Human Capital Generalist - Umhlanga, South Africa - Careerbox / CCI

Careerbox / CCI

Verified Company

Umhlanga, South Africa

2 days ago

Posted by:

Thabo Mthembu

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Description

Position:
Human Capital Generalist

Working Hours:
US Hours

Purpose
This is a generalist consulting role working closely with the business to provide support and advice regarding all HC and ER related issues and to drive and implement relevant people practices and initiatives

Responsibilities

KRA / Main Outputs and Responsibilities

Detailed Description

Performance Management

Support the business to increase employee performance
Advise and guideline managers on Elev8 coaching methodology to ensure employees receive adequate coaching to improve performance
Monitor performance stats and follow up with the business on performance improvement plans for lower quartile for Agent and TL level
Support monthly and quarterly PD conversations for TL and TL equivalent track actions and support with TL development plans
Support the business with the Performance Improvement process and incapacity due to poor performance as required. Encourage meaningful PD conversations and personal development plans

Business partnering

Focus on relationship building with stakeholders to build good working relationships
Proactive engagement with stakeholders to understand business needs and gain people efficiencies
Assists with query resolution e.g., medical aid related queries in conjunction with benefits team, walk in IR and HC queries
Participate in interview and selection processes to ensure a fair and transparent process, including adherence to the Employment Equity Plan (Agent and TL level)
Conduct Employee consultations as required e.g., comorbidity consults and support actions arising from the same as well as regular employee touchpoints to promote tenure and a good working environment
Ensure that ER processes are administered efficiently and are in line with the disciplinary code of conduct
Provide advice and guidance on ER issues to effectively support the business and manage risk
Partner with the business to address behavioural issues and misconduct trends observed. Identify proactive measures to mitigate trends.
Support with the roll out and implementation of policies and procedures and any related changes

MI and reporting

Present applicable people metrics to stakeholders to understand areas of improvement/ focus areas
Regular analysis and reporting including HC MBR (performance, attrition, absenteeism, headcount, exit interview feedback, HC calendar, projects overview, warnings and ER activity)

Administration

Review HC system generated data / reports to highlight behaviours and risks
Efficient realtime tracking of all IR matters via enabling technology
Ensure maximum utilisation of HC systems by Line Managers
Support ESS usage
Maintain organisational structures by facilitating employee movements on DR
Promote reward governance by ensuring that all agent moves are in line with the agreed salary bands. Ensure addendums are completed for all moves where applicable
Drive the capture of attendance on DR and necessary action for AWOL employees
Payroll Queries

Leave management - All leave types

Monitoring excessive and habitual absenteeism whilst identifying trends and implementing an action plan
Check mismatch report, auditing leave types that require supporting documentation and following up with the business
Monitors annual leave to ensure that employees are taking leave to ensure meaningful work life balance and to prevent employee burnout and avoidance of leave forfeiture
Monitors partially approved and excessive annual leave

Engagement

Drive employee engagement through meaningful action plans in collaboration with the business
Accessibility and visibility to employees and management
Touchpoints for employee wellbeing and to make each employee feel care
Promote recognition for good performance and behaviours

Attrition management

Identify attrition drivers and partner with business to implement a retention plan
Analyse exit interview reports for employee feedback to contribute to the retention plan
Assist with the completion of exit interviews within relevant geo/BEF so as to understand reasons for leaving to better inform our retention strategy (emphasis on AWOL's where reasons are typically unknown)
Identifying trends and affecting change accordingly

Disciplinary Management

Promote coaching approach to addressing transgressions
Upskill managers in terms of the disciplinary code and processes
Sign off warnings received from Line Managers (Agent to OM level)

- within SLA and in line with the disciplinary code of conduct

Complete investigations including statements for the following for all levels (not an exhaustive list): drug and alcohol cases, covid breaches, cases warranting suspensions
Ensure the suspension procedure is followed and that the relevant disciplinary action is issued
Chair all AWOL Disciplinary Hearings and process Termination for AWOL in absentia only
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