Essential duties and responsibilities:
- Lead by example in contributing to a culture that builds rewarding relationships, facilitates feedback and provides exceptional internal client service
- In collaboration with business and HR leadership, develop, plan and implement HR solutions across the employee lifecycle that empower the business to achieve its objectives whilst aligning to CFAO / Toyota’s practice frameworks.
- Provide guidance to business leaders in aligning HR solutions to short, medium and longer-term business requirements.
- Keep abreast of HR trends, legislation and best practices to optimise service delivery.
- Liaise with business to identify current and future recruitment needs. Review and analyse manpower requirements and staff turnover in line with business direction and identify vacancies (current and future).
- Ensure recruitment headcount is appropriately managed against hire plan
- Develop / update and manage onboarding and orientation processes.
- Monitor to ensure maintenance of recruitment database and payment of suppliers.
- Provide guidance to business leaders regarding development and performance management practices.
- Co-ordinate and facilitate performance appraisal process in line with agreed procedures.
- Co-ordinate the development and execution of training plans.
- Provide input into salary surveys and benchmarks from a strategic compensation perspective.
- With HR Assistant GM, advise internally on compensation best practice linked to BU strategy and resolve individual anomalies and challenges
- Manage the implementation of employee relations practices, promoting group values as a tool to shape company culture.
- Support the employee journey from start to exit by providing expert advice, facilitating interventions and executing HR solutions aligned to best practice (these may include talent management, induction and onboarding, performance excellence. Industrial relations, employee engagement and exit management).
- Lead the design and implementation of key HR and transformation initiatives in support of critical business and HR objectives.
- Manage and control the integrity of people data and ensure HR governance practices are adhered to.
- Identify and gather relevant information in line with critical HR metrics, (e.g. time taken to recruit the right people, skills shortages, recruitment costs, post-placement trends, attrition rates, talent and retention issues, etc) to measure the impact and successful implementation of HR solutions
- Identify and develop procedures in alignment with approved HR policy.
- Manage, lead and motivate staff to ensure capacity, capability and support of organisational growth, sustainability and cross-functional teamwork.
Competencies
Analysis and attention to detail
Resilience
Communicating with impact
Collaborative relationships
Gives trusted advice
External awareness
Manages risk
Business acumen
Results orientation
All appointments will be made in line with our Employment Equity Plan