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Human Resource Generalist

Candidate: 451333
Available: Available
Location: Johannesburg South
Gender: Male
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Human Resource Generalist
R0- R0
30 Days
Bachelor of Commerce: Industrial Psychology
Bcom (Industrial Psychology):Industrial Psychology, Psychology, Human Resources Management, Economics, Accounting, Business Management
Grade 12 :Mathematics, Economics, Accounting, Sepedi, English and Afrikaans
MS Word, MS Publisher, Microsoft, MS Excel, MS Outlook, MS PowerPoint, E-Mail, Internet, Windows (basic)
Management Consulting: Human Resources Lead From 2019-02 To Current

Recruitment and on-boarding of employees

  • Take an active part in the selection process, in collaboration with the Regional HR Manager and line management.
  • Manage the employment contracting, enrolment and on-boarding process
  • Analyse trends and proposes alternative recruitment sources
  • Effective and efficient management of the recruitment and on-boarding processes


Talent Management

  • Implement talent management processes by educating line managers and employees on the processes
  • Manage the talent management processes and monitors adherence
  • analyse all talent management related data and recommends changes where necessary to facilitate process improvement
  • Talent management data integrity


Employee Relations

  • Assist in providing a first line labour relations consulting service Promote dispute prevention
  • Evaluate merits of the case and advises on process and preparation required
  • Attend hearings, grievances and other employee relations meetings as advisor and to ensure procedural and substantive fairness
  • Facilitate timeous resolution of grievances
  • Understanding of the Labour Legislation, related policies and procedures and communicates applicability to line management and employees
  • Clear knowledge and understanding of employee relations policies and processes
  • Understanding and communicating the impact of decisions and actions on wider employee relations, precedent setting, morale and reputational risk
  • Advising and educating line managers and employees on documented employee relations processes, legislation and policy application
  • Ensuring that relevant hearings and grievance meetings are set up
  • Enabling the transformation of the Employee Relations culture, especially within line management
  • Implementing partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department.


HR Analytics

  • Using HR technology and systems to analyse and interpret relevant HR data
  • Compiling and presenting meaningful HR reports through interpretation, comparisons and trend analyses
  • Overseeing the process of ensuring data integrity of HR system
  • Accurate and reliable calculations and reports
  • Relevant analytics facilitating effective decision making based on empirical information and accurate data


Process efficiency

  • In-depth understanding of HR processes, and highlighting any inefficiency and recommends corrective actions
  • Leading the implementation and execution of solutions
  • Knowledge and understanding of HR policies, processes and systems and communicates these effectively to all relevant stakeholder.
  • Advising and educating staff on the correct application and intent of HR policies, processes and systems
  • Directing employees and line management with the correct route to take with more complex HR issues
  • Ensuring the integration of employee engagement, motivation and empowerment initiatives and policies across the workplace (both within and outside of HR)
  • Staff movement and separation of employees
  • Manage the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation)
  • Manage the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity)
  • Efficient and effective implementation of staff movement and separation processes and procedures


Remuneration and Employee Benefits

  • Understanding of all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers
  • Doing calculations and formulae related to remuneration and benefits
  • Doing salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness
  • Doing audits and highlights inequalities in remuneration and benefits


Change Agent

  • Implementing clearly defined change management processes and facilitates the successful implementation of change projects
  • Utilizing necessary material to support line management and employees in adhering to change expectations
  • Coaching and educating line management and employees in respect of the practical application of the change processes
  • Change management projects and processes implemented

Mining: Human Resource Officer (SAP) From 2015-06 To 2019-01

Recruitment & Selection:

  • Job analysis in conjunction with line management to draw up accurate job descriptions
  • Advertising of vacancies in the various media or through consultants to ensure optimised costs vs. effective recruitment
  • Screening and short listing of all applicants and response handling
  • Security clearance of employee as and when required
  • All sign-on documentation and take-on documentation
  • Accurate loading of the employee personnel details onto the HR Information System
  • Generation of probationary period programs in conjunction with line management
  • Monitoring of new incumbent through the induction process and facilitating interventions as required.

Training & Development

  • Training needs analysis results and identification of all training needs (performance appraisal results etc.)
  • Initiation and implementation of Training Compliance Record system
  • Development of Career Development program in conjunction with line management
  • Submission of Workplace Skills Plan (WSP) and Annual Training Reports (ATR)
  • Study loan applications and working / assistance of students as required
  • All statutory SETA returns and claims
  • Researching of course material and service providers to ensure effective training programmes
  • Ensuring that training and development plans compliment Employment Equity guidelines of the company
  • All Skills Development facilitation as per legislation.

Employment Equity:

  • Compiling the Employment Equity plan (in required format and on time) in terms of the legislation, for approval by the Human Resources Manager.
  • Facilitating EE structures (meetings, recruitment profiles etc.)
  • Communication, training and awareness of all employees regarding company EE plans.

Human Resources Administration

  • Collating employee payroll data from various sites in preparation for monthly salaries for Payroll Officers to Load. (Overtime, Shift Differentials and Expenses Claims)
  • Headcount reporting on a monthly basis to Human Resources Manager (including WSP / ATR progress, leave, staff turnover, etc.)
  • Employment equity statistics
  • Completion of statistics survey (quarterly)

Safety, Health And Environment

  • Ensure that all employees conduct their SHEQ inductions within their probationary periods
  • Employee medicals – pre-employment, annual, exit and executive; as well as feedback, action and care of identified cases
  • Facilitation of employee wellness through education, creating awareness and counselling
  • International Mobility
  • Collate all the necessary documents needed to initiate assignments for the International
  • Assignees in various African Countries.
  • Arrange for location orientation for Assignees and their families
  • Liaise with our preferred supplier on Assignees’ temporary accommodation, schools search for long term Assignees bringing children on assignment, long term accommodation, setting up bank accounts
  • Maintenance and timeous update of the International Assignees schedule and sending it to the business to update them on any movements


Graduate – Human Resources
June 2015

  • Proactively partnering with the business leadership to align HR strategies, policies and procedures with the current and future business goals.
  • Adhoc HR administrative tasks
  • Preparing new hire’s documents and on-boarding packs
  • Coordinating and managing the on-boarding process for new employees
  • Compiling Employment Equity Reports and Submissions to the Department of Labour
  • Enabling and assisting the business to attract and retain the diverse talent required to maintain a competitive advantage.
  • Arranging development workshops for graduates at different levels in the programme
  • Managing miscellaneous HR projects as needed by the HR Manager
  • Orica’s contact person at the South African Graduates Employers Association (SAGEA).
  • Coordinating attendance at university career fairs
  • Championing the Employee Engagement Survey
  • Coordinating assessment centres as the major and final stage in the graduate recruitmentprocess
  • Preparing the HR Audit, to improve on the support that the Human Resources function provides to the business
  • Liaising with the Remunerations & Benefits Specialist in ensuring that the expatriate assignments are well aligned and administered as per company standards as well as requirements by the clients.
  • Human Resources Information Systems administration (SAP)

Financial Services: Service Consultant From 2014-02 To 2015-05
  • All-rounder consultant; opening savings accounts, granting credit facilities, processing cash and cheque deposits, and all administrative duties at the beginning and the of each business day.
Johannesburg South
Ekurhuleni (East Rand),Johannesburg (Incl. Northern Suburbs),Tshwane (Pretoria),Johannesburg South,Johannesburg (West Rand)
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