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Human Resource Manager

Job Ref
271601
Job Type
Permanent
Employer Type
Recruitment Agency
Date Added 18 Jan 2017
Expiry Date 4 Mar 2017
* This is an Affirmative Action position.
* There have been 2 applications to this job.
* This job has been viewed 1048 times.
Employer:
SET Consulting

Location:
Gauteng (Jhb)

Salary:
ZAR24000 - ZAR30000

Benefits:
benefits


Role details:
To execute the Business Unit HR Strategy in line with the OrganisationalStrategy, and thereby ensuring the successful execution of Key HR Deliverables
- - - - - - - - - - - - - -
MAIN PURPOSE OF THE JOB
Why This Job Exists At Company
To execute the Business Unit HR Strategy in line with the Organisational
Strategy, and thereby ensuring the successful execution of Key HR Deliverables
KEY PERFORMANCE AREAS CORE ACTIVITIES and ACCOUNTABILITIES
1. Execution of HR Strategy a)
b) Integrate Company HR Strategy with Store Strategy Develop action plans to deliver on Strategy
c) Ensure effective execution of action plans
d) Adhere to the HR process document
2. Recruitment and Selection a)
b) Ensure effective recruitment of Junior/Supervisory Management employees
Ensure the pre and post-employment administrative component processing of all recruits
c) Analyse labour market trends
d) Evaluate Talent Sources
e) Analyse success rate with regards to placements and make recommendations for future placements
f) Analyse labour turnover data for forecasting recruitment requirements
g) Ensure recruitment is in line with business Employment Equity Plan.
h) Drive the Permanent Part Timers Recruitment strategy in store effectively
i) Ensure an active Permanent Part Timer Database is available, updated and maintained to allow effective recruitment into the stores Permanent Part Timer talent pipeline.
3. Training and
Development a) Identify Talent/Succession candidates, through consultation in the Branch. Ensure the execution of the identified developmental/learning/training interventions for the Talent pool. Assess progress of interventions on a quarterly basis.
b) Execute Talent Pipeline methodology
c) Coach Line Management surrounding the importance, benefits and compilation of IDP's and career development for all staff
d) Ensure quarterly monitoring of management Individual development plans
e) Monitor the progress of Learnerships, Graduates and Structured Development Program (SDP's)
f) Ensure suite:
i. spending is kept to a minimum of four days per month training staff on the below training course
Induction
ii. Selling skills
iii. PDR
iv. Role Clarity
v. Performance Development Discussion (PDD) etc.
g) Drive adherence to 15 minute on the floor training every day
h) Drive and monitor employee progress through GPKS program.
i) Conduct training on Labour scheduling and emphasis the importance thereof.
j) Ensure that Labour scheduling is taking place in store as per the above training.
k) Plan and compile the annual training calendar for the store strategically
l) Compile the Annual Training Needs Analysis based on IDP discussions and measure progress thereof monthly.
m)
n) Report to the business monthly with regards to progress of training.
Liaise with TandD Consultant on the execution of training intervention as per training matrix
o) Drive management completion of mandatory management training (SET, MER, IM etc)
p) Ensure that the store's training matrix is updated monthly and is visibly displayed for staff to view.
q) Identification of other training needs through use of IDP's and addressing through consultation with TandD
Consultants
r) Ensure that the store training spend is correctly allocated and reflected on SAP and the journals are correct
s)
Ensure training registers are completed and captured for all training conducted.
4. Performance Coaching a) Coach Line Management surrounding the importance and benefit of Role Clarities to determine expectations and PDD's to evaluate performance
b) Ensure that Line Managers follow through on IDP's and drive culture of self-development amongst Management staff
c) Ensure Career Development discussions are held with stores Talent.
d) Ensure bi-annual monitoring of IPDs and Career Discussions to determine movement on goals/objectives
e) Coach Line Management surrounding the importance and benefit of daily Plan Do Review (PDR) and
Target Book tools
f) Coach Line Management surrounding the importance and benefit of Interaction Management Principles (IM) with specific reference to coaching for success and coaching for improvement
g) Ensure that IM principles are being implemented effectively by management
h) Ensure that Employee Relations matters are effectively managed.
5. Motivation, Reward and Recognition a)
b) Assist the Branch Manager with ensuring that the Company Formula for Success is continually driven in store Ensure that the stores BFFS Action plan is communicated by the Branch Manager and is visibly displayed on notice boards.
c) Assist with driving a positive improvement in the stores annual BUA Engagement score through staff engagement and positive climate initiatives
d) Conduct exit interviews and surveys for all staff.
e) Facilitate the compilation of robust interventions/action plans to address Climate and Motivation
f) Ensure the implementation of respective reward and recognition schemes.
g) Initiate and drive the celebration of business and employee achievements i.e. long service awards, staff celebration notice board, birthdays, births/weddings, etc
h) Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength for motivation, reward and recognition.
i) Drive employee wellness through store wellness days and staff Impilo awareness initiatives continually
6. Information Management and Reporting and
Compliance a)
b) Ensure effective reporting on all HR Reports/ templates/ organograms and ensure submissions as per guide lines i.e. Turnover Reports, absenteeism trends, etc
Ensure proactive analysis and interpretation of all HR related information.
c) Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength.
d) Ensure compliance with regards to the LRA and SD9.
e) Ensure all legislative requirement regarding employees are adhered to.
f) Ensure updated legislative posters are displayed as per governmental requirements.
7. HR performance indicators and budgeting a) Compile and interpret all reports i.e. FTE's, Productivity, Salary % to Sales, Gross Margin Return on Labour
(GMROL), etc
b) Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength
c) Compile and motivate an HR budget in conjunction with Branch Management incorporating strategic and business requirements.
d) Ensure management of effective execution of the payroll process
e) Ensure management of leave process in line with Policy and procedures of the business
8. People Efficiencies a) Monitor man hours lost and drive return to work interviews
b) Drive the appointment of PPT employees into Permanent roles to align with the ideal staffing structure
c) Monitor absenteeism costs and loss of productivity by monitoring man hours lost and driving return to work interviews
9. Lead, Manage and Develop People a)
b) Identify own IDP
Coach and lead the HRA effectively
c) Demonstrate leadership competence in all interactions
10. Staff Management
a) Ensure that the team structure is resourced by motivated and empowered staff and lead by sound performance management and transformational leadership practices
b) Engage in Talent Management
c) Develop Individual Development Plans to enable employee career plans
d) Manage non-performance through performance process
e) Manage Team Delivery based on performance plans
f) Foster team building
g) Ensure that the training, development and motivation of staff in the region is implemented as well
h) Engage with the store Employment Equity Committee, Shop Stewards and Team forums to ensure harmonious working environment and employee relations.
i) Coach and mentor store managers to ensure that all staff are encouraged to maximize their capability and contribution
j) Ensure optimum staffing levels are maintained
GENERAL JOB INDICATORS
Planning Horizon
(Detail the requirements for monthly /annual/ long-term planning required in this position. State the type of plan, the time horizon of the plan and the nature of your involvement. a) Bi-annual Store Talent Forum
b) Quarterly Leave Planner
c) Quarterly EE Forums meetings + agenda + minutes
d) Monthly Union meetings
e) Monthly New starter climate surveys
f) Monthly Masakhane Sessions
g) Monthly HR Month End Reports
h) Monthly Updating of store's Ideal vs Actual reports
i) Monthly Training reports
j) Monthly GPKS Progress Report
k) Monthly HRM Store training (4 actual days training)
l) Monthly Training Forecast
m) Monthly Team Forum meetings
n) Daily Floor Walks/ Hygiene
o) Ad hoc Branch Manager and HR Meetings
p) Ad hoc BFFS Scoring to achieve a minimum of 95% participation rate.
Delegated Freedom to Act ( Indicate the major independent decisions to be made by this position) a) Payroll changes
Level Of Complexity (Describe the most challenging or complex parts of your job) a) Monthly P and L (Check leave provision and personnel costs as % sales)
b) Recruitment Trends and Forecasting
SIGNIFICANT DIMENSIONS
Indicate in quantitative terms, the key areas on which your job has an impact. State figures on an annual basis. Include such items as budgets, revenues, other rand amounts or pertinent items the position impacts.
Dimensions
Items
Amount / Number
Impact (Direct or Indirect)
Rand measures: Revenue, Expenditure, State Figures on an annual basis for the current Financial Year Staffing
Blueprint/scheduling
50% perm, 10% 40 flexi, 15% 40 fixed with benefits, 15% 27 hours, 10% LB.
Direct
Unit Measures: Number of clients / customers (internal or external), number of suppliers, number of products or any other scope measurements pertinent to this job Store employee workforce Labour Brokers
Varies depending on the size of the store. Indirect
JOB SPECIFICATIONS
Minimum Academic, Professional Qualifications and Experience required for this position 3 Year National Diploma or HR Degree
2 - 5 years' experience
Understanding and knowledge of respective legislation:
Commission for Occupational Injuries and Diseases Act (COIDA)
Basic Conditions of Employment Act (BCEA)
Sectorial Determination Act (SDA)
Labour Relations Act (LRA)
Employment Equity Act (EEA)
Skills Development Act (SDA)
Unemployment Insurance Fund (UIF)
Understanding and knowledge of respective HR Policies, procedures and processes
Competencies and Skills Core Competencies:
1. Analytical skill
2. Business acumen
3. PC Literacy
4. Conflict resolution
5. Ability to influence
6. Ability to lead
7. Ability to foster relationships
8. Ability to function in different
Teams
9. Resilience
10. Decision making
11. Project Management ability
12. Ability to operate Strategically General Competencies:
1. Planning and Organising
2. Attention to detail
3. Consulting skills
4. Verbal reasoning
5. Numerical reasoning




 
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