Headhunting

Partner with Regional Managers and/or heads to implement the Segment People Plan with the core focus being on developing and implementing tactical HR people plans to drive organisation effectiveness. Implements tactical and operational people plans in response to business, and people challenges. Drive and embedding a culture of high performance.Build effective relationships across the segment and communicate HR activities effectively within portfolio.Implement and ensure embedment of Target Operating Models e.g. driving efficiencies and Drive skills and development initiatives with the centre of excellence.Drive and imbed robust performance management to ensure performance improvement plans are instituted with set timelines.Management of employee relations matters to mitigate risk within the overall business units.Drive the employment equity agenda per set business targets.Collaborating with the Finance Business Partner to ensure effective cost management related to the people agenda.Drive and implement talent management strategies e.g. succession planning, graduate recruitment, talent pipelining.Influence stakeholders to drive the HR agenda to ensure governance and compliance.Driving the organisational employee value proposition e.g. Wellness, Further studies policy, talent retention etc...

Implementation of business units Human Resources strategy to deliver on strategic objectives.Educate Business Process Owners on the functionality of the core HR systems.Manage the Structure of the BU and report any changes on the Spans and layers to the Manco.Guide and advice line managers on workforce planning for their BU areas.Manage the process of recruitment on all junior management to Senior Management vacancies in the BU.Managed key projects focused on talent attraction (critical skills) within the labour market.Reporting and maintaining accurate headcount data of employees’ e.g. full spectrum of employee information.Manage the use of insights from HR analytics and trends.Advice senior managers to accurately align role profiles according to themes of work.Advice senior management with promotions and demotions in the business.Manage the managed service providers and contractor population of the business units accordingly.Drive effective service level agreements.Developing and managing Onboarding processes to enhance candidate experience while simultaneously driving the employee value proposition effectively. Ensure effective communication around human resources delivery timelines.Cascading employee queries to the appropriate challenges within the relevant centre of excellence teams for resolving.

HR Generalist function.IR-AdministrationTalent Aquisition -Recruitment and training administrationOn-boarding and termination processingIndustrial relations-Policy and procedures

Manage the administration of payroll and employee benefitsManage the payroll and employee benefits reconciliation Manage stakeholder’s relationshipEnable Customer centricityTeam human resources management

End to end processing of selected (weekly and monthly) payroll(s).Recruiting from Skilled to Executive EmployeesObtaining recruitment specificationsAdvertising of vacanciesCompiling competency based interview guides/questionnairesSourcing suitably qualified talent via Job portals, referrals, Customers, HeadhuntingPreparing of interview packsArranging InterviewsConducting competence based Interviews to determine suitable talentAdvising clients on shortlisted candidatesArrange & setting up client interviewsConduct candidate verification checksNegotiating salary packages on behalf of the candidateConducting verification background checks i.e. ID verifications, qualification verification, criminal checks, Conducting reference checks,Arranging competency assessments with the appointed service providerSalary Negotiations with candidates selected as successfulPlacement of candidates with suitable clientsManaging and developing existing clients and expanding our services into the different business units of clientsAchieve monthly and annual targets aligned to business needs and requirementsContinuously reviewing talent attraction methods to ensure a high calibre talent pool is maintainedStakeholder engagement