Primary Duties and Responsibilities:

To drive employee attraction, engagement, retention and performance of employees within the company through ensuring sound and accurate HR practices, whilst also enabling and guiding employees and line managers through sound HR guidelines, policies and processes.

 

Required Qualifications:

•       Tertiary degree in Human Resource Management or equivalent.
•       Honours degree would be beneficial.

 

Experience and Knowledge:

•     7 – 9 years experience in HR field
•     Preferred 5+ years of experience as an HR Generalist.
•     Preferred 2+ years of experience working as an HR Business Partner.
•     Knowledge in the following HR Disciplines:
•    Talent Management
•    Recruitment
•    Learning and Development
•    HR Payroll Processing (Sage 300 would be preferred)
•    Performance Management
•    Statutory Reporting
•    HR Service Delivery
•    HR Analytics & Systems

 

Key Responsibilities:

Recruitment & Selection

•  Manage the recruitment, selection, and appointment process (in person and via HRIS) ensuring best practice guidelines and company processes are followed.
• Ensure new resources receive proper induction and onboarding when joining Moyo.
• Drive the Moyo employer brand and value proposition to attract the best resources.
• Report on a monthly, quarterly, and yearly basis on the recruitment statistics.

Organizational design & job analysis

• Ensure alignment on structures and roles through driving sound job design, profiling, and evaluation practices.
• Conduct job grading and benchmarking of all new roles, changing roles, or existing roles at regular intervals to ensure continuous internal and external alignment.

Employee Wellbeing

• Provide line managers with support in dealing with people matters, and managing team health and morale.
• Drive employee well-being programs, such as EAP and other initiatives together with the HR Administrator.
• Work closely with line managers to improve employee relationships, and increase productivity, performance, and staff retention.
• Guide managers within frameworks and guidelines to engage employees in career path, performance, and other key staff engagement discussions, and take part in such discussions when necessary.
• Monitor and report on employee wellbeing, culture, and staff engagement on a regular basis.

Talent Management

• Drive and assist with performance management system/process, providing support to line managers enabling them to implement and execute good outcome-driven performance management of staff.
• Oversee a performance appraisal system that drives high performance.
• Work with line managers to identify skills and training gaps within their teams, in order to compile and drive annual training plans that address the key needs of the organization.
• Work with different departments to define career paths and monitor employees on various career paths.

Governance & Compliance

• Uphold & ensure adherence to sound HR policies and procedures.
• Support management team when it comes to disciplinary and grievance issues such as warnings, poor performance, and misconduct inquiries.
• Assist in the development of organizational policies, or review existing policies, to ensure compliance to relevant legislation or set guidelines and rules for specific organizational initiatives or frameworks.
• Assist with compliance with all statutory requirements and reporting within the labor legislation & relations field (i.e. EE reporting, Return of Earnings, WSP & ATR submissions, etc).
• Assist with BEE reporting and verifications as needed.
• Compile UIF documentation for employees when needed.

Remuneration & Reward

• Conduct regular salary benchmarking processes to ensure internal and external alignment on salary bands.
• Review monthly payroll and benefits, as well as assist with benefit administration.

HR Metrics & Reporting

• Ensure optimal use of HRIS and correct/accurate data for reporting.
• Administer various HRIS processes, workflows, and data changes.
• Prepare monthly and quarterly HR metric reports for Executive review and monitoring and strategic input.
• Analysing trends and metrics with the HR department

Competencies: 

• Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making.
• Systems Thinking: Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
• Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Deductive Reasoning: The ability to apply general rules to specific problems to produce answers that make sense.
• Inductive Reasoning: The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
• Excellent communication skills: Ability to engage with all stakeholders, both verbal and non-verbal, and communicate a deep understanding of the business.
• Time Management and prioritization: Effective time management and prioritization skills to effectively manage workload and stakeholder demands.
• Ability to understand overall business and HR strategy in order to assist with driving tactical executions of strategic projects and objectives.