Employee Relations and Talent Acquisition - IT Ridge Technologies Pty Ltd - Randburg

Description 1. Employee Relations: Formulates the Group’s ER strategy in line with the Group’s overall strategy and business objectives for approval by the General Manager: HR. Reduce risk by developing programs, policies, and promoting procedures to promote fair and equitable employee relations and business decisions. Responsible for highlighting employee relations infractions and recommending resolutions to management. Acts as a representative for the Group in all union-related matters. Design programmes to ensure the fair treatment of employees and effective communication between employees and managers. Educate and communicate employee relations policies, procedures, programs, and legislation to all stakeholders thereby minimising the Group’s risks Recommends employee relations practices to GM: HR necessary to establish a positive. Employer-employee relationship and promote a high level of employee morale and motivation. Monitors the implementation of a performance improvement process with non-performing employees. Management of general employee appeals through the company grievance procedure. Track and monitor grievances as well as develop effective strategies to reduce reported grievances and disputes. Provide expert advice and guidance to General Management on all labour-related processes such as S189, S197, realignment of roles, and restructuring. Keeping the Group abreast of changes in legislation and advising on compliance and mitigation of risk. Enhance Employee Relations capability amongst line managers and HR Business Partners through training, coaching, and the development of effective tools and guidelines. Maintaining and supporting effective, solutions-focused, and trustworthy partnerships with external stakeholders that support ER and IR activities on behalf of the Group. Recommend policies to GM: HR for approval by the People Practices Committee. Manage the ER Team in delivering a proactive and efficient employee relations function. Review all employment policies, ensuring they are compliant and updated to reflect employment legislation. Represents the Group in Grievances, Arbitrations, Dispute resolutions, contract negotiations, and other employee relations legal matters Represent the Group in all Labour Court and Labour Appeal Court through external attorneys. Continuously improve ER processes through the use of internal and external data available to the Group. 2. Talent Acquisition Design, develop, and oversee the implementation of the Talent Acquisition strategy, policies, processes and programs to attract, evaluate, and hire qualified candidates. Develops and builds hiring processes within the Group. Manage initiatives to establish a strong Employer brand for the Group. Develops, streamlines, and enhances staffing systems, tracking reporting and analysis. Leads sourcing and recruiting initiatives and processes to leverage networking and employee referral Ensures compliance with all legal, employment equity, and employment regulations. Research and recommend new sourcing tools and recruitment software. Maintain talent pipelines with potential candidates and past applicants for future staffing needs Provide management with training on recruitment policies, processes, and interview techniques. Ensure that recruitment effort is aligned to the Group’s EE targets. Manage a team of recruiters and provide assistance as needed Monthly reporting to the GM: HR for Exco reporting on the talent acquisition activities. Use data reporting to enhance processes and mitigate risk associated with talent acquisition in the Group 3. HR Business Partnering: Ensure alignment of the HR function to the ongoing needs of the different regional departments within the group. Facilitate the appointment process of the provincial business unit structures in line with the business timelines. Manage Area HR Managers to ensure the effective implementation of the Group’s HR initiatives at the regions. Build strong stakeholder relationships with the provincial managers and GMs. Provide the required HR support as a liaison between HR and the business. Monitor the implementation of the HR strategy at the regions. Monthly reporting of HR activities in the regions. 4. Team and Department Management: Manage the ER and Talent Acquisition departments in accordance with agreed policies and procedures, standards, and legal requirements. Monitor and measure the department’s performance in accordance with the metrics agreed upon. Ensure that personal information is safeguarded in the department and that POPI requirements are met. Plan and ensure the development and maintenance of suitable manpower capabilities for the departments under control. Ensure the identification of critical skills essential for the sustainability of service delivery and the development of succession plans. Develop and maintain a motivated and high-performance team. Implement performance management in the team, through setting smart targets that contribute to meeting the Group’s objectives, tracking, and monitoring performance. Mentor, and manage subordinates - includes continuously providing feedback and coaching to ensure that your team members perform at optimum productivity levels. Create and maintain a climate conducive to performance to ensure that the department delivers against objectives. Identify and timeously address functional-related problems and opportunities. Build and maintain relationships with stakeholders. Provide technical direction to direct support. Identify, manage, and report on operational risks and manage these risks. Manage the department’s annual capital and operational budget Profile Minimum Qualifications LLB and/ or post graduate degree in Human Resources Knowledge and Experience Minimum of 5-7 years experience in a Human Resources Management role Previous leadership of the HR function including the management of direct reports Strong knowledge of South Africa’s employment legislation and employee relations processes Previous experience in CCMA, Union negotiations, and labour court representation. Sound knowledge of human resources principles and procedures for all related disciplines (Recruitment, selection, learning and development, compensation and benefits, labour relations) Intermediate level of proficiency relating to the MS Office Suite (in particular MS Word, MS Excel, and MS PowerPoint) Apply Now

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Employee Relations and Talent Acquisition - Randburg

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