HR Practitioner at Vector Logistics

Overview

We are a Supply Chain and Sales & Merchandising partner adding value to your business through a fully integrated, temperature-controlled network in Southern Africa.

But we are also more than that. We are people serving people. While we boast the best in tech and infrastructure, our people are our greatest resource. With our skilled, curious, can-do people at the forefront, our assets become your assets, our service your solutions.

Vector’s vehicle fleet includes a food industry first in ‘multi-temperature’ vehicles enabling the company to service business across frozen, chilled and ambient temperature zones on a single delivery.

Job Purpose

Ensure effective Human Resources support to the business unit/factory through adequate delivery of HR Services, practices, procedures.

Employee Relations

• Provide advice to line managers regarding the conduct and misconduct management processes.
• Provide advice to line managers and investigate/process disciplinary cases.
• Provide advice to line managers and investigate/process grievances.
• Review practices to ensure statutory compliance and regularly provide guidance to line managers.
• Manage the housing and SQ allocations and associated evictions.
• Participate in consultations with organised labour.
• Coach Line Managers on effective delivery of Disciplinary hearings
• Represent the organisation at CCMA ( Conciliation and Arbitration)
• Chair the monthly meetings with Shop Stewards in the absence of HRBP.
• Manage and coordinate employee wellness including coordination of clinics,
• KKS, and capacity in meetings.

Resourcing

• Process permissions to recruit (workflow).
• Process the offers of employment/negotiation.
• Ensure that the Resourcing process is adhered to and jobs are timeously advertised on the eRecruitment and tracked.
• Manage and conduct interviews with Line Managers and selection test and make recommendations to Line for all C Band and lower positions.
• Supervise the orientation of new employees.
• Manage probationary reviews, employee evaluations and terminations.
• Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with Line Manager and HRBP

Talent Management

• Coach Line Manager on Performance Management Process and Talent & Org
• Review process.
• Facilitate Consistency Reviews and Talent & Org Review meetings.
• Coordinate the performance appraisal documents and consolidate
• performance ratings.
• Drive the succession planning for the site/ region.
• Facilitate employment equity target setting and monitor profile.
• Health and Safety Compliance
• Manage the IOD/minor injury treatment process and reporting.
• Assist Risk Officer in monitoring IOD cases.

Organizational Design

• Liaise with Line Managers to get rationale for proposed positions, draw up new proposed org and submit to HRBP for sign off.
• Manage and update business organisational structure on SAP and ensure that all structures are up to date.
• Drive change management initiatives in line with the business and organisational objectives
• Training Development
• Compile training matrix from Appraisal doc.
• Facilitate HR training including adhoc refresher for employees and Line Managers.
• Drive Development Plans for all employees in C Band positions.

Employment Equity

• Drawing quarterly reports and discuss at EE meeting also using the same reports of appointments
• Drive staff profile as per agreed KPI for the site by effectively engaging and advising line managers 

HR Administration

• Manage new employee on-boarding process.
• Manage terminations and exit interviews.
• Manage the capturing of HR information and data into the relevant systems and assure the integrity of the data.
• Provide advice and information to management and employees on HR policies and procedures, including equal opportunity anti-discrimination and occupational health and safety programmes.
• Advise management on work matters, career development, personal problems and industrial matters.
• Counsel employees on policies and rules relating to employment policies and
• programmes, and on the company’s rules and regulations.
• Prepare and process employment and personnel reports and surveys.
• Provide advice and assistance to staff members regarding possible discrimination on the basis of race, religion, non-relevant physical or mental disability, sex and age.
• Audit and draft compliant issues related to Ecowise and Capasity (5 files to be audited per month).
• Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in department.
• Run and analyse HR reports, and discuss with business (to update monthly dash board.

KPI’s

• Reduction of Disciplinary and CCMA Cases
• Drive statutory compliance in terms of BCEA.
• Analyse HR Reports.
• Accuracy and currency of HR data.
• Achieve agreed EE/ACI targets.
• Reduction of Overtime and Absenteeism.
• Development Plan in place for all Successors in C Band position

Key Relationships

• Internal
• Employees
• Line managers
• External
• Unions

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