Available Jobs - Human Resources / Training(17)

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HR related payments preparations e.g. CILL, Advances, Loans
Month end Statutory reconciliations and Submissions e.g. NEC, NSSA, TRADE UNIONS.
Contract making and renewals
New employees’ inductions.
Preparations of disciplinary hearings. (preparations of the hearing paperwork, serving to respective persons involved)
Chairing the disciplinary hearing.
Assisting with Payroll
Attending to employee queries
File Maintenance.
Compassion duties like representing the company at funerals and sick core workers.
May carry out any other duties assigned by management from time to time.

General work place coordination
Supports team manager and performs management duties when manager is absent or out of office
Provides encouragement to team members, including communicating team goals and identifying areas for new training or skill checks
Assists management with hiring processes and new team member training
Answers team member questions, helps with team member problems, and oversees team member work for quality and guideline compliance
Communicates deadlines and sales goals to team members
Develops strategies to promote team member adherence to company regulations and performance goals
Conducts team meetings to update members on best practices and continuing expectations
Generates and shares comprehensive and detailed reports about team performance, mission-related objectives, and deadlines
Ensures company brand materials and physical working spaces meet and exceed company presentation standards
Provides quality customer service, including interacting with customers, answering customer enquiries, and effectively handling customer complaints

Duties Includes:
The Head - Human Resource develops policies and directs and coordinates human resources activities such as Recruitment & Selection, Compensation, Benefits, Performance Management System, Training & Development, Administration and Employee Relations.
The Head: Human Resources in addition to dealing with staff welfare and administration centred activities will also deal with strategy and staff planning which will cut across the group of companies.
Recruiting staff which involves drawing up of Job Profiles from existing job descriptions and person specifications, preparing job adverts and arranging head hunting of personnel, receiving and checking job applications, shortlisting, interviewing and selecting candidates
Ensuring that all contracts of employment issued to staff are up to date and consistent with the Labour Laws
Promote a work culture where employees relate well with other fellow employees to attain their full potential
Ensure that all expectations in terms of work place behaviours are clearly communicated to all staff
Dealing with Grievance and implementing disciplinary procedures
Resolve any conflicts that might arise
In conjunction with CEOs/Heads/Line Managers develop and regularly review job descriptions for all positions
Advertise and fill vacant positions with competent staff
Working closely with line managers, to manage staff using the Balanced Scorecard system

Accountable for the total Human Resources function. To facilitate and drive optimisation, attraction, retention and development of human potential.

Duties will include:
Provide general human resources advice to management and staff.
Prepare HR budgets and reports.
Responsible for recruitment and selection.
Personnel records administration.
Responsible for disciplinary, grievances handling.
Conducts training needs assessments, assists in training and development of staff.
Provides advice on grievance handling procedures and ensures that proper processes are followed and maintains relevant records.
Responsible for staff welfare.
Responsible for processing employee termination procedures.

Duties and Responsibilities

* We are looking for a dynamic, energetic, focused, hands-on individual who can provide assistance to the Human Resources Manager. The ideal candidate must have good administrative skills, be familiar with Human resources practices and possess a high degree of integrity.
* Providing support to Human Resources Manager.
* Induction, recruitment, and placement.
* Help with Skills Development and Training.
* Assist with Employment Equity.
* Assist with Health & Safety.
* Lend support to Human Resources Manager regarding policies and procedures.
* Assist Human Resources Manager with labour relations.
* Human Resources Administration.
* Staff Welfare.
* Involved with worker committees.
* Involved with accreditation i.e. WIETA, BBBEE.

Duties to include
Identifying staff training and development needs
Organising and overseeing appropriate training
Ensuring consistent delivery of department training programs

Responsibilities include but are not limited to
To provide effective on the job training by being present in restaurants to mentor and coach management and their teams in order to drive company standards and procedures
To provide effective classroom training across the brands you are assigned to
To ensure the culture, ethics, and core Brand values are conveyed to all Franchisees, managers, and their teams
To plan, organize, implement and facilitate ongoing training
Be available for store support training during the restaurants normal trading hours, which are generally between 8 am to 11 pm
Prepare annual training plans
Assist with planning of new workshops and training programs
Facilitate and present lectures/workshops for training
Perform administration work
Assist with all restaurant new site openings, change of hands, relocations, revamps
Assist with ongoing refresher training programs
Compile and collate all training course results into professionally constructed reports

Responsibilities include but are not limited to:
Co-ordinate Recruitment, Selection, Induction, Training and Disciplinary Hearings
Advice management and staff in relation to compliance with Labour laws, organisational policies, rules and regulations
Conducting and coordinating salary surveys
Responsible for HR correspondence, filing and keeping accurate staff records
Responsible for General application, management and administration of HR Policies, Labour Act, Disciplinary proceedings, Social Security, Pension Fund and Medical Aid
Oversight over employee PAYE monthly and pay over to the Receiver of Revenue, at the end of the tax year; reconcile PAYE and distribute PAYE-certificates to employees
Compile annual Affirmative Action report and submit such to Employment Equity Commissioner
Serve as the primary point of contact for general queries and issues relating to Talent and Learning, providing advice in line with policies
Responsible for effective coaching and education of line and staff on talent development and learning interventions in order to enhance the effectiveness of the process within the OU
Administer successful placement and effective onboarding of new recruits, through enhanced implementation and monitoring of the VE onboarding programme
Create a learning culture within the OU; manage the implementation of learning processes and tools, identifying learning gaps and collating needs, sourcing and implementing learning programmes; monitoring of learning calendar; monitoring effectiveness and support implementation and use of tools such as Competency frameworks
Responsible for the overall HR Administration, i.e. payroll, leave, medical aid, pension fund, PAYE, Social Security, bank reconciliations, accurate staff recording, staff turnover records
Responsible for the maintenance and management of Office Services and contracts

Responsibilities include but are not limited to
Needs Assessment
Assess training for individual departments
Develop programs to meet those needs for individual departments
Arrange for the completion of skills audits and skills planning by program, unit and line managers for their respective staff members
Training design
Design programs using techniques such as classroom learning, demonstration, one-on-one coaching, or online learning
Schedule training sessions to minimize disruption to normal working hours
Manage and implement plan, schedule, book, and record training interventions
Design and incorporate post training assessments
Ensuring employees achieve the levels of skill necessary for their jobs
Must be able to demonstrate skill themselves in training delivery
Ensure in-service training and mentoring is progressing in line with approved skills plans, and is correctly documented and recorded training delivery
Evaluate the outcome of training sessions and maintain records of trainee’s progress and achievement training delivery
Monitor training cost against budget training delivery

Responsibilities include but are not limited to:
Support the development and implementation of HR initiatives and systems
Provide counseling on policies and procedures
Be actively involved in recruitment by preparing job descriptions, posting ads, and managing the hiring process
Create and implement effective onboarding plans
Develop training and development programs
Assist in performance management processes
Support the management of disciplinary and grievance issues
Maintain employee records (attendance, EEO data, etc.) according to policy and legal requirements
Review employment and working conditions to ensure legal compliance

Duties to include
Labor issues
Running the payroll
All HR Functions

The HR Manager’s main responsibility is to head our client’s HR Department and fulfill its recruitment needs by retaining current employees, assisting with questions regarding employee provident/pension funds, making sure the company complies with labour laws and look at the overall happiness of staff.

Your duties will include, but not be limited to:

* Interview and recruit skills to fill job openings.
* Promote a healthy working environment for staff and management.
* Handle labour disputes and remedy any issues and employee might have.
* Develop and initiate training and orientation plans for new starters.
* Report on the cost of HR and current/future recruitment needs/drive.
* Manage risk by being compliant with South Africa labour laws and recommendations.
* Stay abreast of all labor legislation and evolving needs of the employer and its employees.
* To some extent be involved with payroll and provident fund/pension enquiries.
* Collect and analyzing employee data via internal surveys to measure employer satisfaction and develop talent retention strategies.

To provide the Company with expertise in HR services and administration and supervise HR Service Staff
Responsible for delivering HR operational excellence for the OU in all the Human Resources disciplines and processes
To be accountable for delivering on HR and Class of Business KPI’s at OU level

Duties to include
Labor issues
Running the payroll
All HR Functions

Contribute to the design and implantation of Compensation & Benefits (C&B) programs and reward policies that are aligned with the company's business objectives for all staff levels
Ensure that compensation and benefits policies are adhered to
Co-ordinate alignment of global/regional reward activities with other regional and country C&B teams
Co-ordinate the development of Role Profiles evaluations and grading process
Manage, control and administer all aspects of the company's local Pension scheme
Act as a consultant to local line management in C&B matters
Provides input and cost analysis for personnel costs budgeting process
Implement analysis of legislative, market and actuarial trends and projections
Coordinate, together with the Training & Development Manager, the planning of career / development paths
Contribute to the design of C&B related business intelligence, taking business strategies into account
Liaise with external consultants and industry colleagues
Supervise job analysis and evaluation, analysis of C&B surveys, preparation of C&B proposals and merit budgets
Benchmark company C&B policies with outside companies through participation in outside surveys/forums and propose possible amendments
Participate in compensation and benefit surveys to ensure market transparency and positioning of remuneration packages according to the HR Strategy
Oversee relationships with external vendors of C&B services and drive quality and supplier service for area of responsibility
Provide consulting on C&B matters (e.g. interpret policy) and analytics for business managers as required
Oversee relationships with external vendors of C&B services and drive quality and supplier service for area of responsibility
Provide consulting on C&B matters (e.g. interpret policy) and analytics for business managers as required
Manage all Mobility across SSA to ensure compliance with all local legislations
Manage Executive annual remuneration and the LTI schemes to target audience
Consistently apply company reward frameworks, where appropriate, to local practices, such as RCS, international mobility management
Ensure timely and accurate reporting of C&B information for business and planning requirements
Ensure alignment of benefits across SSA for all countries
Co-ordinate and monitor annual merit & bonus plan processes and salary reviews for local & zonal staff and managers in close co-ordination with the Regional HR resources and Global C&B
Manage, guide and coach performance of team members to ensure work is delivered on time and to right level of quality
Determine SLA’s of Regional and Local country C&B departments

• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Bridge management and employee relations by addressing demands, grievances or other issues
• Manage the recruitment and selection process
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Nurture a positive working environment
• Oversee and manage a performance appraisal system that drives high performance
• Manage and maintain payroll and employee benefits program
• Assess training needs to apply and monitor training programs
• Report to EXCO and provide decision support through HR metrics
• Ensure legal compliance throughout human resource management
• Ensure a BEE strategy is communicated regularly to EXCO level with updates and progress.
• And any other reasonable task