HR Officer

The Company: 4D Innovations Group (Pty) Ltd t/a ESET Southern Africa
Role Name: HR Officer
Location: Belmont Square, Rondebosch, Cape Town
Type of Position: Full-time
Hours of work: Monday – Friday, 08:30 to 17:00

Role summary:
The HR Officer oversees all stages of the employee lifecycle, working closely with the CEO and Exco to implement talent strategies, develop career paths and training programs, manage employee-related processes, and champion the company’s culture.

Daily Responsibilities:
1. Maintaining company culture

2. Perform any reasonable tasks / duties requested by senior management

3. Actively promote internal office culture in line with company vision

4. Consult senior management with any issues that may negatively affect other departments and ESET as a whole

5. Actively research possible areas of improvement in HR department

6. Creating a safe work environment and handling disciplinary actions

7. Be an administrative expert

8. Attracting high performing employees
- Create and promote Employee Value Proposition
- Ensure culture and the benefits that our values bring to employees

9. Recruitment and hiring
- Recruit for culture fit, skill, attitude, experience and potential
- Draft recruitment plans in line with company goals
- Recruitment and promotions in line with EE
- Achieve planned EE targets
- Ensure up to date Job Descriptions for all roles

10. Induction and onboarding new employees
- New starter onboarding documentation and operational coordination
- Ensure successful induction and onboarding completion for each new employee
- Liaise with other departments to ensure new employees are equipped with all necessary tools, hardware, software in time for their arrival
- Actively monitor all steps of probation in conjunction with direct managers
- Set expectations for performance & company culture and skill development

11. Performance alignment and retention
- Set expectations for constant feedback for employee/manager and communication rhythms – recorded with automated HR tools
- Collaborate with various teams to identify and address talent management needs
- Create a culture of expectations for high performance
- Train Managers on the importance of ongoing Informal and formal feedback to their team
- Train Managers on the importance of ongoing Informal feedback to their team
- Performance procedure - 100% Performance alignment sessions completed in line with deadlines through line managers
- Assist Line Managers in designing KPI’s/Job Descriptions for each role
- Performance/ Career growth plans in place for all employees (PDP’s where appropriate)
- Align and monitor company OKR’s with team and individual OKR’s/KPI’s

12. Employee career development and Training
- Analyse all roles / job descriptions against the employees chosen career path
- Work with managers and employees to create employee career development plans
- Develop and implement employee training and development programs
- Ensure up to date Skills Matrix for all roles
- Draft and obtain signoff of skills plan in line with company goals
- Ensure 100% of skills plan executed through line managers
- Provide monthly feedback on progress of training.
- Facilitate internship program and learnership program

13. Compensation and reward
- Assist in designing required incentives/rewards schemes
- Actively manage compensation through company Reward Framework
- Keep salary benchmarks up to date
- Ensure role appropriate job grading
- Implement company Incentive programs

14. Employee exit
- Coordinate legal proceedings in conjunction with Exco
- Conduct exit interviews for each employee
- Provide quarterly feedback on exit interview trends
- Coordinate operation off boarding of exiting employees
- Provide references for ex-staff

15. HR Strategy
- Assist with implementation of HR strategies and initiatives aligned with the overall business strategy and goals

16. Talent Management
- Ensure succession plans in place or pipeline to progress to the next level for each department
- Identify high-performing employees and develop retention strategies

17. Employment Equity
- Draft and obtain signoff on EE plans
- Complete annual employment equity returns
- Achieve planned EE targets yearly
- Ensure that appointments are in line with EE targets

18. Employer-employee relations (an employee champion)
- Ensure ER processes such as hearings, grievances, appeals are administered ethically and in line with company policies with assistance from Labour Lawyer

19. BBBEE
- Administer BBBEE registration and scorecard yearly with CFO

20. Processes and Policy
- Create and implement aligned policies and procedures
- Document and ensure processes and policies are in place
- Actively communicate HR processes
- Update the company handbook/playbook on a regular basis

21. Tracking and Reporting
- Staff retention
- Quarterly HR reporting
- Actively monitor and report monthly on Salary budget movements in consultation with CEO

22. Leave management
- Report monthly of leave issues
- Actively monitor and address leave issues
- Execute the staff Leave process
- Ensure leave policies are up to date and communicated
- Monitor leave records and liaise with managers to ensure all leave is booked and approved

23. Payroll
- Assist Financial Manager with Payroll
- Send details of any payroll or employee details changes to finance monthly
- Maintain details of employee medical aid membership for medical aid allowance, and beneficiary details for Group Life benefit

24. HR Admin and Employee benefits
- Keep record of all Employee Files
- Maintain employee records and documentation

Educational qualifications and Experience:
- HR Management/Development Degree
- +5 years’ experience working in HR
- A candidate with a proven track record of success in their academic achievements and career
- Excellent people skills to interact with colleagues, cross-functional teams, and third parties
- Ability to interact at the executive level
- Excellent written, telephone and verbal communication skills
- Experience in IT industry

Requirements:
- Proficient in Microsoft Office
- Experience with Payroll related system
- Proficient in HR related digital tools
- Knowledge of HR legislation and Policies
- Experience with Performance Management Processes and Tools
- Experience with Employee Relations related issues i.e., grievances, enquiries
- Experience HR Reporting and Trend Analysis
- Experience with Recruitment