About the Role

• To establish a strategic partnership with the operation and ensure that people practices are aligned with operational practices to yield optimal performance.

Responsibilities

Performs all industrial / employee relations activities

• To provide advisory in relation to misconduct, operational requirements, incapacities, grievances, and dispute resolution.
• To facilitate/cheer all matters relating to misconduct, incapacity, operational requirements, grievances, and disputes.
• Mitigate and defend Industrial relations risk at the CCMA.
• Actively identifies gaps, proposes, and implements changes within contractual frame works and organisational policies.
• Driving Employment Equity and ensuring adherence to policies.
• To ensure compliance to legal, business and client requirements.

Acts as performance improvement driver and provokes positive changes in people management

• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Promotes performance management and calibration sessions.
• Proposes changes for continuous improvement.

Identifies poor performance and implements measurable change to yield positive outcomes

• Building strong business relationships with all stakeholders at organisational level
• Acts as a single point of the contact for the employees and managers in the business unit.
• Proactively supports the delivery of People Processes.
• Weekly meetings with stakeholders to conduct a needs analysis and provide feedback on People actions.
• Analyses client feedback and processes and use this feedback to ensure service enhancements.
• Engages with management team and pro-actively, responds to queries promptly and ensures that opportunities for improvements are actioned and measured.
• Performs a support role for the business by ensuring collaboration and pro-active communication between departments.
• Presentation of MBR and suggestions about change management
• To provide meaningful reporting to facilitate business decisions.

Managing absence and attrition

• Reviewing exit information and driving positive change.
• Performing stay interviews.
• Identifying proactive measures reduce and mitigate attrition.
• Facilitate employee ambassador sessions and collaborate with respective departments to yield positive change.

Compiling of impactful reports

• Work closely with all stake holders to understand reporting requirements and compiling necessary reports to impact positive change.

Participating in the design and delivering of people and business projects

• Liaising with the People Projects Partner and other stake holders to timeously contribute to the successful delivery and completion of people and business-related projects.

Minimum Requirements

• Grade 12 or equivalent NQF level qualification
• HR tertiary qualification or equivalent
• 3-5 years’ experience in an HR Business Partner, HR Manager or HR Generalist role
• Previous experience in a call centre advantageous Strong MS Excel and PowerPoint skills

Required Skills 

• People Management Skills; mentor and drive people development; ensure high levels of employee engagement
• Strong and adaptable communication skills with the ability to influence and motivate
• Active Listening skills
• Coaching Skills; ability to deliver constructive feedback
• Planning and Organisational Skills; defining performance standards and meeting service levels;
• manage resources; good time management
• Good interpersonal skills
• Strong analytical abilities; ability to collate, manage and analyse data
• Adaptability / Flexibility
• Problem solving skills and adept at trouble shooting
• Resilient approach and the ability to manage under pressure
• Knowledge of legislative requirements
• Excellent decision-making skills