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HR Operations Generalist- Durban-eThekwini (Durban):

Job Number: 55688

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HR Operations Generalist- Durban
MS Access,MS Excel,MS Explorer,MS Outlook,MS PowerPoint,MS Word
eThekwini (Durban)
Reports to:HR Executive Purpose of the Position To effectively lead the People side in the Operations. This requires that you are visible and accessible to staff, Support the Management in the Operations and ensure compliance against all the procedures HR are accountable for. The HR Operations Generalist assumes the responsibilities as assigned by the Executive. Key Functional Responsibilities DC Support Carries out the areas responsible for against the policy and procedure as signed off by the HR Executive. You will be responsible for the site specific corrective action guidance, manage all aspects of the NBCRFLI, RFA and TETA requirements, whilst balancing the unions and bargaining counsel queries, site payroll, recruitment and succession planning, whilst keeping key employee retention at top of mind. The below will be clarified and instructed as to when to execute by the HR Executive and the scope will be agreed off before any action is taken. Manages employee communication and feedback as guided by the HR Executive which would include being present in staff meetings, caretaking the DC specific suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Manages the DC staffing planning that evaluates the structure, job design, and personnel forecasting for the site. This is reported to the HR Executive so that signoff can be agreed. Identifies and monitors the DC culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Manage full function of Employment Equity reporting and submission as well as WSP submissions for the Site. Provide basic support and guidance in relation to HR practices to employees, supervisors and management. Act as point of contact for the DC’s and the HR Corporate office when matters are escalated or being tracked. Facilitate wellness days, Medical Aid and Provident fund updates, and other yearly meetings. Training Management Induction and Promotions Identify and assesses current and future training needs through job analysis, career paths and consultation with the line managers Execute the training and development plan that addresses needs and expectations to up skill our teams Resolve specific problem areas in skills gaps and tailor training programs as necessary Review and monitor that induction and promotion processes are done in a fair manner. Monitor and evaluate training program’s effectiveness and report accordingly. Payroll Queries Management Partners with management to communicate Human Resources policies, procedures, programs, and laws. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. Reviews employee appeals through the company complaint procedure. HR Law’s and compliance procedures Lead and assist the DC compliance with all existing governmental and labour legal and government reporting requirements including any related to the following: Employment Equity, Skills Development BBBEE requirements, RFA changes and requirements BCEA & LRA, NBCRFLI requirements Experience and Position Competencies Required Specialisation Specialized experience in RFA, Unions, compensation, organizational planning, organization development, employee relations, training, and preventive labour relations is essential. 5-8 years within the Transport Industry and well versed with the RFA, NBCRFLI and TETA requirements in the Human Resources role at a level that reports into the HR Executive. Education Must have a Grade 12 Matric certificate Relevant Qualification in HR Core Competencies measured Work Ethic 5% Is keenly aware of the time frame in which tasks or projects need to be done. Accepts and mirrors the level of urgency conveyed by manager or customer being served. Puts first priority on the needs of the organization or the needs of its customers. This contrasts with the behavior of individuals who lose sight of approaching deadlines, fail to fully accept ownerships for commitments that have been made to others, and/or make decisions and spend time in self-serving ways that fail to place proper emphasis on organizational or customer needs. Job Skills 20% Possesses sufficient job skills and knowledge to perform the job in a competent manner. Is able to demonstrate skills and knowledge in day-to-day situations. This is distinctly different from those individuals who lack sufficient job skills or knowledge to meet job requirements or who have the skills and knowledge, yet struggle to apply them to day-to-day situations on the job. Safety 5% Makes sure to understand every safety practice expected by the organization. Takes no shortcuts that increase the risks of accidents, personal injuries or equipment failures. Looks for unsafe practices in the workplace and takes responsibility to ensure that others are aware of the potential impact. This is distinctly different from those who are unaware of many safety expectations, take shortcuts that increase safety risks, and/or fail to recognize and take timely action to increase safe practices by others. Productivity 20% Meets or exceeds productivity standards that have been established for his/her organizational level or position. Has successfully combined skills, ability and effort level to ensure that expectations related to results/output are achieved. This is in contrast to those individuals who fail to meet standards due to a shortfall in essential skills, ability or the level of energy/effort required. Quality of Work 30% Has established a track record of producing work that is highly accurate, demonstrates attention to detail and reflects well on the organization. Is personally committed to high quality work and encourages others to have similar standards. This differs from those who cannot be relied upon to produce high quality work, pay little attention to detail, show little pride in a job well done and/or set a poor example for co-workers or direct reports. Quantity of Work 15% Produces an amount of work that meets or exceeds job expectations. Makes sure that quality does not suffer as the quantity of work increases. Works effectively with peers and carries own share of team workload. This contrasts with those whose output level is clearly below organizational needs, those who make unacceptable tradeoffs between quantity and quality, and/or those whose output is typically below that of others when they are placed on a team. Integrity 5% Acts in ways that demonstrate personal integrity and serves as a positive example of why others should trust. The motives of the organization. Views himself or herself as a reflection of the organization by following through on commitments and accepting ownership of any mistakes he or she might make. Leaves others with the clear impression that integrity is a core value at this organization. This is in contrast to individuals who make commitments that go unmet, fail to acknowledge their role in disappointing events, or whose actions (or inaction) leave others with doubts about the level of trust that should be placed in the organization. Excellent English Literacy Excellent Numeracy capability Full advanced experience on MS Office

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Must have a Grade 12 Matric certificate Relevant Qualification in HR NBCRFLI requirements 5-8 years within the Transport Industry and well versed with the RFA, NBCRFLI and TETA requirements in the Human Resources role at a level that reports into the HR Executive
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