Human Resources Generalist (Head Office)

Recruitment, Selection and Employee Onboarding

• Coordinate and support the end-to-end recruitment and selection process for permanent, temporary, and contract positions across the organisation.
• Facilitate the accurate creation, approval, and advertisement of vacancies internally and externally in line with organisational procedures and Employment Equity objectives.
• Liaise with recruitment agencies, service providers, and internal stakeholders regarding recruitment processes and staffing requirements.
• Coordinate interview logistics, shortlisting processes, assessments, reference checks, and recruitment administration activities.
• Support line management throughout the recruitment and selection process by providing HR guidance and procedural support.
• Prepare employment contracts, engagement packs, and onboarding documentation for new employees.
• Coordinate employee onboarding and induction activities to ensure effective employee integration and organisational readiness.
• Support the administration and coordination of job profiling and competency assessment activities.

Remuneration, Rewards and Payroll Administration

• Coordinate the implementation and administration of remuneration, reward and recognition programmes.
• Coordinate annual salary review, COP increase and bonus administration processes.
• Compile remuneration-related motivation reports and approval memoranda.
• Facilitate salary benchmarking and salary offer recommendations for new appointments and promotions.
• Review payroll inputs for accuracy and completeness prior to payroll processing.
• Coordinate payroll-related changes including appointments, terminations, transfers, allowances, overtime and benefits.
• Liaise with payroll service providers and finance to ensure accurate payroll administration.

Learning and Development

• Identify employee training and development needs in consultation with line management and the Manager: HR & Strategic Interventions.
• Coordinate training interventions, workshops and development programmes.
• Maintain training records, skills matrices and employee development information.
• Implement the compilation and submission of Workplace Skills Plans (WSP) and Annual Training Reports (ATR).
• Prepare monthly and quarterly learning and development reports and statistics.
• Facilitate communication with SETAs, training providers, and employees regarding training initiatives.
• Coordinate the implementation of Individual Development Plans (IDPs) and workforce capability initiatives.

Employee Relations and HR Advisory Support

• Provide HR advisory and administrative support on employee relations matters in line with labour legislation and organisational policies.
• Facilitate disciplinary enquiries, grievance, incapacity, and conflict resolution processes.
• Attend and represent The HDA with CCMA related cases.
• Provide guidance to employees and management regarding HR policies, procedures, and employee relations practices.
• Champion initiatives aimed at strengthening organisational culture, employee engagement, and workplace relations.
• Facilitate communication structures and employee engagement initiatives to promote effective organisational communication.
• Promote compliance with HR policies, labour legislation, and governance requirements across business units.
• Drive employee wellness, counselling, and workplace support initiatives.

Performance Management

• Implement organisational performance management processes and systems.
• Monitor the completion and submission of performance agreements, performance reviews, and probation assessments.
• Ensure performance documentation is accurately completed, captured, and maintained in line with organisational requirements.
• Facilitate performance management reporting and provide reminders to employees and management regarding deadlines and compliance requirements.
• Provide advisory support to managers and employees with performance management administration and process-related queries.
• Follow up with employees and management regarding outstanding performance management submissions and compliance requirements.
• Monitor organisational performance trends and employee development needs.
• Facilitate workforce planning and HR reporting activities through the collection and analysis of HR information.

Diversity, Employment Equity and Transformation

• Champion Employment Equity implementation and reporting activities.
• Facilitate the development, monitoring and implementation of Employment Equity Plans.
• Promote diversity, inclusion and transformation initiatives across the organisation.
• Monitor diversity, transformation and workforce demographic targets.
• Coordinate internships, graduates, learnerships and workplace experience programmes.
• Ensure Employment Equity Report accuracy for statutory submission.

Organisational Design and Organisational Development

• Facilitate the implementation of organisational design, structural reviews and workforce planning initiatives.
• Coordinate organisational restructuring and organisational effectiveness projects.
• Drive job profiling, job evaluation and role clarification activities.
• Coordinate organisational development interventions and change management activities.
• Facilitate employee engagement, culture and organisational climate programmes.
• Monitor the implementation of organisational development projects and interventions.

Talent Management and Employee Value Proposition (EVP)

• Facilitate talent management, succession planning and career development initiatives.
• Coordinate talent reviews and identification of high-potential employees.
• Monitor talent pipelines and career pathing programmes.
• Maintain talent and competency information to support workforce planning.
• Drive the implementation and communication of the Employee Value Proposition (EVP).

HR Administration, Reporting and Compliance

• Maintain accurate employee records, HR databases, and personnel documentation in accordance with organisational and legislative requirements.
• Ensure accurate HR reporting processes including Employment Equity, training, recruitment, and workforce reporting.
• Ensure compliance with HR policies, procedures, labour legislation, and organisational governance standards.
• Manage internal and external HR audit processes through the preparation of required documentation and reports.
• Maintain confidentiality and integrity of employee and organisational HR information.
• Maintain the improvement of HR administrative processes, systems, and service delivery standards.