Job Purpose:
The Human Resources Manager will work as part of the site leadership team to achieve the mission of our organisation. This position is responsible for leading, coordinating and improving our human resources activities on our site, including Strategic Planning, Resourcing, Learning and Development, Performance Management, Compensation and Benefits, HR Controlling and other functions to support the growth, profitability and cashflow of the business.
The Human Resources Manager is part of the site leadership team and the global Operations and Supply Chain organisation for the Performance Carbon Global Business Unit, reporting into the Global HR Director, Operations and Supply Chain. This role will require strong cross functional and cross-site collaboration with Production, Supply Chain, Finance, Quality, Maintenance, EHS or Commercial functions and the other Morgan facilities in our GBU, our global HR community and external stakeholders. The postholder will create a collaborative, efficient and ambitious HR function and HR Strategy for their facility.
Essential Functions:
Strategy
- Support the Business Strategy planning for our organization.
- Create formal HR strategy for the facility.
- Facilitate the introduction and ongoing operation of the Playbook process. Act as a strategic partner in coordinating the leadership team in this exercise. Ensure quarterly reviews take place.
- Facilitate organizational design activities to ensure our configuration is fit to deliver on the facility’s mission and targets.
- Ensure all roles have been properly designed with formal and up to date job descriptions in place.
EHS
- Champion a strong health and safety culture, by visual leadership, personal engagement, inclusion, and care.
- Commitment towards the application and compliance with the Morgan EHS systems and processes when planning, introducing or operation of all HR related functions and activities.
- Close collaboration with the EHS function through the work of EHS Committee, EHS Leadership Team, GEMBA walk activities.
- Support the ongoing operation of the ThinkSafe framework.
- Business partner with the EHS organisation to implement effective learning and development solutions to improve the health and safety of our employees.
- Ensure all HR processes have a strong integration of Health and Safety.
- Support the ThinkGreen initiative.
Ethics
- Formally act in the role of Ethics and Compliance Officer.
- Ensure Speak Up framework is maintained. All employees and new hires are appropriately trained and Speak Up is integrated in our formal Communications Plan.
- Support completion of quarterly compliance trainings. Ensure proper embedding of learnings are achieved with our workforce.
- Act as a role model for the organisation when it comes to Integrity.
- In case of employee complaints ensure a thorough, reliable, and confidential investigation process is followed.
Resourcing
- Create a formal recruitment plan. Ensure deployment of modern recruitment communication and selection tools are applied. Establish strong candidate experience throughout the process. Ensure Group Standards, such as Licence to Recruit or Employer Branding materials are utilized in local recruitment efforts.
- Introduce standard, formal onboarding plan. Ensure ongoing compliance with standards.
- Carry out workforce planning exercise with close business partnering with the Finance and Operations functions. Provide ongoing inputs into the headcount forecasting and annual budgeting processes.
- Ensure the organization is operating at healthy attrition levels. Understand leave reasons and introduce mitigation plans if attrition is considered high.
Learning and Development
- Provide strategic supporting in establishing and operating shopfloor competency development programmes.
- Initiate, develop and deliver leadership development programmes.
- Follow formal Talent Review process to establish gap analysis between ideal standards established in the Organisational Design exercise and our current talent pool. Establish formal talent strategy to close the gap.
- Support formal Performance Management structure. Ensure mid-term and end-of-year discussions take place, and to a high standard, both on the shopfloor and in the indirect population.
- Leverage Morgan leadership development programmes, such as Elevate, Spark, Ignite and Catalyst as well as the Percipio training platform.
Controlling & Governance
- Ensure our facility is in complete compliance with the SoA. Provide support when facility is reviewed under by our Internal Audit teams.
- Ensure compliance with local legal requirements by studying existing and new legislation; anticipating legislation; ensuring adherence to requirements; advising management on needed actions.
- Dedicate specific attention to ‘Right to Work’ checks to ensure all employees are legally permitted to work in their site’s location.
- Operate the following systems with complete compliance
- iCIMS – All vacancies must be approved via this system.
- MEIS – Maintain 100% data integrity of site’s population in the system.
- AD – Maintain site’s AD population.
- PMS – Ensure 100% integrity with MEIS.
- Payroll – Support payroll process and systems.
- Compensation and Benefits
- Carry out Salary Benchmarking exercise for all roles in the facility.
- Support annual Salary Reviews in complete compliance with our group standards and guidelines.
- Administer bonus cycles, create, and distribute bonus target and achievement letters.
- Introduce strategic, ‘self-funding’ incentive plans to increase engagement and improve performance.
Employee Engagement and Wellbeing
- Support engagement related activities, survey completions, result analytics and communications.
- Initiate and deliver engagement improving activities, organisational development initiatives.
- Create and operate a formal communications plan.
- Direct reporting responsibility over the Human Resources organization on site and dotted line reporting over the organisation regarding Human Resources related matters.
- Coach team members to enhance their performance and support their development.
- Employee Relations
- Support the management of Industrial and employee relations.
- Provide support and guidance on absence management, disciplinary and grievance issues.
Country Specific Functions:
- MANAGEMENT OF BBBEE
- Ensure appropriate BBBEE levels are sustained in all legal entities in South Africa
- Create and facilitate action plans and strategies for each element of the BBBEE Scorecard.
- Facilitate information sessions to highlight major changes, challenges, strategies, and action plans with key stake holders.
- Identify transformation risks and develop risk mitigation plans.
- Facilitate BBBEE transformation plans and initiatives within the business.
- Track Company's BBBEEE contributions and ensure the integrity of data and documentation of BEE elements.
The above is not intended to be an exhaustive list of all duties and responsibilities required. Other duties may be assigned.
Key Performance metrics and objectives:
- EHS metrics, such as VSL Hours, LTAs, near misses
- Resourcing metrics, such as HC budget variance %, Attrition rate %, time to hire, cost to hire.
- Controlling metrics, such as MEIS, AD, icims, PMS completeness %.
- Employee Engagement %.
