Massmart
Job specifications/responsibilities will include the following:
- Business & People Strategy
- Implement the annual People operating plan in stores on the stated purpose and direction of the respective business
- and Divisional HR strategy
- Ensure that people strategy, policies, practices, processes and controls are translated, communicated and
- embedded across all levels/departments in store environment
- Work with Managers to identify key trends, shifts or issues relating to people that impact on strategy delivery and
- ensure that an effective people plan is in place to address these issues.
- Ensure effective integration to facilitate seamless people service delivery and cascade this service delivery model
- across the Store Operations
- Line Management Performance Coaching
- Mentor and coach store line and associates on key people management process.
- Identify existing or potential problem areas and advise line management on how they can use HR processes to make improvements
- Coach management around the principles and importance of Interaction Management (IM) and encourage effective implementation of IM principles.
- Provide guidance to line management with regard to disciplinary issues to ensure that all associate relations matters are effectively dealt with and that confidentiality is maintained at all times.
- Provide support to line management on people and organizational development issues.
- Drive line management completion of mandatory management training and to develop required leadership competencies.
- Maintain targeted line management service satisfaction ratings (climate surveys)
- Talent Acquisition
- Guiding Talent Acquisition through transformational changes in recruiting processes and human resources systems.
- Monitors the effectiveness of recruitment programs by analyzing and communicating hiring results (for example, demographics, diversity, retention); collecting feedback and implementing initiatives to improve program
- effectiveness; analyzing client and candidate satisfaction rates.
- Incorporating information into business unit recruiting initiatives to source talent (for example, diversity, recruiting, third-party relationships, and employment branding efforts).
- Gathering information on workforce plan, talent gaps, potential attrition, and high potential talent from business units’
- leaders.
- Ensure effective recruitment and interviewing of associates, including effective processing of pre- and post-employment administration.
- Communicating expectations, feedback, and status information to candidates, customers, hiring managers, cross-functional partners, and other stakeholders throughout the selection process.
- Providing selection recommendation for functional areas and business unit positions.
- Ensure that requisitions for all recruitment positions are signed off by relevant stakeholders to enable the recruitment process to commence.
- Managing the offer process, including negotiating and communicating offer information, compensation, and benefits.
- Ensuring selection process documentation is completed and entered into human resources (HR) systems.
- Ensuring effective onboarding of new associates.
- Conduct exit interviews timeously and monitor effectiveness of termination process (resigning and retiring associates).
- Monitor and track the renewal of fixed term contracts ensuring that management do not continuously extend contracts and that associates are terminated timeously with payroll
Talent Management
- Implement a talent strategy for the store, in partnership T&L: CoE by building a talent pipeline to ensure sufficient talent for now and in future at all levels, including a succession plan for leadership critical roles
- Where necessary inform and train line management and associates on quality talent management (including rewards and benefits parameters) implementation and execution.
- Ensure forecasted staffing requirements are documented and action accordingly (including seasonal demand planning), in conjunction with the Regional People Partner
- Ensure that the implementation and management of leadership development and career planning is sustainable and realizes value, including learnerships and internships, to promote a learning culture.
- Recruit, select and place candidates in terms of agreed recruitment and selection frameworks (including pre-selection processes) and ensure appointments (including internal promotions) are in line with EE targets / strategy
- Adhere to remuneration framework, as directed Total Rewards:CoE, ensure alignment to business needs and budgets
- Manage weekly vacancy monitor and employment equity reporting and ensure reports are distributed to relevant stakeholders
- Ensure talent systems are utilized to full capacity and maintained accurately
- Ensure the organizational performance management process and system is effectively implemented and maintained in line with timelines
- Reinforce management rewards and recognition opportunities available to reward performance
- Build line and associate capability to around performance management process and how to engage in feedback and tough conversations.
- Coach line management on the importance and effectiveness of quality IDPs and encourage line management to follow through on scheduling of training and development per IDP.
- Ensuring associate individual development plans and performance reviews are completed and followed through as per the performance management cycle.
- Guide and direct Performance Improvement Process (PIP) and assist line managers with all steps of PIP.
- Identifying program inconsistencies and areas of improvement tracking of IDPs.
Transformation, Learning, & Engagement Programmes
- Support management to review skills gap to achieve performance related goals, identify training needs
- Monitor implementation of training needs as per development action plans
- Ensure that mandatory training is conducted timeously. (i.e. Ethics, Anti-Corruption and CBT courses)
- Motivate for budget, resources and support required for annual training plans.
- Monitor and drive the progress of Learnerships, Graduates and associate training and development programs.
- Ensure training registers are complete and captured for all training conducted.
- Enable successful delivery of people initiatives through effective change management.
- Oversee the driving of the BUA survey and additional engagement programs/surveys to ensure targets are met and where necessary workshops are conducted to unpack results and draw up action plans.
- Elevate and drive effective organisation AVP initiatives and plans, including culture, diversity and inclusion.
- Create a climate that is encourages and embraces transformation
- Ensure employment equity and skills development plans are implemented
- Drive set goals and targets with site leadership
- Ensure adherence to employment equity and skills development Terms of Reference
- Timeous submission of quarterly and annual EE and SD reports
Remuneration and Benefits
- Ensuring appropriate application of all associates of relevant remuneration/reward and recognition.
- Ensure consistent implementation and application of remuneration policies, procedures and guidelines; ensuring the adherence to Massmart EB policy and procedure.
- Advising and ensuring all associates in appropriate application of associate benefits offerings.
- Drive and support associate wellness and safety initiatives and compliance.
Associate Relations Management and Company compliance
- Advising on, researching, remaining up-to-date knowledge of labour relations and employment acts and quickly resolving people related issues.
- Engage in regular and continuous communication with line management to understand the associate relations issues and provide solutions.
- Guide, advise and ensure all associates and managers are aware and adhere to legislative requirement and company policies and procedures.
- Assist the store and support line managers to establish discipline and effectively resolve all their grievances and disciplinary cases effectively timeously
- Manage the relationship with union through active consultation and engagement.
- Provide support and advice as appropriate in disciplinary, grievance and CCMA matters. Manage matters related to collective agreement and policy related issues concerning employees to ensure legal compliance
- Assist in drafting of required quality documents for disciplinary matters
- Monitor preparation and sign-off of monthly & adhoc ER reports and update the Management on critical issues as and when required.
- Maintaining confidential information, documentation, and assigned records.
- Monitor compliance to health and safety legislation and associate wellness practices and processes.
- Identify HR risks within site and identify and communicate interventions to reduce/prevent and rectify.
- Meeting with associates and listening to concerns, conducting investigations, reporting safety, ethical, or other violations
People Support & Administration
Requirements:
- Minimum Qualification: Bachelor’s Degree or Diploma in Human Resources.
- 3-4 Years general HR experience in human resources, including recruitment, onboarding, performance and talent management, training and development, associate relations, change management and implementation
- 2+ years’ experience working with human resource information systems and recruiting tools
- HR Management experience in Retail and FMCG industry will be advantageous
- Proficient in MS Office (i.e. Outlook, Excel, PowerPoint, Word)
- Understanding and knowledge of legislation
- Understanding and knowledge of respective HR policies, procedures and processes
- VIP experience is an advantage