HR Generalist

HR GENERALIST

POSITION SUMMARY

The HR Generalist is responsible for providing comprehensive human resource support across the business, ensuring compliance with labor legislation, company policies, and HR best practices. The role focuses on employee lifecycle management, labor relations, HR administration, payroll coordination, recruitment, and compliance.

CORE (PRIMARY) FUNCTIONS

1. Employee Relations & Labor Relations

• Assist with and where applicable manage disciplinary, grievance, incapacity, and misconduct processes.
• Conduct investigations and prepare disciplinary documentation.
• Ensure procedural and substantive fairness in all employee relations processes.
• Support DRC, Bargaining Council, and labor dispute preparations.
• Promote a positive and productive employee relations environment.

KPI Indicators

• Timely resolution of employee relations matters.
• Compliance with disciplinary procedures.
• Reduction in labour disputes and CCMA referrals.
• Successful management of workplace grievances.

2. HR Administration & Employee Lifecycle Management

• Maintain accurate employee records and personnel files.
• Administer employment contracts, addendums, warnings, and HR correspondence.
• Manage onboarding, transfers, promotions, and terminations.
• Monitor probation periods and contract renewals.
• Ensure compliance with document retention requirements.

KPI Indicators

• Accuracy and completeness of employee files.
• Onboarding completion rates.
• Contract administration accuracy.
• Audit compliance results.

3. Recruitment & Selection

• Coordinate end-of-end recruitment processes.
• Draft job specifications and advertisements.
• Screen applications and coordinate interviews.
• Conduct reference and background checks.
• Prepare employment offers and appointment documentation.
• Facilitate induction and onboarding processes.

KPI Indicators

• Time-to-fill vacancies.
• Quality of hires.
• New employee retention rates.
• Recruitment process efficiency.

4. Payroll & Employee Benefits Coordination

• Prepare and submit payroll inputs accurately and on time.
• Coordinate with payroll providers.
• Manage leave administration and attendance reporting.
• Process employee movements and remuneration changes.
• Assist with employee benefits administration.

KPI Indicators

• Payroll accuracy.
• Payroll submission deadlines achieved.
• Leave record accuracy.
• Employee query resolution time.

5. Legislative Compliance & Risk Management

• Ensure compliance with:
• Labour Relations Act (LRA)
• Basic Conditions of Employment Act (BCEA)
• Employment Equity Act (EEA)
• Skills Development Act (SDA)
• Occupational Health and Safety Act (OHSA)
• POPIA
• Monitor legislative changes.
• Conduct HR compliance audits.
• Ensure implementation of HR policies and procedures.

KPI Indicators

• Compliance audit outcomes.
• Legislative reporting accuracy.
• Reduction in compliance risks.
• Policy adherence across the business.

6. Intern Management

· Co ordinate and oversee intern management

· Liase with education institutions and SETA’s

SECONDARY FUNCTIONS

1. Performance Management Support

• Coordinate performance review cycles.
• Track completion of performance appraisals.
• Assist managers with performance improvement plans.
• Maintain performance management records.

KPI Indicators

• Performance review completion rates.
• Timely implementation of performance plans.

2. Training & Skills Development

• Coordinate employee training initiatives.
• Maintain training records and skills matrices.
• Assist with Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions.
• Liaise with SETAs and training providers.
• Support succession planning initiatives.

KPI Indicators

• Training completion rates.
• WSP and ATR submission compliance.
• Skills development targets achieved.

3. Employment Equity & Transformation

• Support Employment Equity Committee activities.
• Assist with Employment Equity reporting.
• Monitor implementation of Employment Equity Plans.
• Support diversity and inclusion initiatives.

KPI Indicators

• Employment Equity reporting compliance.
• Achievement of Employment Equity objectives.

4. HR Reporting & Analytics

• Prepare monthly HR reports.
• Report on turnover, absenteeism, recruitment, training, and disciplinary statistics.

KPI Indicators

• Reporting accuracy.
• Timely submission of management reports.

5. Policy Development & Organizational Support

• Assist with development and review of HR policies and procedures.
• Support organizational change initiatives.
• Conduct policy awareness and compliance training.
• Participate in HR projects and business improvement initiatives.

KPI Indicators

• Policy review completion.
• Successful implementation of HR projects.
• Employee awareness and compliance levels.

KEY COMPETENCIES

• Labor Relations Expertise
• Communication Skills
• Conflict Resolution
• Attention to Detail
• Confidentiality and Integrity
• Organizational Skills
• Problem Solving
• Time Management
• Analytical Thinking
• Stakeholder Management

REPORTING STRUCTURE

Reports To: HR Manager / General Manager

Direct Reports: None (unless otherwise assigned)

MINIMUM REQUIREMENTS

Qualifications

• Advanced Diploma or Degree in Human Resources, Industrial Psychology, Labour Relations, or related field.

Experience

• 2–3 years' experience in a Human Resources Generalist role.
• Strong Labor Relations experience.
• Payroll and HR administration experience.
• Experience in a multi-site operational environment is advantageous.

Knowledge

• South African Labor Legislation.
• HR Best Practices.
• Payroll Administration.
• Employment Equity.
• Skills Development and Training Administration.

Interested candidates who meet these criteria to send applications to [email protected]. Please use the subject HR Generalist in your email. Closing date is 01 July 2026. Correspondence will only be entered into with short-listed candidates who meet the criteria for the role.

Work Location: In person