Thato Mxo

Responsibilities

• Support all general HR functions to management team to effectively manage the human resources function within my department..
• Administer staffing, training, employee relations, compliance, benefits, and compensation programs.
• Actively be engaged with the implementation of strategic Human Resources initiatives.
• Support multiple business branches with all legislative compliance needs
• Drive Talent Management, ensure that we attract and retain the best employees including coordinating the internal Trainee Manager Program.
• Ensure there is the smooth running of Industrial Relations function and support managers with drafting charges, grievance resolution and representing the company at the CCMA
• Identifying training needs within an organization through job analysis, appraisal schemes and regular consultation with Branch Managers.
• Designing and expanding Training programs based on both the organizations and the individual’s needs.
• Overseeing the development of budgets and contracts
• Training through online video courses, teams and facilitate classrooms training where necessary.
• Responsible for the Skills plan and ensuring all training targets are aligned with EE plans and gaps.

Responsibilities

• Provide a full HRBP function all levels of staff and business units such as Hypermarkets, Corporate Supermarkets, Local stores and Clothing stores. Main functions include but is not limited to;

· Policies and Process - Ensure the HR Vision and Strategy is implemented on all levels of business, while providing HR advice and support to managers and employees HR related matters.

• Recruitment & selection for all stores within the region in accordance with national Organizational design and structure
• Learning and development for region - implement the annual training plan and development plan, based on the overall company’s national skills priorities.
• Facilitate relevant internal training.

· Manage and drive the internal Trainee manager programmes for succession planning.

• Talent Management - Guide and support line management on recruitment, promotion, and termination procedures, in-line with legislative requirements.
• Performance Management - Guide line managers on improvements to their management and leadership styles. Encourage regular performance conversations, IPA discussions and implementation of PDP (Performance Development Plan) and PIP (Performance Improvement Plan). Co-ordinate Goal setting and yearly reviews in line with the guideline.
• Employee Relations - Advice on all ER related policies and procedures. Regular follow up with line management on outstanding ER matters i.e. Grievances, disputes, disciplinary enquiries. Manage industrial action in accordance with current legislative requirements and company guideline.
• Oversee the effective delivery of learning and development interventions for the Western Cape region.

Responsibilities

• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Motivated employees through special events, incentive programs, and constructive feedback.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Organized and led staff orientation programs and training to promote collaboration.
• Ensuring legislative compliance across the organization and different centers.
• ·Responsible for Policy development and compliance.
• · Strategy development and implementation with senior and director team
• Employment Equity Chairperson and all EE submissions.
• Skills development and training (apprenticeships, Internships, bridging programme, internal training modules and ad hoc training)
• Implement and manage performance management system.

Responsibilities

• Maintains the work structure by updating job requirements and job descriptions for all positions. Manage all recruitment and placement in all vacant positions.
• Drafting contracts of employment, reference checking and explaining benefits.
• Manage Kronos timekeeping system and VIP payroll system.
• Responsible for all weekly and monthly payrolls on the VIP PAYROLL system.
• Analyze training needs to design employee development programs and implement plans for all training required.
• Responsible for the annual training plan and submission of the workplace skills plan.
• Plan, execute, monitor and evaluate Wellness programs across the company that address the physical, psychological and socio-economic well-being needs of employees including professional EAP programmes.
• Managing & monitoring the Human Resource budget.
• Prepare and submit annual return of earnings (COIDA) to the compensation commissioner.
• Responsible for the companies’ employee relations, including managing absence, disciplinary hearings, grievances and sickness/leave abuse trends.
• Guide and advice line managers in the formulation of disciplinary charges in line with the company’s disciplinary code.
• Represent the company at CCMA up to arbitration level.
• Conduct wage negotiations, formulation and reviewing union agreements
• Negotiate bargaining agreements and help interpret labor contracts.
• Ensure adherence to the OHSA throughout all business units.
• Actively involved in all business aspects of BBBEE and maintaining the score card.
• Drive and implement the transformation culture
• Administration of employee benefits including pension fund and medical aid
• Continuously implement strategies for performance management & performance appraisals.
• Responsible for the implementation of EE plans, EE committee and annual submission of EE report to DOL.

Responsibilities

• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Manage all recruitment and placement in all vacant positions.
• Drafting contracts of employment, reference checking and explaining benefits.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Analyze training needs to design employee development, language training and health and safety programs.
• Attend to all management’s training needs and ensuring adherence all statutory training requirements.
• Controlling the Human Resource budget including CSI and economic social development projects.
• Manage the company’s industrial relations in the farms and all business units.
• Guide and advice line managers in the formulation of disciplinary charges in line with the company’s disciplinary codes.
• Represent the company at CCMA up to arbitration level.
• Conduct wage negotiations, formulation and reviewing union agreements
• Negotiate bargaining agreements and help interpret labor contracts.
• Manage strikes and do the necessary paperwork when necessary.
• Ensure adherence to the OHSA throughout all business units.
• Actively involved in local communities to support the BBBEE plans.
• Administration of provident fund withdrawals and all employee benefits.
• Advise and guide managers in managing performance of all employees.
• Draw and submit monthly and quarterly reports to head office.

Responsibilities

• Designing &advertising vacant positions internally. Screening, evaluating and recommending applicants for interviews with line management. Conducting interviews and designing questionnaires.
• Drafting contracts of employment, reference checking and explaining benefits. Arranging the relocation.
• Recommending and scheduling training courses. Participating in the execution of all training, induction orientation programs.
• Liaising with the different Seta’s i.e. Feta & Merseta regarding training and addressing scarce skills shortages. Driving the entire apprenticeship and student placement programmes for succession planning.
• Attend to all management’s training needs and ensuring that training takes place. Highlight all statutory training requirements. Drawing the annual workplace skills plan and submitting them timeously.
• Administer all bursary applications & administration thereof.
• Help draw up disciplinary charges in line with the company’s disciplinary codes. Participate in disciplinary hearing and grievance hearings.
• Represent the company at the CCMA up to arbitration level.
• Complete documents for reviews, condonations and apply for rescission where a default award was given.
• Assist management in wage negotiations, interpretation of agreements and liaise with union officials.
• Manage strikes and do the necessary paperwork when necessary.
• Driving the Employment Equity committee plans and do annual submissions.
• Drive the health and safety committee by ensuring that the meetings are held monthly and follow up on any points discussed. Ensure that training of SHE reps and First Aid representatives takes place timeously.
• Administration of provident fund withdrawals, disability and death claims and follow up.
• Attending to all IOD’s and do the administration of WCA forms and report to the commissioner where necessary. Arrange pre-employment and post-employment medicals.
• Draw and submit monthly and quarterly reports to Group HR Manager.

Responsibilities

• Recruitment and selection in the Hypermarkets using competency based interviews and on senior or highly skilled position we used Myers Briggs/ Predictive index tools.
• Manpower planning through development discussions with employees on one-on-one basis.
• Training and Develop
  ment; Design and compile HIV/AIDS and induction manuals. Manage ABET Programmes.
• On the job coaching through appointing trainee managers in an 18 month training program.
• Completing the annual workplace skills plan for my operating unit and ensuring it is submitted in time after it has been signed by all stakeholders.
• Working closely with HOD’s and the General Manager to ensure that all employees understand the goals of the company and are actively involved.
• Drawing up the HR budget. i.e. training, clinic, uniform, stationery.
• Drawing up EE plans and ensuring that they are implemented according to demographics and there is participation from the EE committee. Keeping minutes of EE meetings and records.
• Driving the performance management process by encouraging line managers to hold development discussions with employees in order in order to constantly clarify the individual KPA’s so that there is no grey areas.