A well-established agricultural company specialising within food processing requires the above to execute and manage HR strategies, policies and practices as well as provide operational and strategic HR support to various divisions within the company.
Minimum requirements for the role:
- Tertiary qual in Human Resources degree or diploma is essential.
- Previous experience within a Human Resource role is essential, with strong experience in employment and industrial relations.
- The successful candidate must have excellentverbal and written communication skills.
- The successful candidate must have attention to detail as well as sound organisational skills.
- The successful candidate must have knowledge of the LRA and BCEA
- Experience of the Agricultural Sectoral Determination will be advantageous.
- The successful candidate must be an innovative thinker and have good problem solving skills.
- Must be computer literate with a good knowledge of Microsoft Word, Excel and PowerPoint.
- The successful candidate must have the ability to constructively influence the working environmentand culture.
The successful candidate will be responsible for:
- Managing employee relations, learning and development, as well as promoting and implementing a high performance culture aligned with the organisations vision.
- Preparing reports and recommending procedures to reduce absenteeism and staff turnover.
- Serving as a link between management and employees by handling questions and helping resolve work-related problems.
- Compiling job specifications, sourcing suitable candidates through various means including liaising with recruitment companies and screening applicants.
- Conducting salary surveys to analyse remuneration packages and benefits and recommending changes to management to ensure competitive remuneration packages and benefits.
- Identifying possible training, development and learnership opportunities within the company.
- Conducting training needs analysis to establish training requirements across all levels of the company, as well as monitoring and controlling staff training and development.
- Establishing and monitoring job objectives and key performance indicators for staff in conjunction with management.
- Developing and implementing a performance management system, as well as assisting management when conducting performance appraisals.
- Managing the company’s Employment Equity policy and program.
- Advising management on full spectrum of Industrial Relation issues.
- Monitoring compliance with legislation, including Basic Conditions of Employment Act, Labour Relations Act and Skills Development Act.
- Ensuring that management is kept updated with changes in legislation affecting industrial relations.
Salary package, including benefits, is highly negotiable depending on experience gained.