Introduction 

This position will be based at the Phola Plant close to Ogies in Mpumalanga.


Description:
The position is for aligning business objectives with the management of specific departments / business units and their employees and the enhancement of and effective management of Human Resources function by planning, implementing, and evaluating employee relations, human resources policies, programs, and practices in conjunction ensuring that all practices meet in accordance with Minopex compliance requirements and the South African laws.

Duties and Responsibilities:
Human Resources Strategy
• Leads any change that is specific to department. Collaborating with COEs regarding functional or strategy change that impacts the team in department and ensures effective local communication and implementation.
• Supports the development, implementation and continuous improvement of Group HR policies by providing business insights and priorities to the HR Subject Specialists and by deploying agreed methods and frameworks for HR/People initiatives within the department.
• People analytics and providing counsel on the data, policies and frameworks available to support people related critical decisions with department leaders.
• Drive and implement the DRA Culture code, cascading the purpose, mindset, values and behaviours into the core element of HR, namely recruitment and selection, promotion, performance, learning and development.
• Provide the necessary organizational development across your area of responsibility
Performance Management
• Linking the regional business strategy to the department strategy and supporting the cascade into employee’s objectives
• Ensuring effective annual objective setting to align the work of employees to the direction of our company
• Coaching managers to equip them to have engaging feedback and development discussions on an ongoing basis
• Build confidence and competence in real-time reviews
• Ensure employees have clear job descriptions that provide clarity on roles and opportunities to grow
Talent & Career Management
• Active succession planning to identify critical roles and high potential/emerging and diverse talent
• Launching the career framework, supporting managers to have career discussions with their employees
• Actively report on progress on building or recruiting talent into with department
• Recruitment of staff roles to support succession/build our pipeline
• Collaborate across EMEA/Globally to share talent
• Lead talent mobility for all staff roles
Workforce Planning and Capacity Building
• Execute Human Resource department workforce (operational) plan and solutions to ensure that all HR services are delivered within agreed upon timelines, set standards.
• Coordinates and guides facilitation of proactive workforce planning, headcount budgeting and the three-month rolling short range forecasts.
• Owns the total headcount in the department, responsible for data accuracy and approval to hire and remove colleagues.
• Collaborate with department management to influence the execution of Employment Equity plans and monitor the progress of the plan through talent management and recruitment practices.
• Coordinates various capacity building initiatives such as EAP, ER, talent, performance management, succession plans
Reward and Recognition
• Together with the Global Reward Lead and Head of Human Resources, participate and implement:
    o Global salary review process
    o Benchmarking
    o Job classification
    o STI and LTI framework where appropriate
    o Additional reward and benefits initiatives
    o Drive the reward calendar and deliverables
Industrial Relations
• Develops systems and procedures to enable effective implementation and maintenance of IR Policies and Procedures.
• Ensures that the Company’s IR Policies and Procedures, Collective Labour Agreements and IR Structures comply with relevant legislation and the Company's IR philosophy, and reviews and recommends changes as required.
• Facilitates and participates in the negotiations process on substantive and operational issues.
• Develops communication systems to enhance employee / management / union communication.
• Evaluates, follows up and resolves IR & HR related issues.
• Advises Line Managers on appropriate actions to take in dealing with Grievances or Disciplinary Cases
• Advises and guides Management in all facets of IR, ensuring fair and consistent application thereof and that sound IR practices are promoted.
• Oversees and/or conducts effective training on Industrial Relations throughout the Organisation as and when required and in line with the IR Strategy.
• Consults with Legal Counsel to obtain opinions on labour related issues in preparation for litigation.
• Prepares and represents the Company at various labour related cases at the CCMA for the purposes of labour related litigation and at the Labour Court in respect of Labour Disputes referred thereto and ensures the effective and accurate preparation, presentation and conclusion of the matters.
• Implements and maintains a Trade Union Relationship Management Framework.
• Proactively tracks and reports on all Trade Union activities and liaises and consults with the Union as appropriate.
• Manages IR and HR risks by assessing and evaluating their implications to the business and advising Management on appropriate mitigating strategies.
• Maintains a toolkit of best practices for all IR requirements in respect of:
   o Retrenchments (Section 189)
   o No Fault Termination Cases
   o Transfer of Employment (Section 197)
   o CCMA
   o Incapacity Cases
   o Poor Performance Cases
   o Dismissal Cases
• Stays abreast of relevant legislative and environmental changes and ensures relevant compliance.
• Supports and guides the HR Business Partners in IR related matters.
• Oversees day-to-day HR administration activities.
• Facilitates the implementation of HR Policies and Procedures by advising and assisting internal stakeholders on processes, actions and best practice to ensure that the organisation adheres to sound labour practices.
• Participates in recruitment and selection processes and represents HR in interviews to ensure procedural fairness.
Recruitment
• Develop solutions to meet workforce demands and labour force trends.
• Oversees the recruitment and selection processes,
• Ensure that all recruitment is managed in accordance with corporate branding
• Oversee the recruitment and selection process, ensuring that compensation and benefits appeal to highly qualified applicants.
• Counsels managers on candidate selection; conducting and analysing exit interviews; and recommending required changes.
• Manages a remuneration plan in line with the Global Remuneration framework and calendar that will include periodic pay surveys and benchmarking; scheduling and conducting job evaluations; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions.
• Reviews, evaluates and implements employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommends new or enhanced benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; and designing and conducting educational programs on benefit programs.
• Updates management and employees of Human Resources guidelines by preparing, updating, and recommending human resource policies and procedures.
• Retains historical human resource records by designing a filing and retrieval system and keeping past and current records.
Training and Development
• Employee training and development includes new hire orientation, leadership training and professional development,
• Coordination of periodic needs assessments to determine when training is necessary, and the type of training necessary to improve performance and productivity.
• Liaise and give input to the VP Human Resources on the employee development strategy and succession planning based on training and professional development.
• Assists with the coordination of Training and Development activities.
• Assists with the coordination of Wellness Programs according to organisational requirements.
• Ensures adherence to Employment Equity Programs.
• Collates a monthly report on all IR & HR related issues.
HR Analytics / Reporting
• Collect and analyse available data to inform the Head of HR – EMEA and the Heads of Department for your area of responsibility, of the status of key HR dimensions, highlighting challenges and progress in recruitment, deployment, and training, IR matters, union negotiations, employee wellness.
Employee Relations
• Responsible for preserving the employer-employee relationship through effective employee relations strategies which contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment.
• Conduct workplace surveys and make recommendations for improvements in areas where attention is required
Personal Capabilities
• Ability to work on own initiative whilst taking in to account the wider needs of the team
• Ability to work well under pressure, work on multiple tasks at one time, prioritising workloads and meeting deadlines
• Ability to adapt effectively to changing plans and priorities.
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to quickly recover from adversity.
• Ability to prioritise and complete tasks in order to deliver desired outcomes within allotted time frames.
• Have a positive attitude to work and possess team player qualities
• Present and conduct oneself in a respectable and professional manner
• Initiate relevant activities toward achieving business goals.
• Maintain positive relationships with key internal & external stakeholders including key clients, key suppliers.

Qualification Requirements:
• Grade 12, Bachelor’s Degree or National Diploma in IR/ HR

Experience and Skills Requirements
• Minimum 8 – 10 years’ experience as an HR Generalist / Business Partner in the mining industry
• Experience functioning in an IR discipline
• Experience in engineering/ manufacturing/ mining or construction industry
• In-depth knowledge of the LRA, BCEA and main agreements/ collective agreement
• Multi-union experience