozambique Business.
• Ensure that all disciplinary processes are followed through, documented, and closed off according to Mozambique labour law requirements across the Mozambique Business.
• Update the organisation on any changes/amendments to the disciplinary labour code.
• Drive a positive employee relations climate across the Mozambique Business.

2.13. Litigation Management

• Review progress of outstanding litigation and liaise with and manage external litigation team.
• Liaise with relevant government offices and other authorities if necessary.
• Visit authorities for documentation, follow up and record keeping.
• Prepare and vet all legal documentation.
• Coordinate and brief external litigation team for legal cases and negotiate fee structure.
• Coordinate and make arrangements for arbitration proceedings and provide the required documents to the appointed legal team for proceeding with arbitration.
• Provide advice to country management team regarding legislative compliance and legal matters.
• Draft contracts, agreements, etc.
• Prepare case files and conduct legal research.

2.14. Staff Management

• Lead and develop staff within the context of the Labour legislation, Group protocols and strategy.
• Monitor staff performance, provide regular feedback and hold subordinates responsible for continual poor performance or misconduct.
• Manage staff activities, ensuring service levels are met and protocols are adhered to.
• Coach and support staff where necessary to achieve objectives.
• Manage staff leave and general time management issues in line with organisational deliverables and standards.
• Champion staff training and development through the utilisation of available training opportunities o contributing to the development of new training solutions in collaboration with national training specialists.
• Conduct regular performance appraisals with subordinates.
• Establish sound staff and labour organising and communication structures and systems.
• Lead the team towards meeting the strategy and targets through regular communication and utilisation of the full organisational talent management tool set.
• Develop and manage high performance multidisciplinary teams in order to solve problems within the commercial arena.
• Conduct regular meetings and ensure that records are kept and shared across the team and that action plans agreed to within team meetings are delivered upon.

2.15. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately
• maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

QUALIFICATION AND EXPERIENCE

• Human Resource Management Degree
• Must have at least 12 years’ experience as a HR generalist, of which at least 4 must be in a managerial role

Click here to apply

Logistics Controller

Job Description

Purpose of the Role

1. To facilitate overall Business performance through the efficient and effective movement of goods to and between Company sites.
2. To maintain and develop all logistical activities associated with purchasing, inventory, transfer and transportation of goods.

Key Responsibilities

2.1. Logistics Control

• Coordinate and monitor all logistics activities carried out internally and by third parties, including importing, exporting, transportation and storage, ensuring adherence to established procedures.
• Adhere to operational budgets.
• Analyse the efficiency and cost of logistical alternatives and make recommendations to reduce rotation and transportation costs and time.
• Ensure that logistics information in Company systems is complete, accurate and up to date.
• Ensure compliance with customs requirements and regulations.
• Create and update a distribution schedule.
• Oversee all internal and external goods allocations.
• Maintain interactive relationships with suppliers and end-users.
• Verify documentation of all goods both received and shipped.
• Track and report the inventory and shipping/receiving records of goods.
• Maintain an orderly documentation flow by complying with company policy and standard operating procedures.
• Monitor the quality, cost and efficiency of the movement and storage of goods.
• Develop business by gaining new contracts, analysing logistical problems and producing new solutions.
• Implement health and safety procedures.
• Verify import and export documentation against commercial invoice values for liquidation of payment from destination to ZAR.
• Scan and upload to Sharepoint all import / export documentation.
• Assist with Customs tariffing of export load lists.
• Update logistics invoice register and export calendar.
• Liaise with foreign agent/s for receipt of import clearance invoices.

2.2. General Administration

• File and safeguard records within area of responsibility.
• Compile ad hoc spreadsheets and analysis when required.
• Capture new service providers and suppliers onto the database of suppliers.
• Capture the changes made to supplier details on the supplier database.

2.3. Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Support and drive the business core values.
• Manage colleagues and client’s expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.
• Champion training and development of self and others through utilising available training opportunities.
• Participate in and drive regular performance appraisals and ensure that own targets and goals are clear and achievable.

Qualification and Experience

• Qualification (Degree or Diploma) in Logistics or Supply Chain
• Minimum of 5 years’ experience within a logistics environment
• Valid Code EB drivers’ licence

Click here to apply

HR Executive

Job Description

Purpose of the Role

1. To design, lead and be accountable for the creation and operationalisation of the HR strategy for the Business.
2. To be a “trusted advisor” to the IFS executive team.
3. To lead the organisational design processes that facilitate the growth agenda of the Business.
4. To drive the talent attraction, management and development agenda for the Business, including effective onboarding and integration, performance management, people development and leadership succession.
5. To identify and manage people risks across the IFS Business and drive mitigation actions.
6. To drive Business HR compliance with all in-country and international statutory requirements and ensure the on time and accurate submission of annual and monthly statutory returns.
7. To lead the establishment and maintenance of effective and efficient workforce practices and relations within the Business.
8. To provide professional HR advice, coaching and solutions that support the Business in the identification and management of strategic workforce issues and major change programmes.
9. To drive the implementation of Group frameworks, systems, structures and programmes that facilitate talent attraction, management, reward, retention and development towards the achievement of Business objectives.
10. To lead the HR back office and ensure payroll functionality and performance against agreed standards.
11. To direct the employee relations portfolio by strategically managing interactions and stakeholders across the Business as well as social partners, towards the maintenance of industrial harmony and the achievement of financial and strategic targets.
12. To drive the digitisation of the HR function and the management of HR information, analytics and reporting.
13. To co-create the budget for the Department.

Key Responsibilities

2.1. Strategy Operationalisation

• Work in conjunction with the Chief People and Culture Officer and executive team to co-create the Group HR strategy, based on a 3-5 year view of requirements and drive the delivery of an integrated HRM strategy.
• Drive end-to-end human resource management practices and systems and monitor related performance across the Business.
• Consult with the Business on people requirements – facilitate, advise and get operationally involved where appropriate.
• Ensure agreed strategic goals are implemented through team targets and that these targets align cross- functionally within the area of responsibility.
• Network and build relationships across the Business, particularly at the executive management and leadership levels.

2.2. Organisational Design

• Lead the review of all organisational structure changes across the Business and ensure alignment to the long-term strategy and short-term Business requirements.
• In conjunction with the Chief People and Culture Officer, oversee the design and development of the organisational structures and the alignment of organisational processes through job profiles developed and updated across the Business.
• Direct the workforce planning process and sign off across the Business and authorise all new headcount and position changes for the Business.
• Ensure the organisational structures are current at all times by conducting periodic audits of the structure.

2.3. Job Grading

• Be the custodian of job evaluation and grading processes and systems within the Business.
• Coordinate and oversee job grading processes, as and when required.
• Evaluate positions to ensure the alignment between the Paterson system and the DRC system.
• Prepare classification systems and define job levels and families.

2.4. Talent Attraction and Management

• Oversee the recruitment, selection, appointment and onboarding process across the Business, ensuring that the right person for the job is appointed and integrated into his/her role.
• Work with the Business to develop attraction and recruitment strategies for talented nationals and oversee implementation.
• Monitor the implementation of pre-emptive measures to ensure the retention of senior managers and specialists, especially employees in designated groups, and analyse exit assessment processes.
• Analyse workforce information and productivity measures and work with Business executives and managers to establish an effective performance management and appraisal system.
• Lead the talent management and succession planning processes for the Business.
• Ensure the achievement of employment equity targets across the South African business entities.
• Drive the establishment and operationalisation of the skills dictionary and competency framework for the Business.

2.5. Talent Development

• Lead the design and implementation of the Business HR development strategy towards building skills for the future across a 3-year timeframe based on best practice and internal policies, priorities and opportunities.
• Ensure that an annual workplace skills plan and report are completed across the Group.
• Facilitate and influence organisational commitment towards skills development and business transformation.
• Oversee and confirm the alignment of learning and development programmes with other performance and development systems and initiatives, including people competency models, career development initiatives and succession planning programmes.
• Where appropriate, lead the implementation of learnership opportunities and programmes in line with the overall strategy.
• Drive performance development review processes across the Business to ensure they are aligned to the Business’s people strategy and that development programmes have a positive impact on Business performance.
• Lead the implementation of a leadership framework (personal and organisational leadership) within the Business, focused on requisite future skills and offering opportunities for growth and development.
• Oversee the design and delivery of in-house training programmes, as well as the creation and facilitation of leadership/talent management programmes for the Group.
• Manage, oversee and report on the training budget and spend.

2.6. Workforce Modernisation

• Act as an advocate of change and modernisation in support of business and HR strategies.
• Lead the identification and implementation of workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient operations.

2.7. Diversity and Inclusivity Leadership

• In conjunction with the Head of Communication & Culture, drive the process of creating a diverse and inclusive culture within the Business.
• Keep abreast of legislative changes relevant to employment equity, the employment of expatriates and local employment promotion and lead the operational interpretation for the Business and the implementation towards building an inclusive culture across the Business.
• For Namibia and SA, manage the annual and 5-year employment equity/affirmative action planning process and consultation.

2.8. Employee Relations and Wage Negotiations

• Lead and oversee the employee relations and conflict resolution programmes and processes towards maintaining industrial harmony across the Group.
• Direct and guide the conduct/misconduct, disciplinaries and grievance processes across the Business.
• Provide strategic input in consultations with organised labour and drive full compliance with recognition and collective agreements in the countries in which the Group operates.
• Advise leadership on complex employee relations issues.
• Drive the collective bargaining agreement negotiation and administration across the Group.
• Manage and monitor the implementation of collective or sectoral agreements.
• Review all disciplinary cases and statistics to ensure that company policy is adhered to and identify areas of non-compliance.
• Resolve escalated disciplinary and employee relations-related cases, as the final point of contact.
• Represent the relevant company where appropriate at the CCMA, at other countries labour mediation, labour court or labour inspector and where necessary brief the company attorneys accordingly.

2.9. Employee Wellness Management

• In conjunction with the Head of Communication & Culture, lead the development of an integrated wellness plan and ensure that the Business is enabled to provide an effective employee wellness service.
• Lead in the compilation and implementation of the employee wellness programme for the Business and monitor the effectiveness and impact of the initiatives and programmes to improve employee health and wellbeing.
• Drive the implementation of policy, operating procedures, confidentiality guidelines and other mechanisms necessary to operate and evaluate the employee wellness programmes effectively.

2.10. Coaching

• Advise, coach and support the executive team on a wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice.
• Support the leadership team in fostering a supportive culture through appropriate initiatives.
• Partner with the Chief People and Culture Officer, the Business HR team and external providers to equip Business leaders with appropriate tools and knowledge to effectively manage their teams in alignment with their short-term and long-term organisational plans.

2.11. Remuneration Management

• Develop, implement and maintain remuneration and payroll policies, systems, tools and templates that incorporate market research and best practices to guide managers through remuneration decisions.
• Identify, propose and implement total reward solutions to influence employee behaviour, to attract and retain talent and to improve Business performance in a cost-effective manner.
• Regularly consult with internal business executives to assess benefits, remuneration and compliance needs.
• Devise, maintain and monitor fair and equitable pay rates across the Business.
• Lead and manage the year-end pay and benefits review and bonus payment cycle.
• Manage service level agreements with benefits service providers.
• Research and make recommendations on complex retirement, medical and insurance plans.
• Drive the preparation of remuneration and benefits budgets.
• Drive adherence with payroll procedures
• Conduct monthly cost analyses of the organisational structure and drive initiatives to manage and control staff-related costs across the Group.

2.12. Back Office Management

• Establish and maintain an effective back office to drive human resource administration and to address related employee queries.
• Manage an effective document management system to ensure that employee information is accurately recorded.
• Manage and monitor the execution of human resource administration support workflows (including appointments finalisation, service exit administration, benefits administration, record updates and maintenance, leave, injuries on duty, long service rewards, allowances and deductions).
• Optimise HR modules in Sage 300

2.13. Information and Data Management

• Consolidate data from all systems impacting on human resources and remuneration to analyse human resource-related data and identify trends and anomalies.
• Share and report relevant management information with operational and executive management teams to enable reliable business decision-making.
• Ensure relevant information is available on the Group SharePoint and where necessary work in conjunction with IT to design new solutions.
• Oversee and assure the data integrity of human resource management systems.
• Oversee and assure the integrity of remuneration and job grading data and information across the Business.

2.14. Financial and Asset Management

• Formulate and manage the HR budget.
• Meet budgetary targets.
• Manage fixed and operational assets ensuring they are utilised optimally.

2.15. People Leadership

• Build the team’s culture, capability, capacity and engagement and lead the HR team towards meeting strategy and targets through regular communication and utilisation of the full organisational talent management tool set.
• Manage and deliver on executive succession plans to enable the development of a future generation of leaders and ensure optimal turnover and retention levels are maintained.
• Champion learning and development of the HR team utilising available learning opportunities or contributing to the development of new learning solutions in collaboration with internal and external learning specialists.
• Manage overall employee relations climate within the HR team and ensure corrective action is taken where required in line with relevant legislation and company policy.
• Strengthen the team’s connection with work, colleagues and the Business so that they experience a sense of purpose and meaning, making a greater contribution to organisational performance and serving as advocates for the Business.
• Identify organisational and individual capability requirements and align strategy, people and processes to optimise effectiveness and achieve organisational goals and transformation.
• Effectively manage conflicts and disputes as well as diffuse tensions amongst various stakeholders in the Business.

2.16. Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

Qualification and Experience

• BCom ideally commercial/finance management with HR
• Ideally operations experience having moved into HR
• At least 15 years’ experience of which 8 must be at a senior management/leadership level
• Extensive experience with managing IR and HR-legal matters – representing the Company in arbitration and collective bargaining and directing legal challenges
• Pan African experience and understanding
• Generalist capability at a senior management level
• Organisational design experience (grading, profiling, organogram design, total rewards models)
• Willing to travel to sites regularly

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