HR Generalist

Overview

Human Capital (HR) Generalist Needed

The HC Generalist supports the full spectrum of Human Resources functions to ensure effective people management and alignment with organizational objectives. The role partners with management and employees to provide guidance on HC policies, procedures, and best practices while supporting recruitment, onboarding, employee relations, performance management, payroll coordination, compliance, and Talent Development. The HC Generalist helps foster a positive employee experience by addressing queries, maintaining accurate HC records, ensuring compliance with labour legislation, and contributing to initiatives that promote engagement, development, and culture. Through proactive support and collaboration with stakeholders, the HC Generalist helps ensure the organization attracts, develops, and retains the talent needed to achieve its strategic goals.

Duties and responsibilities

Financial

• On-boarding/ off-boarding: Timeously notify Payroll on all new hires and terminations.
• Ensure on-boarding timelines are adhered to by the business (1st and 15th of each month as cut-off).
• Provide guidance to payroll and HC Admin on best practices for on-boarding/off-boarding considering the financial impact on the company.

• Payroll administration assistance: Assist in Payroll administration, ensuring all relevant Payroll data is captured on the Master Payroll sheet prior to monthly Payroll cutoff date.
• Monitor high leave balances and inform Payroll Officer to facilitate discussions to decrease leave liability.
• Provide guidance on best practices for on-boarding/off-boarding considering multiple factors (workback agreements, pro-rated salaries, etc.) with financial impact considerations.

• ER matters which impact financials: Resolve ER matters within SLA to prevent escalations that could incur financial costs. Manage Brentwood outsourced consultant with regular follow-ups to limit financial liability; ensure cases have merit and cannot be challenged at CCMA. Ensure suspensions and terminations are carried out with minimal financial loss.

• Business support: Assist line managers in handling matters with financial impact (suspension, overtime, retrenchments, leave liability) and maintain mindfulness on budgets.

• Talent attraction & recruitment: Involved in end-to-end recruitment ensuring timelines are met with minimal negative financial impact. Oversee MIE checks within budget.

• Talent development: Compile Skills Development report and ensure it is submitted on time (annually); oversee follow-ups on company rebates (finance & MICT SETA). Ensure 100% accuracy in SD report submission. Track L&D initiatives and keep within budget while promoting internal growth.

• Contractual: Draft and oversee workback agreements (maternity or L&D related); ensure offers and contracts align with hiring budgets; update benefits as required. Track contractual expiry dates and notify stakeholders at required intervals (e.g., four months before expiry for consulting, two months for fixed-term/learner agreements) with regular follow-ups to avoid unnecessary costs.

Employee Communication & Experience

• Oversee the HC mailbox and guide responses to queries. Provide 100% timely responses; vet and proofread all employee communications for accuracy (Everlytic, Whatsapp, BambooHR announcements; performance reviews; Employment Equity communications; birthday mailers, etc.).
• Prepare complex employee communications outlining project plans and information with 100% accuracy (EE, PR, company changes, etc.).
• Supervise junior HC team and provide support where possible.
• Ensure HC team builds and schedules monthly newsletters in Everlytic; oversee delivery of birthday cards and chocolates as needed.
• Maintain effective communication with employees and line managers; oversee HC operations across departments (policy adherence, talent acquisition, onboarding, offboarding, performance management, learning and development, employee engagement, etc.).
• Ensure all staff leave, contracts, job descriptions, and other employee-related queries are attended to within 48 hours and SLAs are adhered to.
• Run the company induction program when there are more than 3 new joiners.
• Conduct exit interviews and compile reports highlighting areas of concern.

Performance Management

• Run the full performance management process with information and support to stakeholders.
• Plan and create material/content for training and guidance for management and employees throughout the process.
• Follow up and assist employees with completing self-reviews in HRIS; oversee scoring and reporting; compile reports for MANCO, EXCO, calibration, and ad-hoc needs.
• Plan annual performance review calendar for CHCO to review and approve; ensure updates are loaded to BambooHR timely and accurately.
• Report and resolve disputes related to performance management; advise CHCO and management of potential PIP candidates (rating below 2.5).

Employment Equity

• Serve as a communication liaison for Employment Equity matters; schedule quarterly meetings, distribute minutes, and update committee members as required.

Learning and Development

• Manage L&D initiatives and communications to create a meaningful employee experience; stay informed on changes in SA legislation related to EE compliance; develop self in HR matters; continually learn HC best practices; work toward upskilling in legislative compliance; accept feedback constructively and suggest HC improvements.

Industrial Relations

• Ensure investigations are conducted (internal and/or external); liaise with outsourced IR partner to action matters within 16 hours or 2 business days; keep IR records updated; file warnings, grievances, and IR documents on shared drive; conduct probation reviews and draft minutes with accurate records.

Business Process Improvements

• Onboarding and offboarding: Oversee onboarding/offboarding activities and ensure timely execution by HC team; adhere to monthly onboarding timelines (1st and 15th).

EE reporting and administration

• Monthly EE reporting; formulate formal EE compliance documents; ensure recruitment and other initiatives align with EE goals; maintain EE compliance; coordinate quarterly EE committee meetings and keep records.

Administration

• Maintain updated employee files and records; deliver timely feedback on non-conformances; draft HC analytic reports with 100% accuracy and on time.

Role profiles and business partnering

• Serve as contact point for changes to current role profiles; draft new role profiles with HODs and line managers; communicate new roles effectively to managers.

Policies and procedures

• Conduct quarterly audits/reviews of HR processes, policies, and compliance; update processes and policies accordingly; schedule policy socialisation workshops and committees; review policy content from other departments.

Reporting

• Compile all HC reports for MANCO; present in monthly management meetings; analyze HC data (turnover, recruitment, KPI feedback) and propose improvements; generate weekly IR reports with 100% accuracy; support the employee lifecycle across hiring to offboarding.

Qualifications and requirements

• Valid Driver's license and own transportation
• Bachelors degree in Human Resource Management
• Minimum 3 years of experience in a specialised HR role (HR Generalist/HRBP)

Knowledge

• Labour Legislation applicable to South Africa
• HRIS management (BambooHR is preferable)
• Organisational design; recruitment and onboarding; contract management
• Strong administration and communication skills
• HC Strategy Execution; Performance Management best practices

Notes

If you do not meet the above criteria, do not apply for this role. AI generated CVs will not be considered. The company will hire based on EE requirements.

EE statements apply where required.