Human Resources Business Partner – CT – Retail / FMCG

Employee Relations & Labour Compliance

1. Serve as the primary advisor to management on employee relations matters, ensuring compliance with labour legislation, company policies, and best practices.
2. Manage disciplinary processes, grievances, incapacity cases, poor performance matters, and misconduct investigations. It is a high-priority area that requires significant time, especially in maintaining positive labour relations.
3. Represent the Company in consultations, hearings, and dispute resolution processes.
4. Support managers in maintaining positive employee relations and fostering a fair and consistent workplace culture.
5. Monitor labour relations trends and implement proactive interventions to minimise organisational risk.

Business Partnering & Organisational Effectiveness

1. Partner with business leaders to align people strategies with operational and business objectives.
2. Provide guidance on organisational design, workforce planning, succession planning, and talent management.
3. Support leadership teams with employee engagement initiatives, change management, and culture-building activities.
4. Analyse workforce metrics and provide recommendations to improve organisational effectiveness and employee performance.
5. Coach and support managers on people management practices and leadership capability development.

Payroll, Compensation & Employee Administration

1. Oversee payroll processes to ensure accurate and timely payment of salaries, wages, benefits, incentives, and statutory deductions.
2. Manage complex payroll matters, including leave, overtime, expatriate payroll administration, earnings adjustments, and compliance requirements.
3. Ensure adherence to payroll controls, governance requirements, and relevant legislation.
4. Partner with Finance teams to resolve payroll queries and continuously improve payroll processes.
5. Maintain accurate employee records and ensure compliance with HR and payroll audit requirements.

Budget Management & Workforce Costs

1. Develop, monitor, and manage departmental people budgets, including labour costs, headcount planning, training expenditure, and employee-related costs.
2. Partner with Finance to track budget performance and identify cost-saving opportunities.
3. Support annual budgeting and forecasting processes relating to employee costs and workforce planning.
4. Analyse remuneration, benefits, and workforce expenditure trends to ensure effective cost management.
5. Ensure all people-related expenditure remains within approved budgets and aligns with business objectives.

Talent Management, Recruitment & Development

1. Oversee recruitment activities to ensure the attraction and retention of high-calibre talent.
2. Employee Relations & Labour Compliance
3. Serve as the primary advisor to management on employee relations matters, ensuring compliance with labour legislation, company policies, and best practices.
4. Manage disciplinary processes, grievances, incapacity cases, poor performance matters, and misconduct investigations. It is a high-priority area that requires significant time, especially in maintaining positive labour relations.
5. Represent the Company in consultations, hearings, and dispute resolution processes.
6. Support managers in maintaining positive employee relations and fostering a fair and consistent workplace culture.
7. Monitor labour relations trends and implement proactive interventions to minimise organisational risks

Monthly reporting and Project based activities / Support

1. Provide support with the preparation and submission of Workplace Skills Plans (WSP), Annual Training Reports (ATR), and Employment Equity (EE) reporting.
2. Assist with the submission and administration of BU and LE requirements relating to the retail environment.
3. Serve as the Workday system champion and act as the Local Subsidiary Lead during the implementation of new modules, including coordinating testing activities, validating system functionality, and providing subsidiary-specific input.
4. Support the annual salary review and bonus process, including data analysis, preparation of employee communication letters, and payroll submissions.
5. Capture and maintain monthly working hours and related information on Sphera.
6. Report work-related incidents on Sphera and ensure that the HSE Partner is notified and engaged where required.
7. Submit documentation to the Department of Employment and Labour in support of retail store inspections and compliance requirements, as needed.
8. Support teams with the upload and administration of training content on Talent LMS, including monitoring completion rates and tracking learner performance.
9. Support the submission and administration of LICS and NFR processes and act as tester/validator for LICS campaigns

HR Skills:

• Employee Relations & Disciplinary Processes
• HR Policy Development & Interpretations
• Payroll Management & Governance
• Budgeting & Workforce Cost Management
• Talent Management & Succession Planning
• Employment Equity & Transformation
• MS Excel & Data Analysis
• Pattern & Trend Analysis

Qualifications and experience:

3 year National Higher Diploma / National First Degree in HR discipline

At least 5 – 7 years’ HR generalist/senior officer/business partner experience in a FMCG manufacturing  or Retail environment

Salary: R600 - R800 000pa CTC

Send cv to jennifer@toptalentps.co.za