HR Manager

SCOPE AND GENERAL PURPOSE

 To manage an effective and efficient operation of the Human Resources department to achieve the company’s objectives and strategies.
 To ensure full compliance to the BCEA, EE, LRA, SDA, OHSA, development, maintenance and implementation of Acrobranch polices KEY PERFORMANCE AREAS

REPORTING TO
The CEO & Members of the company

RESPONSIBLE FOR
All employees of Acrobranch Adventure Park Pty (Ltd).

KEY PERFORMANCE AREAS:

HR ADMINISTRATION
Manage and monitor the effective administration of employment conditions to all employees.

RECRUITMENT AND SELECTION
 Manage the review, development, and implementation of a streamlined recruitment and selection procedure.
 Manage the provision of a support and administrative service to all park managers in the areas of short-listing and the constitution of interview panels.
 Ensure the regular compilation of recruitment and vacancy statistics and reports, as required in terms of the Human Resources Planning process

STRATEGIC SERVICES
 Ensure and manage the development of the Human Resources Plan and align with the strategic objectives as well as to drive the implementation thereof.
 Ensure the alignment of Human Resources policies and procedures to meet the human resources strategic objectives.
 Ensure the alignment of Employment Equity Plan to the Human Resources Plan and strategic intentions of the organisation.
 Ensure that the organisation meets its reporting requirements in respect of human resource management.
 Ensure and provide strategic human resources management support to the senior management.
 Ensure the effective and efficient management of human resources management information within the Department.
 Updating of Human Resource policies in accordance with latest legislation.

TRAINING AND DEVELOPMENT
 Provide strategic leadership and ensure the development of a training and development strategy and plan that is aligned to the strategic objectives and priorities of the company.
 Ensure the alignment of the training and development plan to the strategic objectives and priorities and budget.
 Ensure the development of a talent management strategy and plan, aligned to the long-term strategic intentions and objectives.
 Implement induction programme for all new staff members.

PERFORMANCE MANAGEMENT SYSTEMS
 Ensure the development of an integrated performance management approach, in support of achieving the strategic objectives and priorities.
 Ensure the uniform and effective implementation of the performance management system across units within the organisation.
 Monitor the performance management findings and evaluate the impact on the achievement of the organisation’s strategic objectives and priorities.
 Ensure job evaluation on all mandatory posts is conducted in line with policy requirements.
 Conduct organization work-study investigations into effective and efficient utilization of resources, to identify resource requirements and optimization of business processes.

LABOUR RELATIONS
 Monitor and evaluate the implementation of wellness interventions.
 Management of HIV and AIDS and TB programmes in line with the BCEA and as outlined by LabourNet.
 Management of Health and Productivity programmes in line with the Employee Health and Wellness Framework for the organisation.
 Manage the Occupational Health and Safety committee – safety, health, environment, risk and quality.
 Promote an occupationally healthy and safe environment for all employees within the organisation.
 Ensure the reduction of occupational injuries and diseases.

BENEFITS AND REMUNERATION
 Ensure the effective management of Human Resources Management records and information (including performance management information); to enable effective management of employees within the workplace.
 Ensure the effective management and integrity of all Human Resources Management transactions including leave, transfers, salaries and salary payments .
 Ensure compliance with SARS on PAYE and issue of IRP5’s and IT3 annually and biannually.

General
Please note this is a KPA (includes Key Performance areas) but are not limited to and as described by this document. Management may require from time to time for you to action different tasks, but always within reason.