HR Practitioner

  • Full Time
  • Gauteng, South Africa

Energy and Water Seta (EWSeta)

Introduction

Our company is looking for  suitably qualified and experienced HR Practitioner to join our dynamic team. 

Purpose of the Role

  • To maintain effective and efficient talent management practices within the EWSETA.
  • To establish an integrated learning and performance support function for the EWSETA that employs a variety of strategies designed to help employees acquire and maintain knowledge and skills required for successful individual, team, and organisational performance.
  • To maintain harmonious and professional labour and employee relations within the EWSETA by driving the successful resolution of formal disciplinarians and associated processes.
  • To coordinate the recruitment, selection and appointment processes, ensuring that the organisation employs the right person in the right job.
  • To work in partnership with department managers to provide professional HR advice, coaching and solutions that support the EWSETA in the identification and management of workforce issues.
  • To develop workforce plans that support the EWSETA departments and organisational strategy and agenda.
  • To maintain the organisational design and associated tools and information

 

Key Responsibilities

Talent Administration

  • Process new employee appointments.
  • Ensure new appointments are made in accordance with the relevant regulatory framework.
  • Formulate the annual human resource workforce plan.
  • Assure compliance with mandated policies and procedures through internal audit processes.
  • Develop a performance agreement for each employee.
  • Implement the employee assistance programme with respect to:
  • dependency
  • time management
  • problem solving
  • conflict management
  • diversity management
  • motivation
  • physical and cultural activities
  • Establish counselling services in respect of trauma, depression and stress.
  • Apply procedures to assist employees to apply for compensation in terms of the Compensation for Occupational Injuries and Diseases Act, 1993 (Act No 130 of 1993).

Talent Management

  • Compile the competency framework for the Business.
  • Compile and drive the operationalization of a code of conduct.
  • Coordinate the talent management and succession planning documentation and processes for the Business.
  • Coordinate national succession conversations and compile the succession plans on an annual basis.
  • Manage the performance management processes including 360 feedback systems and annual performance appraisals.
  • Manage the assessment centre for management development in line with the national framework.
  • Implement development and assessment centre policy and practices across the Business.
  • Coordinate the assessment of key individuals and the integration of the development centre results into personal development plans for identified high pro and high pot resources.

​​​​​​​Talent Development

  • Formulate and implement the workplace skills plan in accordance with approved EWSETA policies and guidelines.
  • Undertake annual skills audit and generate a status report.
  • Develop and implement the annual training and development programmes.
  • Compile and obtain authorisation for the annual training schedule in accordance with skills development requirements.
  • Develop, obtain approval and implement induction, mentoring and coaching programmes.
  • Conduct training programme impact assessments.
  • Administer bursaries for in-service employees and ensure accurate and up-to-date records are maintained.
  • Coordinate the talent management and succession planning documentation and processes for the EWSETA.
  • Coordinate national succession conversations and compile the succession plans on an annual basis.
  • Implement development and assessment centre policy and practices across the EWSETA.
  • Coordinate the assessment of key individuals and the integration of the development centre results into personal development plans.

​​​​​​​Change Management

  • Coordinate key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources.
  • Ensure that, as appropriate, such initiatives are embedded and the benefits realised.  
  • Facilitate staff involvement.
  • Facilitate the creation of strong communication plans to ensure clarity, understanding, and alignment of EWSETA initiatives.

​​​​​​​Learning Planning

  • Develop the workplace skills plan.
  • Design, develop, implement and maintain a skills inventory to assist in human resource planning and the identification of learning needs.
  • Advise management regarding initiatives and activities that promote maximum staff effectiveness and create a positive impact on performance.
  • Consult with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  • Coordinate an annual skills audit and analyse the results.
  • Analyse the individual developmental plans for all employees to understand the training and development requirements.
  • On the basis of the management consultation, development plans and skills audit, draw up an annual training and learning plan.
  • Work in conjunction with the HR Manager to ensure the submission of the annual WSP / ATR.
  • Perform programme management and qualification development within the SETA framework.

​​​​​​​Learning Design and Development

  • Develop induction, leadership, operations-focused and technical training, mentoring and coaching programmes using inhouse capacity or external vendors.
  • Research and compile a complement of internal and external learning programmes that align with the organisation’s objectives and employee needs.
  • Work directly with management to define and coordinate customised programmes based on their needs.
  • Produce material for in-house training, on-boarding and handbooks.
  • Work with training providers to develop suitable course content.
  • Design and establish benchmarks that measure the impact and effectiveness of development programmes on the organisation’s overall performance.

​​​​​​​Learning Implementation

  • Conduct the on-boarding of all new staff.
  • Manage the implementation of training and development programmes.
  • Conduct the training programme impact assessment studies and analyse the results.
  • Develop and deliver management information reports to track and benchmark learning and development participation, costs and benefits.
  • Manage external vendor relationships.
  • Ensure learning administration and record keeping is up to date and accurate.

​​​​​​​Talent Pipeline (Bursaries, Interns and Apprentices) Administration

  • Coordinate the process of selection, appointment and development of the Bursary students, interns and apprentices.
  • Build relationships with relevant learning institutions to enable the delivery of quality interventions for EWSETA.
  • Monitor student results and feedback to the line managers on appropriate future actions.

​​​​​​​Grievance Administration   

  • Facilitate the grievance process with the affected national office employee(s) and the other party(ies).
  • Operationalise policy and guidelines for the management of grievances.
  • Monitor and report on grievances lodged across the EWSETA and their resolution.
  • Operationalise processes and systems relating to the administration of grievances.

​​​​​​​Dispute Resolution 

  • Operationalise policy and guidelines for the resolution of disputes.
  • Operationalise processes and systems relating to the administration of applications for dispute resolution.
  • Evaluate dispute resolution applications.
  • Facilitate the settlement of applications for dispute resolution.
  • Defend applications for dispute resolution.

​​​​​​​Bargaining Process Administration and Participation       

  • Arrange and conduct advocacy workshops to ensure understanding of the agreements and resolutions.
  • Administer and oversee the implementation of agreements and resolutions to ensure compliance with implementation plans formulated by role-players and stakeholders.
  • Collate and present management proposals at the bargaining forum.
  • Provide feedback to all constituencies on bargaining forum progress.

​​​​​​​Industrial Action Administration    

  • Disseminate the strike action plan.
  • Provide support and expert guidance to Operations.
  • Prepare recommendations regarding the implementation of the “no work no pay” policy.

​​​​​​​Misconduct Management   

  • Operationalise the policy and guidelines for the management of misconduct [disciplinary enquiries].
  • Operationalise the processes and systems relating to the management and administration of misconduct cases including timing, communication and structures.
  • Process formal misconduct cases by driving the disciplinary process to appropriate completion.

​​​​​​​CCMA and Labour Court Representation

  • Ensure the matters are thoroughly prepared for.
  • Present the organisation’s case appropriately.
  • Ensure that the organisation is aware of and complies with the CCMA/labour court rulings.

​​​​​​​Employee Relations Practice Promotion    

  • Provide specialised industrial relations advice and guidance to management.
  • Monitor effectiveness of the operational employee/employer engagements and propose corrective action as necessary.
  • Monitor action item outcomes.

​​​​​​​Policy Implementation

  • Implement and monitor resourcing policies and processes (recruitment, selection, appointment, placement and exit management).

​​​​​​​Organisational Design

  • Maintain the organisational structure to ensure accuracy and alignment with strategic objectives and operational requirements.
  • Make ad hoc adjustments to the organisational structure to meet operational changes.
  • Maintain the records associated with structural amendments.
  • Reconcile the organisational structure against actual staffing on a quarterly basis.
  • Determine and maintain a library of staffing drivers, norms and standards across the EWSETA to inform job numbers and relationships.
  • Maintain the library of job profiles for the EWSETA.
  • Interview incumbents and documents roles scheduled for development ensuring it is consistently in line with role profile principles.
  • Screen each role profile received and makes necessary editions ensuring it is in line with the highest standards.
  • Strive to achieve standardisation across roles and organisational structures.
  • Formulate the annual climate survey.
  • Implement organisational diagnostic processes in the areas of:
  • employee satisfaction
  • organisational communication effectiveness
  • internal customer satisfaction
  • leadership effectiveness
  • culture/strategy alignment
  • climate and morale
  • diversity tolerance.
  • Ensure surveys are delivered across target groups effectively.
  • Analyse survey results and work with external and internal partners and clients to develop appropriate interventions to address identified gaps.

​​​​​​​Workforce Planning and Market Analysis

  • Recognise and interpret developments and trends in the EWSETA’s external and internal organisational environment specifically demographics and labour market environments.
  • Identify, analyse and forecast the EWSETA’s changing needs for human resources.
  • Identify future skills sourcing pools (labour market, academic institutions) and develop strategies to attract human resources from these pools.
  • Formulate the workforce resourcing strategy and plan and ensure its implementation against defined milestones and targets.
  • Determine and advise management on the most appropriate deployment options taking cognisance of positions and funding availability (permanent, contract, outsourced, job splitting).
  • Give updates to the HR team on “people trends” in the market.

​​​​​​​Recruitment

  • Consult with the EWSETA on people requirements – to facilitate, advise and get operationally involved where appropriate.
  • Implement defined recruitment strategies.
  • Ensure the job specifications for the roles clearly articulate the requirements, and set out the expectations from a successful candidate.
  • Understand the relevant department’s services in order to “market” the roles and attract the right talent.
  • Provide professional support and advice on recruitment to line and corporate managers, and advise managers on best practice recruitment and selection.
  • Select the most appropriate sourcing models and tools.
  • Coordinate the recruitment process and any vendors used (e.g. media, recruitment agencies), including: 
    • confirmed job profiles and personnel specifications
    • the job advertisements
    • the channel to be used
    • the application form design
    • preparation of other recruitment material such as brochures.
  • Coordinate the selection process in accordance with organisational policy and the job specification, including:
    • screening application forms
    • shortlisting applicants
    • the interviews
    • psychometric tests and personality questionnaires and various group activities
    • reference checking.
  • Coordinate the appointment process, including facilitating the signing of the employment contract.
  • Provide training in interviewing techniques to management.
  • Ensure compliance across the EWSETA relating to mandatory and accurate employee information that must be maintained.
  • Administer probationary reviews, employee evaluations and terminations.
  • Analyse the skills and qualities required for each particular job and develop and job profiles.

​​​​​​​Termination and Exit Management

  • Manage the exit interviews for staff.
  • Consolidate exit data across all bands.
  • Report on terminations and exit interview outputs.

​​​​​​​Professional and Technical Expertise

  • Provide resourcing expertise in cross-functional department meetings and with colleagues and external stakeholders to enable relevant decision-making.
  • Participate in external forums to acquire more technical expertise, benchmark, and build understanding of market trends, new methodologies and leading edge technology.

​​​​​​​Employment Equity Facilitation

  • Be responsible for the annual reporting process and systems compliance to enable information retrieval in accordance with legislative requirements.
  • Consult and compile the annual and 5-year employment equity plan.
  • Input into and implement organisation transformation programmes where gaps are identified through the consultation process.
  • Review relevant organisational policies in conjunction with the employment equity committee(s) to ensure compliance.
  • Ensure the annual submission of EEA2 and EEA4.

​​​​​​​Effective Teamwork and Self-Management

  • Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
  • Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
  • Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
  • Manage colleagues’ expectations and communicate appropriately.
  • Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

Knowledge

  • Legislative and regulatory environment informing talent management and development
  • EWSETA’s IT systems associated with human resource management and administration
  • Organisational HR policies and procedures
  • HR systems and formats
  • Organisational processes
  • Human resource and employment equity legislation and statutory requirements
  • Performance management and development methodologies
  • Change management methodologies
  • Tools and techniques for grasping new concepts, acquiring new ways of seeing things and revising ways of thinking and patterns of behavior
  • Skills development legislation
  • Course design and development
  • Adult education/learning styles
  • Training tools and learning aids
  • Principles around assessment and moderation
  • Labour legislation and practices
  • Employment legislation
  • HR and ER practices, principles and methodologies
  • Health and safety legislation

Skills

  • Verbal and written communication
  • Sensitivity
  • Analytical thinking
  • Logical thinking
  • Decision making
  • Public speaking
  • Computer literacy
  • Report writing
  • Interpersonal skills
  • Presentation skills
  • Relationship building
  • Conflict management

Attributes

  • Persuasive
  • Initiative and assertive
  • Tolerant of stress and pressure
  • Creative
  • Proactive
  • Deadline driven
  • People orientated
  • Able to interact at all levels of the organisation
  • Results/Goal oriented
  • Team player
  • Tactful and able to deal with difficult situations

Desired Experience & Qualification

  • Bachelor degree or national diploma in Human Resource Management or Organisational Behaviour
  • Certificate in Labour Relations or Labour Law (preferred)
  • 3 to 5 years relevant experience within HR function
  • Two years of experience in the field of training including course design, development and adult education/learning styles

Package & Remuneration

Salary: Market Related 

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