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2 Arbroath Road, HQ Bedfordview, 2008, South Africa.
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HR Manager

Candidate: 26576
Available: Available
Location: Ekurhuleni (East Rand)
Gender: Female
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HR Manager
R10000- R100000
1 Calendar Month
HR Management

N4 Secretarial Certificate:Computer Practice - N4, N5, Office practice – N4, Typing – N4, N5 & Communication – N4, N5
Diploma in HR Management:Personal Management I, II, III, Business Management I,II,III, End user computing I, Accounting Skills, English Communication, Labour Relations, Industrial Relations, I, II and Management in Training I, II
Programme in Advanced Labour Law:Programme in Advanced Labour Law
Grade 12:Afrikaans, English, Accountancy, Mathematics, Typing, Biology
MS Access,MS Word,MS Publisher,VIP Payroll,Microsoft,AS 400,HTML,Lotus,SAP,Word Perfect,Windows 10,E-Mail,Internet,MS Projects,Lotus Notes,MS Works,Typing 80 w.p.m.,Windows (basic),E-Pos,Windows,MS Excel,MS Explorer,MS Outlook,MS PowerPoint,KPI
Leading developer and manufacturer of a wide range of quality cordsets, extension cords, moulded plug and socket systems, wire harnesses and cable accessory products for the global electrical and electronics markets:HR Manager From 2016-04 To Current

HR strategy

  • Crafting and execution of appropriate, value adding HR strategy for the organisation.
  • Represent HR at Exco level.
  • Define Culture & Values as people success drivers.
  • Compile and regularly revise HR Policies and Procedures, employment contracts and HR documents to ensure alignment to legislative and operational requirements.
  • Responsible for Shared Services department to provides support functions at a strategic and operational level.
  • Assess and implement relevant trends / changes in legislation, methodologies, initiatives etc within the various business units.
  • General HR services to managers.
  • Compile monthly HR schedules / reports as required for management meetings and EXCO
  • Manage HR based due diligence processes relating to acquisitions of companies.
  • Arrange annual management strategic planning session.
  • Ensure clearly defined and available documentation and process flows for HR processes.



  • To ensure the effective attraction, motivation and retention of core operational talent through consistent and effective Staff Planning, Full Recruitment and Selection to meet the company’s needs.
  • Management of the HR environment Proactive compliance to EE, Skills Development, BCEA, LRA, HR aspects of corporate governance Unions and Employee Relations Management
  • Perform and Implementation of Job grading activities as required.
  • To create awareness and drive effective utilization of the employee wellness programme to promote employee wellbeing and position the brand as an employer of choice.
  • Create, monitor, evaluate, implement and train on all company policies and procedures as per the legislation and requirement of the company strategic planning.
  • To communicate and demonstrate the desired culture within our values and maintain positive relationships with all internal and external stakeholders, including a strong operational partnership, to ensure delivery and implementation of the regional strategy.
  • To facilitate change through the effective communication and implementation of the Employment Equity plan, Annual Training Report, Workplace Skills Plan and transformation forum and to meet the division's transformation targets and contribute towards social and community upliftment.
  • Compensation and Benefits - To ensure accurate, comprehensive and timeous HR reporting (Spectrum) to make quality decisions and to meet legislative requirements.



  • Full Death Process
  • Disability Process
  • Full Termination Process
  • Employment Identification of skills requirements Development of person and position specifications Development of Employment strategy and supporting policies, aligned to business objectives and legal compliance requirements.
  • Create, implement, maintain job profiles and KPI’s for each position in the company.



  • Knowledge of remuneration restructuring and payroll
  • Management – Wages
  • Salary Benchmarking


Performance Management/Change Management/ Individual Development Plans/Succession Planning/Mentoring Programmes 

  • Development and implementation of Key Responsibility Areas
  • Develop/train/implement performance management/individual development and succession planning
  • Development and Implementation of an Appraisal/Rewarding system Mentoring and Coaching strategies
  • Lead programs that are aimed at improving employee morale.
  • Identify and analyze current organizational effectiveness.
  • Implement Employee surveys
  • Job Profiles, KPI’s



  • To ensure fair and consistent labour practices and processes in compliance with legislation, company policies and procedures. Develop and manage Industrial relations issues including the unions and Bargaining Council. Manage discipline and grievances effectively
  • Represent the company at CCMA cases.
  • Coordinate and chair meetings with Trade Union assist with queries and wage negotiations
  • Develop and implement action plans for the effective management
  • Update management on LRA and give guidelines


BBBEE – Full Function

  • Create and analyse BBBEE scorecard
  • Maintain and improve company BBBEE scoring
  • Implementing relevant skills development programs.
  • Oversee Social responsibility initiatives.
  • Management Control /Employment Equity
  • Preferential Procurement/Enterprise Development/Supplier Development



  • Driving up Employment Equity plan in terms of the legislation.
  • Facilitating EE structures (meetings etc.).
  • Create and implement and monitor EE plan
  • Development of strategies, core plans to achieve the EE plan in conjunction with line management.
  • Communication, training and awareness of all employees regarding company EE plans.
  • Complete and submit the Annual Employment Equity Report timeously.
  • Maintain relevant equity standards and targets.
  • Ensure compliance with Employment Equity Act as well as the Employment Equity Plan.



  • Identity the skills in the company and close the gaps by training and implement, monitor, maintain and execute the Training Plan. Skills and Training Audits.
  • Transformation
  • Complete and Submit the Annual Training Report and the Workplace Skills Plan timeously.
  • Discretionary Grant applications / Pivotal Plan Reporting
  • To effectively implement the companies Learning and Development framework to ensure the delivery of excellent standards.
  • Development of career development program in conjunction with line management.
  • Study loan applications and working / assistance of students as required. Bursaries
  • Learnership / Apprenticeship /Internship / Workplace Experience process / Skills Programmes / ABET.
  • Development of critical scarce skills.
  • People Development, Individual development programmes
  • Development and implementation of skills development strategies.
  • Succession planning, career planning, talent management, mentoring and coaching.
  • Acting as Skills Development Facilitator for company.
  • Statutory compliance with Skills Legislation and Skills grants.
  • Provide coaching/mentoring programmes for team leaders & employees.
  • Management training on all legislative requirement.
  • Champion initiatives and activities within the businesses and functions supported e.g. diversity, wellness.
  • Leveraging with the Talent & Learning Function to ensure delivery to staff training for business delivery.
  • Handling of all internal Employee Wellness committee initiatives.
  • Implementing relevant skills development programmes.
  • Training needs analysis results and identification of all training needs (performance appraisal results etc.) – Skills Matrix
  • All statutory SETA returns and claims.
  • Researching of course material and service providers to ensure effective training programmes.
  • All driver trainer and certification to meet legislated standards.
  • Ensuring that training and development plans compliment Employment Equity guidelines of the company.
  • All SDF skills as per legislation.



  • Controlling of costs over the spectrum of budget items for HR / Training Department.
  • Cost effective selection and recruitment.
  • Recovering of SETA money.
  • Doing budgets for HR, BBBEE and Training.



  • Responsible for all implementation, appointment and training of all health and safety standards in the company
  • See that all OHS legislative are up to standard in the company
  • COIDA requirement
  • Quality requirement
  • Security requirement
  • Environmental requirement

Is a South African services, trading, and distribution company:HR Manager From 2015-07 To 2016-03
  • Strategic HR Focus
  • Full HR/Recruitment/Termination Function
  • Union and Employee Relations Management
  • Perform Job activities as required.
  • Employee wellness programme
  • Compensation and Benefits
  • Shared Services department responsibility
  • HR reporting
  • IR and Labour Relations Function
  • Responsible for the Health and Safety of organization.
  • BBBEE – Full Function
  • EE – Full function
  • Performance Management and Change Management
  • IDP’S (Individual Development Plan)
  • Job Profiles KPIs
  • Transformation
  • Full Training and Development of employees and submission of reports/Apprenticeship/Learnerships
  • Responsible for the HR / Training / BBBEE Budget

Mining:H R Manager From 2011-03 To 2015-01
  • Strategic HR Focus
  • Full HR/Recruitment/Termination Function
  • Union and Employee Relations Management
  • Perform Job Grading activities as required.
  • Employee wellness programme
  • Compensation and Benefits
  • HR reporting
  • HR Administration / Full PAYROLL function
  • IR and Labour Relations Function
  • Responsible for the Health and Safety of organization.
  • BBBEE – Full Function
  • EE – Full function
  • Performance Management and Change Management
  • IDP’S (Individual Development Plan)
  • Full Training and Development of employees and submission of reports
  • Responsible for the HR/Training Budget

Is a leader in supply chain management and logistics solutions, handling everything from logistics to customized shipping solutions:Human Resource Practitioner From 2008-07 To 2011-03
  • Strategic HR Focus
  • HR/Recruitment/Termination Function 
  • Union (SATAWU) and Employee Relations Management
  • Perform Job Grading (PATERSON GRADING - PERONMES) activities as required.
  • Employee wellness programme 
  • Compensation and Benefits 
  • HR reporting 
  • HR Administration 
  • Payroll Assistance
  • IR and Labour Relations Function
  • Responsible for the Health and Safety of organization. 
  • BBBEE – Full Function
  • EE – Full function 
  • Skills Plan timeously. 
  • Performance management and Change Management
  • IDP’S
  • Full Training and Development of employees and submission of reports
  • Responsible for the HR budget

Glass manufacturer:Human Resource Administrator From 2004-10 To 2008-07
  • Miscellaneous, correspondence,
  • Telephone etiquette
  • Training administration of all courses,
  • Stationery management
  • Maintain cost statements on monthly basis
  • Update monthly training reports
  • Compile the development of the Annual Skills Development Plan as well as Discretionary Grant application to the SETA.
  • Training Reporting
  • Register learners at specific SETA’s and at the institutionalized training centers.
  • Learnerships/Apprenticeships
  • HR Administration, Engagement and Termination
  • Assist with the Recruitment and Selection process.
  • Payroll Administration
  • Payroll / HR System updates and reporting
  • Maintain the HR policy and procedure database
  • Assist with ir issues, relating to disciplinary hearings etc.
  • Assist and maintain balance scorecard,
  • Assist with performance appraisal

Mining:Human Resource Training Coordinator From 2000-01 To 2004-09
  • General office work and housekeeping
  • Employee relations, i.e. information employees of courses offered by Impala.
  • Training Administrator and Reporting
  • Upkeep of ISO procedures.
  • Supervise office assistant.


Payroll Administrator

  • Full Payroll function.
  • Reconciliation of 3rd party companies

Financial Services:Creditors supervisor From 1996-01 To 1991-12
  • Reconciliation of 5 bank statements, general ledger payments, computerizes.
  • The bank statements were each worth R1.5 million.
  • Daily finance duties


Senior Creditors Co ordinator

  • Capturing/balancing of daily receipts.
  • Handling all queries


Data Capturer

  • Capturing of incoming loans

Banking:Data Capturer From 1994-07 To 1995-11
  • Daily capturing of cheques, new and existing application of cards, recons etc
Ekurhuleni (East Rand)
Ekurhuleni (East Rand),Johannesburg (Incl. Northern Suburbs),Tshwane (Pretoria),Johannesburg (West Rand)
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