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Assist the HR Manager with the implementation of all human resources strategies and objective and CCMA company representative and preparing for the cases. • Recruitment and selection of all positions (salaried and wages) • Assist the HR Manager with the implementation of talent management, succession planning, I-Engage surveys, job grading, employee wellness initiatives and all HR related projects • Assist with the review of the company policies and procedures on a regular basis • Promote workplace safety and participate in the H&S Committee • Provide efficient and accurate HR administration service to all departments • Develop and maintain job descriptions for all employees • Complete letters of appointment and contracts for all employees • Facilitate induction/onboarding for all new recruits • Ensure that salaries are benchmarked Ensure all exit interviews are conducted and reported on a monthly basis • Identify training and development opportunities • Registered Skills Development Facilitator for the Company • Complete and submit Mandatory Skills Development reports to the Merseta • Assist the HR Manager with the implementation of all human resources strategies and objectives • Recruitment and selection of all positions (salaried and wages) • Assist the HR Manager with the implementation of talent management, succession planning, I-Engage surveys, job grading, employee wellness initiatives and all HR related projects • Assist with the review of the company policies and procedures on a regular basis • Promote workplace safety and participate in the H&S Committee • Provide efficient and accurate HR administration service to all departments • Develop and maintain job descriptions for all employees • Complete letters of appointment and contracts for all employees • Facilitate induction/onboarding for all new recruits • Ensure that salaries are benchmarked Ensure all exit interviews are conducted and reported on a monthly basis • Identify training and development opportunities • Registered Skills Development Facilitator for the Company • Complete and submit Mandatory Skills Development reports to the Merseta

HR Administrative activities - HR operation /Payroll / Benefits: Maintaining & Ensuring that all local HR actions and processes are efficiently and accurately administered, documented and reflected in HR systems and files, according to local legislation Onboarding / off boarding employees / Contract management / Time management / Workday updates / payroll / benefits Ownership of employee data via the Workday HRIS system ensuring 100% accuracy of employee information (Subject Matter Expert). Support as needed the design and delivery of the people strategy that is in line with corporate objectives and enhances employee motivation, development and performance. Maintain and manage relationships with third party suppliers e.g. recruitment specialists Overseeing payroll processing and administration for the company ensuring 100% accuracy Support employees in questions regarding payroll, employment agreements, leave questions/issues both email and verbally Confirmations of employment (verbal and written) Completion of offer letters/documents and employment contracts Coordinate the processing of all medical aid applications including new applications and changes in plans etc. Receiving and resolving all queries related to medical aid Coordinate the processing of all Provident Fund applications including new applications and withdrawals/transfers Ensure that beneficiary forms are updated on an annual basis Auditing of personnel files and request outstanding information from employees. Reminders and queries for all cyclic HR processes (leave forfeiture, payroll deadline dates) Assisting HR Manager with any other admin related or operational tasks SDL, EE and BBBEE Reporting: Preparation of reporting for Skills, BBBEE and EE Maintaining updated skills and employment equity reporting schedules, files and tracking tools Minutes of EE, SDL and BBBEE meetings Recruitment: Scheduling interviews with candidates and coordinating cancellations/changes of appointments Maintaining recruitment tracking tools Coordinating candidate feedback to recruitment agents Maintaining a record of CV’s for candidates and communication of same to relevant Line Managers as necessary Process improvement: Ensure consistent execution of HR policies, initiatives, and approaches. articipate to process improvement initiatives and actions Identify areas for improvement for HR processes Other missions: Execution of HR policies, initiatives, and approaches Supporting HR team in resolving HR operational issues Deal effectively and professionally with issues, queries, complaints and reporting and analysis requests from the business and employees in a prompt and efficient manner, escalating as appropriate. Cooperate with Global HR colleagues, Finance and external stakeholders Develop a trusting, consultative relationship with managers, coach and advise on all aspects of people management and leadership. Participate in Management Group meetings as required Provide oversight and support to the HR team on all Employee Relations matters Provide HR support to other global offices as required, including supporting HR work required to set up new offices Proactively ensure all policies, employment legislation and best practices are compliant, updated and aligned with the company values International traveling to collaborate with the HR team. Collation of HR supplier documents for vendor creation Assist with collecting data and reporting for internal audits Provide other HR support and cover as required Back up of others HR team member

Employee Relations □ Provide advice to line managers regarding the conduct and misconduct management processes. □ Provide advice to line managers and investigate/process disciplinary cases. □ Provide advice to line managers and investigate/process grievances. □ Review practices to ensure statutory compliance and regularly provide guidance to line managers. □ Manage the housing and SQ allocations and associated evictions. • □ Participate in consultations with organised labour. □ Coach Line Managers on effective delivery of Disciplinary hearings □ Represent the organisation at CCMA (Conciliation and Arbitration) □ Chair the monthly meetings with Shop Stewards in the absence of HRBP. □ Manage and coordinate employee wellness including coordination of clinics, KKS, and capacity in meetings. o Resourcing □ Process permissions to recruit (workflow). □ Process the offers of employment/negotiation. □ Ensure that the Resourcing process is adhered to and jobs are timeously advertised on the eRecruitment and tracked. □ Manage and conduct interviews with Line Managers and selection test and make recommendations to Line for all C Band and lower positions. □ Supervise the orientation of new employees. □ Manage probationary reviews, employee evaluations and terminations. □ Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with Line Manager and HRBP • Talent Management □ Coach Line Manager on Performance Management Process and Talent & Org Review process. □ 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. • Health and Safety Compliance □ Manage the IOD/minor injury treatment process and reporting. □ Assist Risk Officer in monitoring IOD cases. • Organisational Design □ Liaise with Line Managers to get rationale for proposed positions, draw up new proposed org and submit to HRBP for sign off. □ Manage and update business organisational structure on SAP and ensure that all structures are up to date. □ Drive change management initiatives in line with the business and organizational objectives • Training Development □ Compile training matrix from Appraisal doc. □ Facilitate HR training including adhoc refresher for employees and Line Managers. □ Drive Development Plans for all employees in C Band positions. • Employment Equity □ Drawing quarterly reports and discuss at EE meeting also using the same reports of appointments □ Drive staff profile as per agreed KPI for the site by effectively engaging and advising Line Managers. • HR Administration □ Manage new employee on-boarding process. □ Manage terminations and exit interviews. • □ Manage the capturing of HR information and data into the relevant systems and assure the integrity of the data. □ Provide advice and information to management and employees on HR policies and procedures, including equal opportunity, anti-discrimination and occupational health and safety programmes. □ Advise management on work matters, career development, personal problems and industrial matters. □ Counsel employees on policies and rules relating to employment policies and programmes, and on the company's rules and regulations. □ Prepare and process employment and personnel reports and surveys. □ Provide advice and assistance to staff members regarding possible discrimination on the basis of race, religion, non- relevant physical or mental disability, sex and age. □ Audit and draft compliant issues related to Ecowise and Capasity (5 files to be audited per month). □ Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in department. □ Run and analyse HR reports and discuss with business (to update monthly dashboard. • □ KPI's • □ Reduction of Disciplinary and CCMA Cases □ Drive statutory compliance in terms of BCEA. □ Analyse HR Reports. □ Accuracy and currency of HR data. □ Achieve agreed EE/ACI targets. □ Reduction of Overtime and Absenteeism. □ Development Plan in place for all Successors in C Band positions.

Recruitment Support: o Ensure the entire recruitment process and procedure is delivered and maintained including: o Supporting the manpower planning process (e.g. job identification, job scoping, motivation and such) o Supporting the achievement of the required resourcing levels at all times o Partnering with managers and support to the HR executive in the execution of regional staffing plans and the acquisition of talent including reviewing the suitability of selected candidates, conducting interviews and arranging o Tracking and facilitating the on-, cross- and off boarding processes o Compiling and maintaining job profiles and specs including maintaining a career map o Liaising with Management and Candidates to set up interviews/assessments o Facilitating skills tests and drawing up contracts and transfer letters as well as taking new staff through the forms and documentation • Performance Management: o Supporting and coaching managers and employees alike to ensure the performance management process is adopted, implemented and maintained o Administering updates o Becoming a ‘super-user' of the performance management software and providing such support to the organisation o Drawing reporting for review and analysis • On-boarding: o Ensuring the take-on process is managed in the region o Ensuring the company's induction programme is planned and implemented o Ensuring the induction programme runs smoothly and to company process and standards o Ensuring on-boarding paper-work is accurately and efficiently concluded and sent through to payroll o Performing Stay Interviews as and when necessary o Providing input in the improvement and development of the company induction programme • Off-boarding: o Executing the HR off-boarding process to ensure everything is completed correctly o Performing Exit Interviews • Policy and Procedure: o Ensuring detailed knowledge of the company's HR related policies and procedures so that you may service both management and staff in the region and ensure that HR policies are implemented and upheld o Performing research on legislation, trends and best practice to assist in the formulation and maintenance of HR related policies and procedures and capture disciplinary records into SAP. o Drafting of policies and procedures • HR Administration: o Managing documentation in area of responsibility and ensuring documentation is created, distributed and routed correctly and efficiently o Drafting of HR documentation for approval and processing • Industrial Relations: o Supporting management and employees alike with the implementation and regulation of discipline, Performance and grievances. Ensuring detailed knowledge of the company's policies and practices so that these may be implemented and Upheld. • Other generalist involvement in HR portfolio and initiatives as and when required – e.g.: o Champion HR initiatives and support implementation o Employee welfare support as and when necessary o Employment Equity implementation and reporting o Skills Development implementation and reporting o Remuneration and benefits support o Responsible for the design and implementation of Wellbeing initiatives, products and services relating to HIV/AIDS, financial well-being, trauma defusing and debriefing, psycho-social well-being, disease management and absenteeism management. • Keeping abreast with industry and legislation updates and best practice to ensure knowledge is current and advise is of the best quality • Reporting as and when required • Function and cross-functional relationship building and maintenance. Direct departmental relationships include HR Team and Management and Payroll. Cross-functional relationships are across the entire company as HR provides support to management and stuff.

Promote the use of HR systems (Workday) policies and processes, challenging appropriately as necessary • Manage exit processes for staff, carrying out exit interviews etc. • Employment Equity Panel Review process manager. • Support, partner and develop Administrators in the implementation of HR Projects and initiatives where appropriate. • Support Line Managers with the Salary Review process guidelines on workday. • Work with Line Managers to agree how to distribute salary budget across on workday. • Centres/Functions based on knowledge of issues and market data. • Ensure salary review across Centres/Functions is complete on time on workday. • Workday SME • Supporting Line Managers with Mobility • Reviews HR movements through SmartPeople to ensure that the processes complete correctly (e.g. recruitment, promotions etc.) • Subject matter expert of all People processes on SmartPeople. Assist with training within the department and implementation of new modules • Assists with any People related queries for both employees and management such as Employee Relations issues • Coordinate programs such as Talent management, performance conversations etc. to ensure completion and monitoring of actions identified • Monitoring and reporting on competency and skills development to ensure that employee capabilities meet current and future needs • Implement specific project activities as determined through the HR planning process and participate in functional and cross-functional initiatives • Report on key people drivers, proactively highlight key trends, risks and formulate action plans (e.g. through conducting exit and stay interviews) • Recommend new approaches, policies, and procedures to affect continual improvements in efficiency of department and services offered • Act as a liaison between the business unit and centre of excellence to ensure that HR services are aligned with internal client needs and Group standards. • Providing Workday advisory services and subject matter expertise to business • Performing configuration tasks within Workday (e.g. creating eligibility rules, configuring new plans, update business processes, etc.) • Provide all recruitment administration support for A and B appointments. • Ensure all reference and criminal record checks are carried out fully and in a timely manner. • Announce new appointments. • Manage the new joiner process from offer letter through to joining instructions and induction. • Provide HR support and advice to employees and line manager Administer the performance management system. • Enter data into the HR system so that accurate records are maintained. • Provide data for and prepare management information reports. • Liaise with payroll and distribute the pay slips. • Maintain the personnel filing system and safeguard the files and documentation. • Provide support in investigations for disciplinary and grievance procedures. • Distribute/disseminate policies and convey related communication. • Administer employee/study loan and bursary documentation. • Answer all channelled HR administration-related queries from employees and managers in the business and ensure their resolution in accordance with service standards.

Workforce Lifecycle Programmes • Compensation • Speed team Global Project - India • Learning & Development • Benefits • Diversity • Recruitment • Case Management/ER-LR • Workday training for SME's • Mobility • Wellbeing projects