Key Purpose of the role

• The HR Generalist assists the HR team with the delivery of all human capital services across the division. Provides HR support to the various departments. Ensuring alignment with and implementation of Discovery People policy and practices.

Areas of responsibility
The successful applicant will be responsible for but not limited to the following job functions:

Recruitment and Onboarding

• Manage the full recruitment lifecycle of all vacant roles directly with the Line Manager
• Prepare HR documents, employment contracts and new hire guides
• Compiling and maintaining job profiles and job specs.
• Administer psychometric and skills assessment tests
• Administer pre-employment checks
• Manage the candidate experience for a smooth recruitment and onboarding process
• Facilitation of pay rate changes and generating dummy pay slips.
• Tracking and facilitating the on-, cross- and off boarding processes
• Manage the recruitment tracker and updates on a weekly basis
• Ensure all new joiners attend product training and core induction

HR Analytics and Reporting

• Generates HR analytics and reporting, including but not limited to transformation; remuneration; performance; engagement; attrition; recruitment; talent and succession
• Owns and ensures data integrity
• Compile and submit iQS objective stats (HR Report for Quality and Audit purposes).

Process Improvement and Service Excellence

• Recommends new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed
• Acts as a liaison between the business unit and centre of excellence to ensure that HR services are aligned with internal client needs

Remuneration and Payroll

• Conduct remuneration benchmarking and analysis
• Support the annual increase, staff and management incentive cycles
• Assist payroll department by providing relevant employee information (e.g. bank documentation, contract extensions, leaves of absence, sick days and work schedules)

HR Strategy support

• Implements specific project activities and HR initiatives as determined through the HR planning process or aligned to the strategy and participates in functional and cross-functional initiatives/projects
• Reports on key people drivers, proactively highlights key trends, risks and formulates action plans
• Formulation of presentations and dashboards to represent business critical information

HR business partner support

• Assists with the administration required in relation to the execution of employee disciplinary action
• Monitoring and reporting on competency and skills development to ensure that employee capabilities meet current and future standards
• Supporting the talent review process
• Organise and maintain employee records
• Daily management of the HR related mailbox and calendar
• Respond to employee queries about HR-related issues
• Support line managers on HR-related queries, processes and policies
• Assists with HR processes such as exit and stay interviews
• Generating promotion, salary adjustment and contract extension letters

Personal Attributes and Skills     
The successful candidate must demonstrate the following competencies:

• Takes initiative and works under own direction
• Takes responsibility for actions, projects and people, being self-directed
• Motivates and empowers others
• Strong communication and presentation skills
• Upholds ethics and values
• Demonstrates integrity
• Gains clear agreement and commitment from others by persuading, convincing and negotiating
• Easily establishes good relationships with customers and staff and relates well to people at all levels
• Writes clearly and correctly
• Applies specialist and detailed technical expertise
• Quick to learn
• Proactive

Education and Experience

• 3 – year relevant HR qualification, Industrial Psychology / Behavioral Sciences or related qualification
• Working knowledge of SmartPeople / SuccessFactors
• Working knowledge of SharePoint and associated structures
• MS Office – Excel, Word and PowerPoint
• Solid understanding of HR related policies, processes and practices, including IR
• Understanding of the HR Value Chain and impact through the employee life cycle
• 3 – 5 years’ work experience in a human resources environment