Supervisor Human Resources – Sibanye Stillwater

The appointee should:

  • Have a Grade 12 Certificate or equivalent
  • Have NQF 5 Higher Certificate/Diploma in Human Resource Management/Employee Relations.
  • Have at least three years Human Resources experience, of which two years in the mining environment
  • Have sound knowledge of all relevant legislation such as Employment Equity Act, Skills Development Act, Labour Relations Act, Basic Conditions of Employment Act and working knowledge of applicable policies and procedures
  • Demonstrate a sound working knowledge of Microsoft Office
  • Exhibit good verbal and written communication skills in English and display strong interpersonal, administrative and organization skills
  • Have integrity and ability to maintain confidentiality
  • Have good knowledge of Human Resources and Employee Relations practices, standards, procedures and policies
  • Be declared medically fit for the position and environment, as determined by a risk based medical examination at the relevant Sibanye Stillwater Occupational Health centre

Key responsibilities:

  • Information to be communicated to relevant stakeholders within area of responsibility
  • Facilitate and advise during dispute resolution and corrective action
  • Become involved in projects within area as and when required
  • Provide guidance and advice in terms of policies, standards and procedures
  • Recommendations on labour, discipline, employee/ business information
  • Advice employees on relevant assistance programmed
  • Participate in labour planning sessions
  • Review and communicate labour breakdowns and statistics
  • Ensure labour movements and plans are effected in the relevant system / area
  • Review forms to create/update organisational structure on SAP
  • Ensure that actual (in-service) labour figures are in line with planned/budgeted labour figures within area of responsibility
  • Ensure that weekly & monthly labour audits to reconcile between payroll system and actual figures are conducted
  • Review information provided for recruitment purposes
  • Be involved in recruitment process flow as might be required
  • Identification of candidates and completion of necessary documents for employee development
  • Review and communicate daily, weekly, and monthly employee attendance reports in terms of: at work, on leave, sick leave and absenteeism. (in conjunction with / as received from Time Management)
  • Ensure accurate and timely information relating to labour in their area of responsibility
  • Establish and follow-up trends (Reports generated by Time Management; make line aware and ensure adherence to company procedures and policies)
  • Ensure action on Absenteeism, Time slackness and Misuse of sick leave disciplinary enquiries and compile reports
  • Reporting of an initiating correction related to irregularities and deviations from company policy and procedure.
  • Review relevant employee documentation to SAP / Payroll prior to processing through Time Management. (Transfer forms, change in rate / acting forms, all forms that require employee / organisational structure changes on SAP)
  • Review data and consolidate Human Capital reports: daily, weekly, monthly & annually
  • Ensure that accurate labour records are maintained
  • Ensure maintenance of necessary data onto relevant systems and continuously ensure that systems are updated (i.e. Org. maintenance and ER transactions)
  • Review & ensure correctness of all documents i.e. acting allowance / rate change, transfers, leave forms, terminations, exit interviews, etc
  • Review processes regarding all terminations, e.g.: Deaths, retirements, DIA, disciplinary discharge, resignation, medical, disablement etc
  • Coordinate performance assessment process for promotions where applicable
  • Advise all stakeholders on company policies and procedures and relevant legislation
  • Facilitate or oversee the facilitation of dispute resolution and corrective action where necessary in accordance to company policy and procedure
  • Review documentation related to dispute resolution and corrective action facilitation
  • Attend or allocate resources to attend formal dispute resolution referrals as and when required
  • Build and maintain effective relationships with all stakeholders
  • Identification and recording of ER risks and communication
  • Continuous information sharing with relevant stakeholders
  • Record, track and action all habitual sick leave and absenteeism on a daily basis
  • Provide weekly and monthly reports on all ER related issues

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