People & Culture Supervisor

The role will be assigned the following responsibilities: 

• Support managers through the provision of proactive HR support and advice. 
• Build a strong relationship with its customer base so that support and advice is proactively sought;
• Primarily works with senior/middle leaders in the organisation;
• Support Leaders with the resolution of local employment relations matters and any other issues that escalate;
• Provide guidance and coaching in performance conversations and planning, assessment and performance rating, development planning;
• Proactively promote and model good health & safety practices and works closely with leaders to effectively manage risk;
• ssist leaders to facilitate meaningful engagement action planning, encouraging behaviour, process, and practice change to gain the trust, commitment, greater motivation and engagement of their people;
• Implement HR programmes, processes and practices including ensuring leaders understand and effectively implement positive people practices;
• Coach leaders around effective execution of the on boarding and exit processes. Encourage and ensure exit feedback is received and reported on in timely manner;
• Promote a culture of continuous improvement when reviewing HR processes, programs and other issues as they arise;
• Assist in developing HR policies, procedures and ensure compliance with same;
• Ensure the employee details on databases, trackers and / or 201 files are updated and accurate;
• Accurate preparation and distribution of employee movement letters and other correspondences in a timely manner;
• Project planning and implementation in accordance with the HR Strategic Plan;
• Assist in handling PIP and other employee relations program, policies and procedures;
• Act as first point of contract for employees for performance management and employee relations issue;
• Support leaders to plan and implement change initiatives well and in a way that supports all people affected and encourage continuing engagement with the business;
• Ensure the change process is adhered to and support leaders with issues arising along the change journey;
• Provide HR expertise to resolve issues including legal implications, career transition, and other matters;
• Escalate change processes to HR Head for additional support as required.

Qualifications  

• Degree qualified in Human Resources, Business Administration or equivalent
• Graduate studies in Human Resources, Psychology or Business Administration a plus
• 3 years HR Generalist experience
• Working knowledge on labour and employee relations
• Experience in local payroll processing a definite advantage
• Amenable to work onsite for at least 6 months