Job Purpose:

To provide human resources related services to the organisation’s business units with focus on Employee Relations, in addition to Generalist HR functions. These include; Talent Management, Recruitment and Induction/On-boarding, Payroll, Training and Development, Internship Programmes, Performance Management, Health and Safety, Staff Engagements and Employment Equity.

 

Qualification & Experience:

 

• Relevant Three Year – Degree in Human Resources Management / B Com in Industrial Psychology;
• 3-5 years of Human Resources generalist experience not limited to: recruitment, payroll,      talent management, training & development, HR audits, performance management and employment equity;
• Experience in the facilitation and co-ordination of Employee Relations including disciplinary procedures and processes and providing advice to business units, CCMA procedures;
• Solid knowledge of the Basic Conditions of Employment Act, Employment Equity Act, Labour Relations Act and Skills Development Act;
• Membership of HR body (e.g. SABPP; IPM) highly advantageous.

Key Responsibilities:

Employee Relations:

• Maintain strong relationship with legal department;
• Establish relationship with open channels of communication with Union (NEHAWU);
• Manage the Union relationship and all relevant matters (e.g. shop steward meetings, agreements etc.);
• Ensure Grievance and Disciplinary procedures are documented, aligned to legislation and communicated to business units;
• Facilitate the process for CCMA cases (e.g. Conciliation, Arbitration, Con-Arb);
• Represent NFVF at CCMA;
• Identify changes in legislation impacting ER policies and make recommendations to ensure alignment; and
• Conduct workshops in collaboration with the policy department on HR Policies and Procedures for staff.

Talent Management:

• Coordinate training and development needs for NFVF staff, including:
  • Identify training needs;
  • Identify training providers and coordinate the training;
  • Act in the capacity of Skills Development Facilitator liaising with the SETA; and
  • Supervise drafting of WSP and ATR.

 Recruitment and Induction:

• Compile advertisements for vacancies (by Liaising with the HoD);
  • Advertise positions internally;
  • Coordinate the process for external advertisements if required;
  • Receive, screen CV’s, shortlist suitable candidates and request further shortlist from HoD for interview purposes;
  • Provide feedback to candidates after the interviews have taken place;
  • Draft the offer of employment and make the offer to the successful candidate;
  • Liaise with Service Providers regarding the need for psychometric assessment (if required);
  • Facilitate the induction process and introduce the new employee to relevant staff members, and orientate the new employee in terms of the organisation, the role, vision and mission, policies etc.; and
  • Facilitate exit interviews and provide the necessary feedback.

Compliance with HR legislation:

• Review and update all HR Policies and Procedures to ensure alignment to and compliance with labour legislation;
  • Facilitate the Employment Equity process within the NFVF and ensure that the relevant documents (e.g. EEA2, EEA4, EE Plan, EE Analysis Report) are developed and implemented;
  • Act as the appointed Employment Equity champion;
  • Liaise with the auditors regarding quarterly audits; and
  • Act as the first line of communication/support in providing the necessary information required.

Payroll Processing:

• Adjust salaries on Pastel as per approved annual increases;
  • Load new employees on the system;
  • Capture employee information (e.g. hours worked, leave, personal information);
  • Ensure that 3rd party payments are processed timeously;
  • Issue IRP5’s to employees; and
  • Submit EMP201’s and EMP501’s to SARS as required.

Internship Programme:

• Identify the NFVF’s needs in terms of interns;
  • Submit letter of intent to MICT SETA for internship programme;
  • Recruit host employers and identify their specific requirements;
  • Place the interns at the host Employers according to the needs of the host employers and the skills, abilities and knowledge of the Interns;
  • Facilitate the induction programme and other sessions for Interns;
  • Facility the process of identifying and appointing mentors as well as induction for the mentors;
  • Liaise with the service provider regarding the payment of allowances for Interns;
  • Constant liaison with the Mentor and Host Employer regarding ER Related matters; and
  • Facilitate the exit process for Interns.

Staff Engagements:

• Identify staff engagement opportunities (e.g. Wellness Days) and determine appropriate scheduling;
  • In partnership with the Communications team, determine communication medium appropriate to relay any staff related communication; and
  • Assess impact post engagement and identify areas for improvement.

Performance Management Process:

• Facilitate and coordinate the bi-annual and final performance reviews;
  • Receive the half year scores from the 360-degree performance management system used;
  • Follow up with Managers after the outcome of the performance management session (e.g. training or improvement needs);
  • Consolidate the performance management scores and submit to MANCO;
  • Liaise with the moderation committee and set up the meeting for the Committee;
  • Submit all the scores to the Moderation Committee;
  • Get final scores from the Moderation Committee (after approval from the Moderation Committee);
  • Apply the Performance Management Policy to calculate the performance bonuses;
  • Provide feedback to HoD’s on the employee’s final scores and the bonus;
  • Manage the payroll aspect for bonus payments; and
  • Work closely with line managers in providing the necessary support for employees identified as under-performers.

Skills & Behavioural Attributes:

• High level of confidentiality and integrity
  • People management skills
  • Ability to multi-task
  • Planning and organisational skills
  • Attention to detail
  • Good verbal and non-verbal skills
  • Computer Literacy
  • Administration
  • Practical knowledge of the Public Sector;
  • Financial Awareness.
  • Microsoft Office Suite

Suitably qualified and experienced candidates are invited to submit their abridged curriculum vitae via email to      vacancies@nfvf.co.za by no later than 28 May 2026 at 16h00.

Note: Correspondence will be made only with the shortlisted candidates and no late applications will be     considered.

It is the applicant’s responsibility to have foreign qualifications evaluated by the South African Qualifications Authority (SAQA).

Applications not responded to within 30 days of the closing date must be considered unsuccessful.

The NFVF reserves the right not to make an appointment.

We wish you all the best with your applications