Human Resources Partner Jobs at MTN South Africa in Polokwane

Job Title: Human Resources Partner (POLOKWANE)

South Africa , Polokwane

Job Mission

To support line management through the delivery of a professional HR management service to a portfolio of business Units through the establishment and maintanance of a dynamic business partnership. This includes minimising HR risk through ensuring appropriate systems, communication and controls are in place.

KPA Duties

Task Complexity: Indicates those KPA’s that are essential to the position itself. These are normally specific to the incumbent, the job, and the function. Excludes role and leadership / management. Employee relations •Facilitation of disciplinary hearings, grievances, and appeal hearings; •Support and ongoing advice to line management on ER related matters •Implementation of related processes, policies and guidelines that not only meet legal obligations but to ensure a leading position as an attractive and competitive Employer of Choice •Facilitate training and communicate ER related process policies and guidelines to line managers •Advise on ER issues in line with SA law and regulations, company policy and precedents set, taking account of relevant business objectives/imperatives and industry best practice, in order to minimise legal risks •Manage and provide timely advice/solutions for non-compliance issues •Continually monitor effectiveness and compliance with guidelines •Reduce CCMA and Labour Court referrals and internal disciplinary hearings to the lowest levels within the business by providing sound advice to both line management and staff; •Create high level and open communication channels regarding ER issues; •Conduct all processes in a manner that upholds integrity and all other good governance principles •Ensure that ER solutions provided fall within the legislative framework and are best Practices that enable the creation and sustainability of a highly motivating and harmonious working environment. •Analyze data to identify current and emerging trends in the industry to facilitate strategic ER decisions ??? •Advise & Guide Line Managers & Employees on consistent application of the Disciplinary & Grievance Processes Human capital movement management (Recruitment, Selection and onboarding of candidates & Exit) ?Manage human resource planning (Head count) ?Assessing employees’ levels of Competence against the relevant profiles/frameworks ?Compilation of competency based questionnaires to be used in the interview ?Implementation of Retention Strategies as approved ?Facilitation of the interviews and taking an active role in the overall selection of the candidates ?Ensuring appointed candidates are settled with regard to HR related staff i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc. ?Employee induction and orientation ?Manages and implements recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced, through: -Supporting line management in the selection of staff, ensuring recruits are appropriately profiled for the advertised position -Identify key posts, ensuring that these are suitably resourced to promote the business' objectives -Respond proactively to changing resourcing needs, exploring opportunities which promote company image -Ensures internal controls are complied with to minimise recruitment risk ?Monitors wastage and recruitment trends at portfolio level and where necessary implements corrective action in conjunction with line. ?Interprets and implements Divisional manpower plans with a view to operationalising business initiatives effectively. ?Facilitates succession planning, particularly influencing decision around key posts and earmarked successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements. ?Ensure compliance to set Employment Equity targets (i.e. through Recrutiment etc) ?Provides support to line management in dealing with staff exits so that the costs associated with these are minimised ?Conducts exit interviews and produces a quarterly report on trends Performance and talent Management ?Facilitate the implementation of Performance Management Process in the respective Business Units; ?Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines; ?Clarification of roles and responsibilities for both line managers and employees regarding the IPF; ?Address resulting gaps identified by implementing appropriate Learning & Development Interventions; ?Facilitating the action plans being put to place regarding perfomance improvement for under performers as identified by line management; ?Actively Monitor Succession Planning and Ensure the Development of Key Talent; ?In close association with Learning and Development staff, perform skills audit and facilitate implementation of the action plans thereof. ?Guide and facilitate career path process together line and individual employees Organisational Design/Wellness /Learning and Development ?Participate in the co-design of organisation structures ?Have an understanding of how to develop and level Job Profiles in accordance to MTN Methodology ?Coordinate all OD, ER , culture alignment and Learning & Development interventions and any other approved interventions ?Ensure fair and equitable pay structures within the BU ?Management of BU organisational structures and manpower balancing ?Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward; Data Integrity Accountability •Generation of all required reports •Maintain the integrity of files so that all information is present and correct •HR Master Data, •Management Information/Reporting Human Resources policies and procedures ?Communicate and educate the Business units on all HR policies, procedures and processes ?Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc. Relationship Management ?Participate in the sourcing of external Service Providers (i.e. Recruitment agencies etc). ?Establishes a business partnership through advising and supporting the line on matters, which have an influence on the HR component of the business. ?Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility. ?To promote and ensure fair employee practices and people culture development ?To facilitate and promote a positive climate of mutual trust and respect Remuneration •Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'; •Manages remuneration costs in relation to the contribution to business objectives ( includes being up to date with the latest information through published salary surveys and other related sources) ; •Through payroll processing area, ensures an efficient payroll service to line ; •Monitors overtime trends and if necessary implements corrective action . Supervisory / Leadership / Managerial Complexity: Refers to the responsibilities for directing, guiding, motivating and influencing others. Role Complexity: Does not refer to the various “roles” that the incumbent has to assume in the conducting of the duties. Instead, this would be additional complexity that should not be inherent in this position, but the incumbent has responsibility for. Example HR Managers having to manage an IT function. Lateral Dimensions: These indicate the areas where the individuals could contribute uniquely in addition to the indicated duties, as well as how they could be affected by others or circumstances not necessarily under their control. Creativities (improvement/innovation inherent) Indicates the potential for improvement and / or innovation inherent in a position. •Provide continuous improvement and innovation feedback of all HR activities •Improve Customer Service all the time •Provide creative approaches of fostering Employee Relations and building a culture of HR as a partner to business •Proactively take steps to positively influence employee relations and problems through providing effective and relevant training, awareness, meaningful and practical solutions and communications that would empower all to behave appropriately and implement correct decisions. Vulnerabilities (control span) Refers to the latent difficulties, or things that could potentially go wrong that affect a specific position. Such vulnerabilities may / may not be under the control of the incumbent. Direct implication or first level of impact. •Misundestanding in the implemented HR polices and procedures and all related cultural and people interventions •Optimal business performance vs.high cost of attracting the right pool of employees •Maintanance of the correct employee pools to minimize lost time and production due to unavailable staff (upon resignation) •Action operational HR alignment and measurement within operations •Compromised time lines due to the unavailability of the right staff members. •Lack of understanding of line with regard to roles and responsibilities with regards to execution of tasks •Management of underperforming staff •Lack of information to make informed decisions •Ignorance/Inconsistent application of Acts governing employment relationships •Providing incorrect judgements •Settling on cases in which employees and company has followed incorrect procedures or unlawful practices Collaboration: Refers to formal and informal relationships Responsibility towards: who are they and what do they receive from the incumbent. ?Direct reports:None ?Matrix reports: Line management, ?Key customers: Management and staff ?Key Suppliers: OD department ,Learning and Development, Trainers, Recruitment Agencies, Service Providers, ER Department, Employee Self Service ?Relations: Discretionary Space: The degree to which individuals are allowed to exercise independent thought and judgment. Independent thought and Judgment: Relates to the decision-making constraints place upon a position or conversely, the degree of freedom in decision-making. •Discretionary latitude granted within the limits of Labour Legislations and HR policies and procedures. Authorities: •As per delegation of authority

Requirements

•Degree or Diploma in HR/Industrial Psychology
?2-3 years experience as an HR generalist plus HR Administration. ?Experience in the ICT sector advantageous. •Solid knowledge of HR policies, processes & procedures
•Targeted Selection •Handling grievance and disciplinary hearings •Facilitation of groups


Applications close 2012-07-25

How to Apply:

PHYSICAL ADDRESS
MTN Group Limited
Innovation Centre
216 14th Avenue
Fairlands


POSTAL ADDRESS
Private Bag 9955
Cresta
2118
South Africa

Woolworths Jobs - Resourcing Specialist Jobs Vacancy in Cape Town, South Africa

Ref: HRCENR0006 -
Job Title: Resourcing Specialist, HR, Cape Town
REF: HR/BH/Ref: HRCENR0006 - Resourcing Specialist, HR, Cape Town/Western Cape/120712

Recruiter: Woolworths (Pty) Ltd
End Date: 2012-07-19
AA/EE: Applicable
Contract Permanent
Location: Western Cape
Available: 1 Month Notice
Category: Human Resources
Offer: Market-related
Reporting To: Resourcing Manager
Job Grade: Middle Mgt & Specialists
Division: Human Resources
Positions: 1

Introduction

Proactively participate in research, design and support BU’s in the implementation process of operational and resourcing strategies in Head Office. This position is designated African and is based at the Head Office in Cape Town City Centre.
Minimum Requirements
• Relevant HR Diploma / Degree
• Preferably 5 years experience in both Recruitment Agency and Corporate recruitment
• Proven track record in specialist recruitment processes and procedures (Executive Search, Market Mapping, Targeted Recruitment etc)
• E and Social Media Sourcing (All relevant platforms)
• eRecruit (PeopleSoft) experience will be an advantage
• Exposure to International and local Recruitment
• Broad HR knowledge – understands the structure, strategy and objectives of HR and the impact this has on their role and function
• Experience as an HR Generalist advantageous
• Commercial orientation
• Financial acumen
• Understanding of resourcing within a retail context (decentralised, national footprint, wide range of levels)
• Sound knowledge of appropriate labour legislation
• Sound knowledge of recruitment and selection approaches and practices as well as the development of selection tools
• Excellent communication skills
• Interpersonal and influencing skills
• Leadership skills
• Coaching skills
• Customer service orientation
• Collaborative work style
Job Specification
• Drive and implement resourcing strategies at BU level
• Provide support and actively participate in the sourcing of scarce and critical skills
• Actively partner with BU’s for market map and executive search projects
• Research, design and implement business unit specific sourcing strategies and channels
• Form and maintain partnerships with external stakeholders for extended sourcing channels
• Coordinate general Head Office and executive orientation
• Coordinate Visa’s and work permits and assist with relocation
• Work closely and liaise with branding for all internal and external branding projects
• Coordinate and monitor relevant Recruitment Projects
• Partner with the Centre of Excellence to align resourcing processes and standards in Head Office

DESIGNATED: AFRICAN

Apply to:

http://woolworths.pnet.co.za/#s=job_search

Human Resources Executive Job Vacancy at Mediclinic International in South Africa, Stellenbosch

  Job Title: Human Resources Executive

Advertising reference number
HR200_1

Location:
Mediclinic Southern Africa, Western Cape (Stellenbosch)
Recruiter:
Jacolize Endrich
Recruiting office (Where you are):
Western Cape - Mediclinic Head Office (Stellenbosch)
Category:
Executive
Province / Region:
Southern Africa
Business Unit:
Mediclinic Ltd (Head Office)
Requisition Number:
1
On-line Closing Date (Internet):
11/7/2012
Off-line Closing Date (Form):
11/7/2012
Requirements:


A relevant post graduate tertiary qualification with specialisation in Human Resources
At least 10 years experience as a Human Resources generalist of which 8 years were on a senior or executive management level
Exposure to all disciplines in Human Resources including sourcing and recruiting, performance management, succession management, leadership development, learning and development, competency management, compensation and human resource operational management
Strategic orientation
Commercial awareness and a solid understanding of global human resource trends and best practices
Proven change leadership ability
Sound risk management expertise
Ability to take the lead and build networks and relationships with key stakeholders on all levels
Strong conceptual flexibility
Sound judgment and decision-making ability
Personal integrity and credibility
Ability to influence
Dedication to developing the organisation and ensuring cross-boundary learning
Organisational sensitivity

Key Outputs:


Promotion of a culture that reflects the organisation's values, encourages good performance, and rewards productivity
Providing leadership to the organisation and taking responsibility for its Human Resource management and administration within the strategic and accountability frameworks
Ensure a sustainable and agile human resources service delivery system and structure that is business driven
Enhance and develop human resource competence that is equipped to enable human resource service delivery to the business
Developing and implementing a long-term Human Resource strategy for Mediclinic Southern Africa
Develop and implement strategies to ensure a fully engaged and competent workforce focused on safe patient care
Develop and maintain a leadership pipeline that is competent and mobile to meet future challenges
Develop appropriate human resource risk and governance measures

Equity Policy:
All applicants will be considered, with the understanding that preference will be given in accordance with the Employment Equity Plan of Mediclinic Southern Africa.
Other Information:
Your contribution to the company will be rewarded with a market-related remuneration package which includes membership of subsidised medical- and retirement funds, generous leave, a thirteenth cheque and participation in a special management incentive scheme for qualifying staff members.


To Apply:

Candidates who are interested in applying for this position, can apply directly at http://careers.mediclinic.com

If you do not have internet access, you can apply through the Mediclinic Career Centre. You can either obtain an application form from them or from your nearest Mediclinic and fax it directly to one of the following fax numbers: 0866811436 or 0866812078 or 0866829863 at the Career Centre. Telephone number for enquiries: +27 21 943 6111.

Please note that the Off-line Closing Date is applicable to all applications made through the Mediclinic Career Centre.

Applications will only be accepted if completed in full on the official application form. Kindly ensure that you indicate the vacancy reference number that you are applying for.


Deadline: 11th July 2012

HR Consultant Job Vacancy in South Africa at South African Revenue Services in Gauteng

Job # 1406727/924:
Job Title: HR Consultant
Market Related Salary
Johannesburg Megawatt Park South Africa (Gauteng)

Job Purpose

To provide comprehensive human resources business partner service to Business to ensure effective implementation of HR policies and procedures within the division, to achieve sound HR management practices.

People Management

Advisory Services:Advise line management of best approach and solution to People Management challenges in alignment with relevant policies & procedures;

Career Management: Advise line management of relevant career paths and advise staff on career possibilities.

Compliance Management:

Ensure all HR activities and HR advice comply with the relevant labour legislation;

Ensure all HR activities comply with the relevant policies and procedures of SARS;

Conduct Audits: Conduct ad-hoc audits on HR products and services to determine quality and compliance;

Empowerment:Coaching of line managers on leading People Management practices that include HR policies and procedures.

Facilitation of Exit Interviews: Ensure exit interviews are conducted and present finding to line management.

HR reporting: Generate frequent HR report to assist Senior line management to manage divisions;

Performance Management:

Assist line management to identify poor performers and facilitate appropriate interventions to improve productivity;

Facilitate and assist line management to design quality performance scorecards aligned with divisional business plan;

Facilitate recruitment process in consultation with line management within contracted period;

Ensure that all people management practices are not posing any risk to SARS that include process from Recruitment to termination of employment services;

Assist line management to identify successors for critical positions and critical roles;

Assist line management to identify talent pool where all employees are mapped in terms of performance, potential & learning agility.

Organisational Development

Plan and execute assigned HR projects to improve HR service delivery in organisation;

Identify & design critical HR interventions in business areas, i.e. Financial Life Skills, Job description clean-up; HR policy education, team builds & Business planning sessions;

Identify HR focus area that need to be reinforced communications to improve empowerment of staff;

Assist line management to establish primary and secondary skills profile of division;

Advise line management to improve diversity profile of workforce and comply with SARS AA & EE targets;

Develop interventions and focus areas to a representative workforce;

Ensuring that the job description is recent, accurate and evaluated to the correct SARS grade and aligned with SARS policy;

Employee Relations (ER)

Provide advice to managers consistent with legislation, SARS agreements and business considerations.

Develop labour relations competencies of all line managers and shop stewards in accordance with regional and national policies.

Promoting a sound employee relations climate at the MT Head Office by providing labour relations advice, monitoring divisional labour relations practices, and co-ordinate the implementation of ER initiatives.

Facilitate the effectiveness of management & union meeting (BULC).

Identify specific ER training needs in terms of Labour Relations procedures and facilitate training interventions.

Human Resources Development

Provide appropriate advice to the line managers in terms of the Career management Policy.

Ensure that organograms and reporting on SAP reflect an accurate status of client base. This include maintaining HR data to ensure 100% data integrity;

Focus on specific development plans for leaders and design specific recognition for "good & desired" leaders

Education & Experience:

HR Related tertiary qualification.

Honours Degree or B-tech HR related qualification is preferred;

5 Years HR generalist experience demonstrated in a corporate environment.

The ideal candidate will have the following competencies:

Experience

Interviewing Skills
Labour Relations and Employee Relations
Generalist HR background with exposure to HR disciplines
Project Management Experience

Knowledge

HR Policies
HR Best Practices
Labour legislation knowledge including LRA; Basic Conditions of Employment & Skills
Diversity Management Skills;

Putting our people first is an integral part of SARS business strategy. In support of this and our ongoing evolution towards becoming the best employee-centric employer in South Africa, our Human Resources strategy aims to create a high performing environment for our people by role modelling and embedding the right behaviours and values.

Apply online before 05/07/2012.

Apply to:

http://www.sars.gov.za/home.asp?pid=76381

Human Resource Partner Job Vacancy at MTN in South Africa

Job Title: Human Resources Partner
South Africa , Morningside

Job Mission

To support line management through the delivery of a professional HR management service to a portfolio of business Units through the establishment and maintanance of a dynamic business partnership. This includes minimising HR risk through ensuring appropriate systems, communication and controls are in place.

KPA Duties

Task Complexity: Indicates those KPA’s that are essential to the position itself. These are normally specific to the incumbent, the job, and the function. Excludes role and leadership / management. Employee relations •Facilitation of disciplinary hearings, grievances, and appeal hearings; •Support and ongoing advice to line management on ER related matters •Implementation of related processes, policies and guidelines that not only meet legal obligations but to ensure a leading position as an attractive and competitive Employer of Choice •Facilitate training and communicate ER related process policies and guidelines to line managers •Advise on ER issues in line with SA law and regulations, company policy and precedents set, taking account of relevant business objectives/imperatives and industry best practice, in order to minimise legal risks •Manage and provide timely advice/solutions for non-compliance issues •Continually monitor effectiveness and compliance with guidelines •Reduce CCMA and Labour Court referrals and internal disciplinary hearings to the lowest levels within the business by providing sound advice to both line management and staff; •Create high level and open communication channels regarding ER issues; •Conduct all processes in a manner that upholds integrity and all other good governance principles •Ensure that ER solutions provided fall within the legislative framework and are best Practices that enable the creation and sustainability of a highly motivating and harmonious working environment. •Analyze data to identify current and emerging trends in the industry to facilitate strategic ER decisions •Advise & Guide Line Managers & Employees on consistent application of the Disciplinary & Grievance Processes Human capital movement management (Recruitment, Selection and onboarding of candidates & Exit) ?Manage human resource planning (Head count) ?Assessing employees’ levels of Competence against the relevant profiles/frameworks ?Compilation of competency based questionnaires to be used in the interview ?Implementation of Retention Strategies as approved ?Facilitation of the interviews and taking an active role in the overall selection of the candidates ?Ensuring appointed candidates are settled with regard to HR related staff i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc. ?Employee induction and orientation ?Manages and implements recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced, through: -Supporting line management in the selection of staff, ensuring recruits are appropriately profiled for the advertised position -Identify key posts, ensuring that these are suitably resourced to promote the business' objectives -Respond proactively to changing resourcing needs, exploring opportunities which promote company image -Ensures internal controls are complied with to minimise recruitment risk ?Monitors wastage and recruitment trends at portfolio level and where necessary implements corrective action in conjunction with line. ?Interprets and implements Divisional manpower plans with a view to operationalising business initiatives effectively. ?Facilitates succession planning, particularly influencing decision around key posts and earmarked successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements. ?Provides support to line management in dealing with staff exits so that the costs associated with these are minimised ?Conducts exit interviews and produces a quarterly report on trends Performance and talent Management ?Facilitate the implementation of Performance Management Process in the respective Business Units; ?Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines; ?Clarification of roles and responsibilities for both line managers and employees regarding the IPF; ?Address resulting gaps identified by implementing appropriate Learning & Development Interventions; ?Facilitating the action plans being put to place regarding perfomance improvement for under performers as identified by line management; ?Actively Monitor Succession Planning and Ensure the Development of Key Talent; ?In close association with Learning and Development staff, perform skills audit and facilitate implementation of the action plans thereof. ?Guide and facilitate career path process together line and individual employees Organisational Design/Wellness /Learning and Development ?Participate in the co-design of organisation structures ?Have an understanding of how to develop and level Job Profiles in accordance to MTN Methodology ?Coordinate all OD, ER , culture alignment and Learning & Development interventions and any other approved interventions ?Ensure fair and equitable pay structures within the BU ?Management of BU organisational structures and manpower balancing ?Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward; Data Integrity Accountability •Generation of all required reports •Maintain the integrity of files so that all information is present and correct •HR Master Data, •Management Information/Reporting Employment Equity ?Ensure compliance to set Employment Equity targets (i.e. through Recrutiment etc) ?Monitor practice according to the Employment Equity Act ?Facilitation of a conducive and compliant environment to the Employment Equity requirements/obligations Human Resources policies and procedures ?Communicate and educate the Business units on all HR policies, procedures and processes ?Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc. Relationship Management ?Participate in the sourcing of external Service Providers (i.e. Recruitment agencies etc). ?Establishes a business partnership through advising and supporting the line on matters, which have an influence on the HR component of the business. ?Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility. ?To promote and ensure fair employee practices and people culture development ?To facilitate and promote a positive climate of mutual trust and respect Remuneration •Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'; •Manages remuneration costs in relation to the contribution to business objectives ( includes being up to date with the latest information through published salary surveys and other related sources) ; •Through payroll processing area, ensures an efficient payroll service to line ; •Monitors overtime trends and if necessary implements corrective action . Supervisory / Leadership / Managerial Complexity: Refers to the responsibilities for directing, guiding, motivating and influencing others Role Complexity: Does not refer to the various “roles” that the incumbent has to assume in the conducting of the duties. Instead, this would be additional complexity that should not be inherent in this position, but the incumbent has responsibility for. Example HR Managers having to manage an IT function. Lateral Dimensions: These indicate the areas where the individuals could contribute uniquely in addition to the indicated duties, as well as how they could be affected by others or circumstances not necessarily under their control. Creativities (improvement/innovation inherent) Indicates the potential for improvement and / or innovation inherent in a position. •Provide continuous improvement and innovation feedback of all HR activities •Improve Customer Service all the time •Provide creative approaches of fostering Employee Relations and building a culture of HR as a partner to business •Proactively take steps to positively influence employee relations and problems through providing effective and relevant training, awareness, meaningful and practical solutions and communications that would empower all to behave appropriately and implement correct decisions. Vulnerabilities (control span) Refers to the latent difficulties, or things that could potentially go wrong that affect a specific position. Such vulnerabilities may / may not be under the control of the incumbent. Direct implication or first level of impact. •Misundestanding in the implemented HR polices and procedures and all related cultural and people interventions •Optimal business performance vs.high cost of attracting the right pool of employees •Maintanance of the correct employee pools to minimize lost time and production due to unavailable staff (upon resignation) •Action operational HR alignment and measurement within operations •Compromised time lines due to the unavailability of the right staff members. •Lack of understanding of line with regard to roles and responsibilities with regards to execution of tasks •Management of underperforming staff •Lack of information to make informed decisions •Ignorance/Inconsistent application of Acts governing employment relationships •Providing incorrect judgements •Settling on cases in which employees and company has followed incorrect procedures or unlawful practices Collaboration: Refers to formal and informal relationships Responsibility towards: who are they and what do they receive from the incumbent. ?Direct reports:None ?Matrix reports: Line management, ?Key customers: Management and staff ?Key Suppliers: OD department ,Learning and Development, Trainers, Recruitment Agencies, Service Providers, ER Department, Employee Self Service ?Relations: Discretionary Space: The degree to which individuals are allowed to exercise independent thought and judgment. Independent thought and Judgment: Relates to the decision-making constraints place upon a position or conversely, the degree of freedom in decision-making. •Discretionary latitude granted within the limits of Labour Legislations and HR policies and procedures. Authorities: •As per delegation of authority

Requirements

Degree or Diploma in HR/Industrial Psychology
Degree or Diploma in HR/Industrial Psychology
•Targeted Selection •Handling grievance and disciplinary hearings •Facilitation of groups

Reference No:LM/HR/HRP
Position Type: Permanent
Affirmative Action: N
Salary: -
Additional: Knowledge: •Labour Legislation (BCEA, EEA, LRA, COIDA, SD Act) etc competence •Business Culture and Practices •Employee retention •Employee relations •Perfomance improvement and appraisal •Staff mobility administration •Exit Management •Learning and self management •Manpower /workforce planning •Computer skills and literacy. Skills / physical competencies: •Communication and listening •Facilitation & Negotiation •Feedbacking, Coaching & Counseling, •Result orientated, •Change and transformation management, •Stress management , Behavioural qualities: •Adherence to the MTN Values, ethics and resilience behaviors and team player •Assertive – being tough when necessary without fear or favour •Courage and conviction – challenging the status quo and breaking down silo barriers to performance, and overcoming resistance to change •Results orientated and resilience •Proactivity / initiative – to introduce ongoing changes to maximise productivity and influence the future •Focused and priority driven – staying focused amidst the multiple demands and expectations •Innovative •Customer centricity, sense of urgency OTHER •Accuracy and attention to detail •Highly driven and motivated individual, with strong personal presence, integrity and resilience •Decisive and action-oriented •Diplomacy and tact •Consultative General working conditions (e.g. shift work, drivers license, specific tools, special clothing, environmental requirements, etc.) •Drivers license code 08, local travel •Will be required to utilise personal vehicle for business related site visits, meetings, conferences and courses. •Travel between Regions KPA Quality Standards •On-time delivery of all HR interventions •Compliance of the law and regulations through out the organisation •Employee satisfaction •Creation of a harmonious and conducive working environment

Applications close 2012-06-13


How to Apply:
http://www.mtn.com/Careers/Pages/Vacancies.aspx

Deadline: 2012-06-13

Jobs at Exxaro Resources in South Africa- HR Officer Job Vacancy in Mpumalanga

 Job Title: Officer, HR

Job Reference Number
P40079229 & P40079230
Job Title:
Officer, HR
Location:
Mpumalanga (Arnot - Middelburg)
Number of Positions Available:
2
Application Closing Date:
5/6/2012
Qualifications:


Grade 12/Std 10/N3
Certificate Human Resource ( Essential / Minimum)
National Diploma Human Resource ( Recommended / Desirable)
Knowledge of Personal protective equipment, , SHEC regulations, Company policies and procedures
Communication, people skills
Analytical thinking, Evaluating and analysing data, facts and figures

Experience & Requirements:


3years (in total) HR administrative or services environment (Essential / Minimum)(Operational)

Key Performance Areas:


ER AND COMPLIANCE
Record and refer written grievances to Line Managers as per the grievance procedure. File completed grievances and disciplinary enquiry records and maintain the SAP system. Adhere to SHEC practices at all times. The relevant safety clothing and equipment are worn/used at all times.
HR PROCESSES MANAGEMENT
Know and understand HR policies, processes and systems and completes required data administration for all PA processes. Direct employees with the correct route to take with more complex HR issues. Facilitate timeous resolution of general queries by employees. Give administrative support in reference to training, formal studies and HR data management.
RECRUITMENT AND ON-BOARDING
Assist with the selection process, in collaboration with the HRBP/ HR Practitioner and line management (from A to C5 Level). Complete the relevant engagements documents for new employees and forward them to payroll (Medical aid, provident fund etc.). Responsible for relocation administration.
REMUNERATION AND EMPLOYEE BENEFITS
Liaise with the Transactional services to ensure smooth on-boarding changes in status and separation to and from Medical and Pension Fund schemes. Facilitate the distribution of medical aid cards to members and notifies medical aid of any changes in membership.
HRMS
Use HR technology and systems to extract relevant HR data. Ensure data correctness during input on SAP. Capture all staff changes on SAP as and when it occurs. Provide information to line from a correct source. Compile meaningful HR reports through interpretation comparisons and trend analyses.
STAFF MOVEMENT
Support in the employee separation process and procedures (eg resignation, retirement, retrenchment, dismissal, ill health, death and incapacity) though data administration role.
Coordinates the employee movement processes and procedures (eg employee transfers, promotions, redeployment and rotation) confirm with relevant 3rd parties (eg IEMAS) for any outstanding fees by employees during termination of service.
CUSTOMER SERVICE AND RELATIONSHIPS
Execute responsibilities in a manner that is in accordance to guidelines and standards associated with HR services within the Business Unit.
Escalate any problems that may lead to the delay in the delivery of HR services.
Respond to customer queries needs and challenges.
Keep customers informed of progress on HR queries.
Build effective relationships with own team and HR Service Delivery.

Key Performance Areas:
Appointments are dependent on the completion of a successful medical examination and receipt of a valid medical certificate. Exxaro facilicates such medical examinations where required.


How to Apply:
http://www.exxarocareers.drm-za.com/

Deadline:5/6/2012

Shoprite South Africa Jobs- Resource Officer Job Vacancy in South Africa

Job Title: Resource Officer

REF: HO/CS(/Resource Officer/Western Cape/220512

Recruiter: Shoprite Group of Companies
Start Date: 2012-05-24
End Date: 2012-06-05
AA/EE: Not Applicable
Contract Permanent
Location: Western Cape
Available: As soon as possible
Category: Human Resources
Basic salary range: Market Related
Reporting To: Group Resource Manager
Department: HR
Division: Head Office
Positions: 1

Introduction

The Shoprite Group of Companies is Africa’s largest food retailer. Grow with us and become part of a challenging environment offering stable and diverse career opportunities.


Location: Brackenfell, Head Office
Minimum Requirements

QUALIFICATIONS
Honours Degree in Industrial Psychology or equivalent 4 year degree is essential
Masters Degree in Industrial Psychology or equivalent degree is desirable

EXPERIENCE
Solid psychometric assessment administration, interpretation and feedback experience
Solid recruitment and selection experience
Solid placement of advertisements experience
Basic talent identification experience

KNOWLEDGE
Best practice recruitment processes and procedures is essential
Proper techniques to administer and evaluate standard psychological testing and other skills assessments is essential
Compiling job analysis is essential
Applicable labour law is essential
Wide spectrum of assessment suppliers and tools is desirable

SKILLS
Essential:
SAP Recruitment, PNET
MS Office
OPQ trained
Assessment administration
Assessment interpretation and feedback
Verbal and written communication
Numerical analysis and basic calculations
Desirable:
WPS trained
Job analysis facilitation
Job Specification

PURPOSE
To assist in ensuring the availability of talented employees to effectively support the business goals.

JOB OBJECTIVES
Talent Support Material Development
Recruitment and Selection
Skills Assessment
Client Service
Ad hoc Projects

COMPETENCIES
Essential:
Attention to detail
Analytical skills
Excellent communication and interpersonal skills (relating and networking & working with people)
Planning & organising skills
Effective coping and stress management skills
Delivering results and meeting customer orientation
Writing and Reporting

Apply to:

http://shopritecheckers.pnet.co.za/

Human Resources Officer Job Vacancy at Vodacom South Africa in Johannesburg

Reference Number: StorTech/RJ/HROfficer/Rivonia

Job Title: Human Resources Officer - StorTech

Location: Rivonia - Sandton, Johannesburg

Job Level: StorTech’s job grading will apply

Reports To: Executive Director: Human Resources – Stortech

No. of Positions Available: 1

Response Deadline: 29/5/2012

Objectives:
MAIN PURPOSE OF THE JOB

Offer a generalist HR function to line throughout the organisation with specific focus on the payroll function to ensure optimum standards are carried out in accordance with company policies, procedures and work practices as well as meet all statutory compliance dictated by various governing bodies. To develop, recommend and administer approved policies and procedures in human resources, employee relations and related issues, consistent with business strategic plans, objectives and priorities.

OBJECTIVES

Payroll:

Maintain complete employee records.
Process payroll documentation on time and ensure accurate cost allocations to the jobs and relevant cost default cost centre prior to submission to payroll outsourcing provider
Monthly reports/journals and statutory returns such as PAYE, UIF, TAX, Workers compensation etc.
General enquiries and inquiry resolution.
Monthly reporting.
Provide cost analysis and salaries and wages information as required for budgetary purposes.

Human Resources:

Industrial Relations (IR) - effectively manage IR climate/ issues including but not limited to performance counselling,
Recruitment and Selection - effectively manage and/or coordinate the process by ensuring cost effective and high quality service from recruitment providers; ensure all remuneration and benefits issues are accurately assessed and appropriately in line with salary bands; ensure effective delivery of induction program for all new employees and monitor pre-employment medicals and other selection criteria as deemed appropriate.
Pension/Provident Fund - ensure legislated compliance and control by maintaining contact with Pension/Provident Fund administrators
Medical Aid – Ensure all current and new members are listed as members of the scheme and also maintain contact with the relevant administrators
Learning and Development – ensure appropriate learning and development activities are undertaken consistent with the company’s strategies, policies and procedures; Ensure training expenditures are monitored and training records are well maintained.
Performance Management – develop and support a performance culture and play a significant role in managing the performance review process.. General HR Activities – ensure the quality and direction of human resources service and advice is fully minimized and valued and properly aligned to company’s strategy and objectives; Develop and manage company policies and procedures updates/changes.
Competencies:
KNOWLEDGE, SKILLS AND ABILITIES

Demonstrated payroll management experience.
Demonstrated HR management experience including application and interpretation of awards, acts, legislation and compliance requirements in an HR and payroll environment.
Demonstrated team leadership ability.
Ability to create, review and supply policies and procedures.
Customer service focus.
Strong interpersonal skills.
Presentation skills
Requirements:
EDUCATION & EXPERIENCE

Matric / Grade 12
Completed 3 years HR Degree / Diploma or Equivalent
5 -6 years HR Generalist Experience inclusive of ER/IR and at least 2 years full payroll experience
Other:
The full recruitment process will be managed / facilitated by the StorTech’s HR Team.
Employment Equity:
Stortech's approved employment equity plan and targets will apply as part of the recruitment process.

Apply to:

http://www.vc.drm-za.com/

US Embassy South Africa Jobs - Human Resource Jobs at American Embassy in South Africa Pretoria

Job title: Human Resources Assistant (Payroll and Time Attendance) :: Pretoria :: Human Resources
Advert Details
Human Resources Assistant (Payroll and Time Attendance)
REF: VA 12-35
Recruiter: American Embassy Updated on: 2012-05-07 00:00:00
AA/EE: Not Applicable Contract Permanent
Location: Pretoria Available: Immediately
Category: Human Resources Offer: R161,629 – R226,276 per annum
Introduction
The U.S. Embassy in Pretoria is seeking an individual for the position of Human Resources Assistant (Payroll and Time Attendance) in the Human Resources Office.

ALL ORDINARILY RESIDENT APPLICANTS WHO ARE NOT SOUTH AFRICAN CITIZENS MUST HAVE THE REQUIRED WORK AND/OR PERMANENT RESIDENCY PERMITS TO BE ELIGIBLE FOR CONSIDERATION.
Minimum Requirements
Qualifications Required:

NOTE: ALL APPLICANTS MUST ADDRESS EACH SELECTION CRITERION DETAILED BELOW WITH SPECIFIC AND COMPREHENSIVE INFORMATION SUPPORTING EACH ITEM.

Items 1- 5 are ALL REQUIRED

1. Education: Completion of secondary school (grade 12) and two years of administrative management, business or HR studies is required.
2. Experience: Two years of administrative work experience involving payroll administration, substantial finance or HR customer service responsibilities and data capturing is required.
3. Language: English level IV in reading, writing and speaking is required. (This will be tested)
4. Knowledge: Knowledge of basic accounting principles and records management is required.
5. Skills and Abilities:
- Ability to deal with customers courteously, timely and affectively is required.
- Ability to trouble shoot and logically solve Time and Attendance and pay issues is required.
- Ability to operate all office equipments is required.
- Ability to perform numerical calculations and to prepare spreadsheets in Excel using basic to advanced features is required.
- Proficiency in the use of Microsoft Office Suite 2007 is required (This will be tested)
Job Specification
Basic Function of Position: The incumbent serves as the mission's expert on time and attendance and primary point of contact with the Charleston Financial Services Center (CFSC) on timekeeping for locally employed staff of all agencies, except USAID and US direct hires of the Department of State. The position manages pay and allowances, workman's compensation claims processing (except USAID), LE Staff medical aid enrollments. Position is also the Official Residence Employees (ORE) contract administrator for the Ambassador, DCM and CGs and liaison for ORE pay and benefits.

Basic Salary Range: R161,629 – R226,276 per annum
Cash Benefits Range: R25,083 – R30,470 per annum
Non-cash benefits include medical, pension and others where applicable

Closing date May 14, 2012 (Close of Business)

For more details on the Application and Selection process, please go to:

Please note that this link will take you to the p-net site.
http://southafrica.usembassy.gov/job_opportunities.html

Register and Apply via: http://americanembassy.pnet.co.za

or to apply for this vacancy.

DISCLAIMER: The US Diplomatic Mission to South Africa uses PNET, a commercial Internet recruitment site, to advertise all of its positions, and to provide an online facility for submitting applications.

Human Resources Assistant Job Vacancy at Sanlam South Africa in Bellville

Job Title: Human Resources Assistant: Group Office (PG7)
City: Bellville
Division: Sanlam
Job Category: Financial Services
Business Unit: Sanlam Personal Finance
Position Type: Permanent
Education Required: Not Indicated


Sanlam Personal Finance provides clients in the entry, middle, affluent and self-employed markets in South Africa with a comprehensive range of financial service solutions to facilitate their long term wealth creation, protection and niche financing needs

Key Responsibilities

1. Human Resources related administration support with regard to:
1.1 Recruitment and selection
1.2 Appointments, terminations and transfers
1.3 Performance management
1.4 Payroll changes/updates/queries
1.5 Life event changes
1.6 Capturing training interventions
1.7 Scheduling of job evaluations
2. Handling recognition programme queries and updates
3. SAP support
4. Assisting with reports
5. Office Management:
6. Payment of accounts
7. Management of office and supplies
8. Compiling PowerPoint Presentations
9. Assistance with interviews
10.Ad hoc projects and requests

Minimum Requirements

Qualification:
• HR Related Diploma or degree or studying towards one will be an advantage HR Related Diploma or degree or studying towards one will be an advantage

Experience:
• Selection of applicants
• Working with compliance reports
• Relevant HR administration support experience

Knowledge:
• Computer literate in Word and PowerPoint
• Above average Excel capabilities
• Sap administration knowledge can be to your advantage
• Group structure knowledge can be to your advantage

Competencies

•Above average verbal and written communication skills in English
• Analytical skills
• Ability to work under high levels of pressure and with a variety of different tasks
• Accuracy
• Planning and organising
• Identifying and solving problems
• Be able to work with clients on an executive level
• Sound judgement
•Pro-active
• Initiative
• Influencing

Deadline: 14/05/2012

Apply to:

http://www.sanlam.co.za/wps/wcm/connect/sanlam_en/Sanlam/Careers/Current+Vacancies/

Shoprite South Africa Careers - Regional HR Manager in Gauteng

Job Title: Regional HR Manager

REF: HH/JH/Regional HR Manager/Gauteng/030512
Recruiter: House&Home
End Date: 2012-06-02
AA/EE: Not Applicable
Contract Permanent
Location: Gauteng
Available: ASAP
Category: Human Resources
Basic salary range: R15000 plus vehicle allowance and benefits
Reporting To: Operational Manager
Department: HR
Division: House & Home
Positions: 2

Introduction

A Regional HR Manager is required in Edenvale
Minimum Requirements
Applicable Degree with Industrial Psychology
Experience of representing your employer at the CCMA
HR Generalist experience
Job Specification
Regional Human Resource Manager, based in Edenvale


Apply to:

http://shopritecheckers.pnet.co.za/#s=job_search

HR Officer Job Vacancy at Netcare in Pretoria, South Africa

JOB TITLE: HR OFFICER
LOCATION: NETCARE PRETORIA EAST HOSPITAL
REPORTING TO: HR MANAGER
CLOSING DATE: 5 APRIL 2012

PURPOSE OF THE JOB

The primary function of this position is to perform a full Generalist HR function which includes IR, Recruitment and Selection , CSA reporting, Leave monitoring, Education, Training and Development, Employee well being, Transformation and Change Management as well as accuracy of the input into a centralised payroll function.
The incumbent within the post is required to meet tight deadlines, to be accurate, to follow policies and procedures, to interact with all members of staff and management and external companies/agencies associated with business of the organisation and members of the public.

KEY RESPONSIBILITIES:

The duties of the post include the following, and are carried out in accordance with Netcare’s policies and procedures and/or as determined by Netcare’s audit requirements:
HR Payroll Administration
 Complete all monthly input and necessary documentation accurately and timeously relating to:
o Appointments (including fixed term staff)
o Terminations
o Transfers
o Loans (personal and study)
o Changes to conditions or benefits of service of all employees
 Monitor monthly input to ensure that all is in line with the HR CSA and Netcare policies and procedures.
 Ensure that payroll input to the centralised payroll is accurate by performing monthly audits on the information captured onto the HR payroll system prior to signoff of dummy payslips by the HOD.
 Ensure that there are effective HR controls and systems in place and that these are maintained on an ongoing basis.
 Conduct regular audits on employee files to ensure that all paperwork is in the files as per the CSA requirements and give HR Manager regular feedback on the progress made.
 Ensure that all staff have valid contracts on file.
Employee well being
 Counsel staff on all HR related matters including loan policy, funeral benefits, salary advances, leave encashments, medical aid, pension/provident, study assistance, housing loans and maternity contracts and benefits.
 Provide a counselling service to all staff on work related matters and social problems and make a referral to a professional body such as ICAS where appropriate.
 Provide a counselling service on employee benefits including medical aid and retirement benefits.
 Provide guidance and counselling to Management and staff on the disability process and provide ongoing feedback and counselling regarding the progress of their application by following up in writing.
 Provide a non threatening and supportive environment for voluntary disclosure of HIV positive employees and continuing education of HIV/Aids.
 Establish good relationships with the Line Managers
Training, Education and Development practices
 Train new staff and existing staff on the induction training programme and constantly look for ways to improve the induction training.
 Monitor that all new employees attend orientation in line with the Netcare CSA
 Train all new starters and existing employees on “SHOUT”.
 Assist with the facilitation of other training courses in line with the training needs of staff and Management
 Assist the HR Manager with the drafting of the annual WSP.
 Arrange all facilities required for training interventions and issue invitations to staff.
 Send all training registers to HRSSC for capturing in the first week that the training is conducted.
 Pull monthly reports to compare numbers trained against numbers planned and keep this files.
Newsletter
 Draft a monthly newsletter within the first 2 weeks of the month.
 Ensure that all important and relevant details pertaining to CSA and Netcare policies and procedures are included in this newsletter;
Recruitment, Selection and retention of staff
 Assist Managers with the recruitment and selection of staff by shortlisting applicants, drawing up interview guides, interviewing, testing and reference checking applicants
 Provide guidance on appointment of applicants in line with Netcare’s employment equity policy
 Ensure that applicants are notified timeously regarding the outcome of their interview and process the letter of offer accordingly
 Ensure that Netcare is consistently branded as the “Employer of choice”
 Conduct Exit Interviews
 Complete a staff requisition form for every new placement and for any existing post
 Ensure that placements of any C4 and above staff are authorised by Exco
 Attend and participate in the Employment Equity meetings
Disciplinary
 Attend all disciplinary and grievance hearings as the HR representative responsible as the custodian of the procedure.
 Provide assistance to Line managers in compilation of disciplinary allegations, including letters of suspension and general correspondence between parties.
 Take and maintain an accurate record of all IR proceedings.
 Capture all details of the disciplinary hearing on vision.
Personnel Administration
 Ensure that increase letters are drafted and sent to all employees following annual negotiations
 Assist with the long service awards function
 Ensure that the relevant and necessary legislation as per the CSA is displayed in common areas at Netcare Operations centre
 Print a monthly report to ensure that pre-retirement meetings are set up a year in advance for staff members retiring at 65 years of age
 Compile job descriptions and organograms if necessary
 Assist the HR Manager in ensuring that the reaching agreements, interim appraisals and final appraisals are captured accurately and timeously
 Ensure that all staff C4 and above have a BSC on file
 Ensure that all staff have a job description on file when newly appointed
 Ensure that personal loans and study loans comply with CSA
 Assist line managers on a monthly basis to approve their dummy payslips
 Ensure that all of the line managers sign off dummy payslips monthly
Special Projects/Related duties
 Assist the HR manager with the rollout of projects when need arises
 Come up with new and creative ideas on how to improve service levels within the HR Department
 Attend meetings as required
 Handle all Goldcare queries and assist with presentations and functions
 Ensure that staff surveys are distributed annually and returned timeously
Performance Management
 Assist the HR Manager in ensuring that the reaching agreements, interim appraisals and final appraisals are
captured accurately and timeously as per the maximising performance cycle
 Support Managers in the performance management of “BE” staff
 Assist all Line Managers on the development module

INHERENT REQUIREMENTS/ COMPETENCIES:

 Adaptability
 Building Customer Loyalty
 Managing Work
 Planning and Organising
 Quality Orientation
 Professional knowledge and skill
 Stress Tolerance
 Relationship building
 Problem solving
 Decision making
 Excellent interpersonal and communication skills

QUALIFICATIONS AND EXPERIENCE:

 A Degree or a Diploma in Human Resources Management or an equivalent qualification is essential
 Minimum of 3 Years generalist Human Resources experience
 Computer literacy essential
 Good working knowledge of all relevant labour relations legislation
 Hands-on and Vision experience advantageous

HOW TO APPLY?

NETCARE IS AN EQUAL OPPORTUNITY EMPLOYER
The Company's approved Employment Equity plan and targets will be considered
as part of the recruitment process aligned to the Group’s Employment Equity strategy.
Netcare actively supports the recruitment of people living with disabilities.
Interested candidates who meet the above criteria are requested to e-mail a detailed
CV to Peret Badenhorst at Peret.Badenhorst@netcare.co.za or alternatively
fax application details to fax: 086-559-9941