Talent Pipeline: HR Practitioner – Future Opportunities

Overview

Talent Pipeline: HR Practitioner – Future Opportunities Jobs in Gauteng, South Africa at RCL FOODS

Title: Talent Pipeline: HR Practitioner – Future Opportunities

Company: RCL FOODS

Location: Gauteng, South Africa

RCL FOODS is a deeply rooted South African food manufacturer that produces some of the country’s most-loved brands: Yum Yum peanut butter, Nola mayonnaise, Ouma rusks, and Selati sugar, just to name a few. At the heart of our culture and strategy is our Purpose – WE GROW WHAT MATTERS – which encapsulates our belief in collectively doing that little more to create a positive impact that matters.

Visit our website at: www.rclfoods.com

Our Talent Team is currently building a Talent Pool of candidates who would be interested in joining RCL FOODS in the future! We are currently seeking to build up a talent pipeline of HR Practitioner’s in Gauteng.

The purpose of the role is to ensure effective Human Resources support to the business unit/factory through adequate delivery of HR Services, practices, procedures.

What is in it for me?

Minimum Requirements

• National Diploma / Degree in Human Resource Management / Industrial or Organization Psychology
• Valid drivers’ licence
• Must have at least 3-5 years’ experience as a HR generalist.

Duties & Responsibilities

Employee Engagement:

• Implement and drive employee engagement initiatives aligned with the organization’s People First strategy.
• Partner with line managers to develop and execute engagement plans based on employee insights from platforms such as the quarterly townhall talk.
• Drive recognition programs that drive the RCL FOODS values and enhance employee morale.
• Coordinate employee events, wellness programs and other activities that foster a culture of empowerment.
• Act as a key point of contact for employee concerns, ensuring timely resolution and promote an inclusive culture.
• Promote effective internal communication by ensuring employees are informed, engaged and aligned with business initiatives.
• Support change management initiatives by implementing engagement strategies that help employees adapt to organizational changes.
• Collaborate with L&D to support capability building across all levels.
• Champion diversity and inclusion initiatives to create a culture of belonging and respect.
• Support onboarding and offboarding processes to ensure a positive employee experience throughout the employee lifecycle.

Employee Relations:

• Provide end to end support on employee relations matters, ensuring fair, consistent and legally compliant practices.
• Advise line managers and employees on disciplinary procedures, grievance handling, and conflict resolution in line with company policies.
• Facilitate disciplinary hearings, investigations, and grievance processes by ensuring procedural fairness.
• Ensure statutory compliance and provide guidance.
• Participate in labour consultations and independently represent the organization at CCMA (both conciliation and arbitration).
• Chair meetings with Shop Stewards.
• Monitor and support line managers in the management of cases related to poor performance, misconduct, ad incapacity.
• Track and report on ER trends (e.g absenteeism, grievances, and disciplinary cases) and provide insights to management for proactive intervention.
• Promote a positive employee relations climate by encouraging open communication, trust and early resolution of issues.

Resourcing / Talent Acquisition:

• Partner with line managers to understand hiring needs, role requirements, and workforce planning priorities.
• Promote diversity and inclusion by supporting equitable hiring practices, employment equity requirements, and internal policies.
• Process recruitment permissions and offers.
• Ensure timely job advertisements and track them.
• Conduct interviews and make hiring recommendations.
• Keep job profiles updated and coordinate evaluations.

Talent Management:

• Support the development and implementation of talent management strategies aligned with the organization’s business and people objectives
• Support Line Manager on Performance Management Process and Talent & Org Review process.
• Facilitate individual development plans (IDPs) to support employee growth and career progression.
• 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.

HR Administration:

• Manage onboarding, terminations, and exit interviews.
• Ensure data integrity in HR systems.
• Audit compliance issues and run HR reports to provide insights to the leadership team