Human Resources Practitioner: PAUL French Bakery and Restaurant at Famous Brands

Introduction

The incumbent must oversee all aspects of Human Resource practices and processes in their area whilst supporting business needs and ensuring the implementation of company strategy and objectives.

Desired Experience & Qualification

Management of Human Resources Administrator and PAUL Restaurants

• Manages an HR Administrator by monitoring their work output and ensuring that deadlines are met with regards to all HR matters for PAUL company owned restaurants
• Provides assistance and guidance to the Restaurant Managers, Human Resources Administrator in all HR matters where necessary
• Ensures that the payroll input is accurate by monitoring the monthly reports and addressing any anomalies in line with approved budgets
• Develops and motivates the Restaurant Managers, Human Resources Administrator on an ongoing basis
• Identifies, develops and implements effective HR controls and systems and ensures these are maintained on an ongoing basis
• Ensure compliance of all HR processes in terms of FB policies, legislative and audit requirements

Organisational Development

• Aligns the HR goals with the business goals and in particular the objectives as outlined in the PAUL Scorecard
• Acts as transformation agent to facilitate organisational change with minimal stress and disruption to the operational requirements of the business

Employee Well-Being

• Monitors and reports on the Voice your View and BU survey results and drives the necessary organizational change in the Famous Brands culture and work practices by collaboratively involving line managers to improve areas of concern
• Assists with identifying employee well-being initiatives and provides support in their implementation

Recruitment, Selection and Retention of Staff

• Conducts an analysis of scarce skills and consults with Restaurant managers on future skills requirements, then utilizes the results to advise on potential skills gaps
• Assists management with manpower planning and labour forecasts including the analysis of absenteeism and overtime trends
• Assist management with the recruitment, selection and placement of staff, by placement of advertisements, drawing up interview guides, interviewing, testing and reference checking applicants and shortlisting
• Provides guidance on appointment of applicants in line with Famous Brands EE targets
• Ensures that applicants are notified timeously regarding the outcome of interviews, and that appointment and regret letters are processed accordingly
• Conducts exit interviews and 100-day conversations and produces a monthly report which highlights critical trends, with a view to reducing staff turnover and creating a strategy for retention of staff
• Assists PAUL management team in productivity improvement initiatives

Industrial Relations

• Understand contexts and interprets relevant legislation (LRA, BCEA, EEA, OHSA, SDA, etc.) into the company owned restaurants
• Provides labour relations consultative services on reorganizations, relocations, reduction in workforce and transfers of functions
• Attends disciplinary, grievance and appeal hearings as the Human Resources representative responsible as the custodian of procedural and substantive fairness
• Attends CCMA and presents company case
• Provides assistance to restaurant management in the compilation of disciplinary charges, including letters of suspension, and general correspondence between the parties
• Ensures the maintenance of accurate records of all disciplinary and grievance cases
• Provides advice to management and facilitates conflict resolution between the employer and the employees
• Advises and supports line management in actively managing poor performance/ incapacity issues including ill health and disability matters

Employment Equity and Cultural Diversity

• Implementation and monitoring of the Employment Equity Plans
• Supports line managers with the identification of required action plans
• Advises line managers on appropriate leadership behaviors involving diversity issues

Performance Management

• Assists Restaurant managers with aligning their KPIs to the organizational scorecard if required
• Promotes a performance driven culture through assisting restaurant managers with the alignment of KPIs, performance contracting and poor performance management
• Identifies factors contributing to poor performance outcomes which may not be within the individual's control and recommends appropriate action

Remuneration and Incentive Management

• Applies benchmark remuneration against industry norms and competitors when advising management team
• Monitors and implements recommendations regarding pay-scale anomalies by using national legislation and Bargaining Council agreements

HR Reporting and Analytics

• Assists in maintaining data integrity of personnel records
• Produces reports on HR analytics and interprets the key trends