Senior HR Manager/HR Director - Gauteng, South Africa

Empowering careers at ARJO

At Arjo, we know what moves us. We go above and beyond for people facing mobility challenges. We take every opportunity to work and grow as one team and take pride in sharing our knowledge and experience. Does that sound like something that moves you too?

This could be your opportunity to begin a challenging and rewarding career in a healthcare company that empowers movement for people with mobility challenges.

Empowering careers at ARJO

At Arjo, we know what moves us. We go above and beyond for people facing mobility challenges. We take every opportunity to work and grow as one team and take pride in sharing our knowledge and experience. Does that sound like something that moves you too?

This could be your opportunity to begin a challenging and rewarding career in a healthcare company that empowers movement for people with mobility challenges.

The purpose of the Senior HR Manager/HR Director position is to maintain and enhance the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

As the Senior HR Manager/HR Director you will be responsible for:

Essential Duties and Responsibilities:

1. Strategic Planning

Implementation of the people strategy in the areas of HR processes, talent & succession, remuneration, employee wellbeing, workforce planning & recruitment, compliance & ethics, performance and development.

2. Leadership

Implementing programs that develop the capability of leaders and close leadership development gaps
Participate and work collaboratively with Business Leaders to create the culture in Africa, using the People Survey and People Feedback to develop strategies to make it a better place to work.
Participate in global HR projects

3. HR Client Services

Managing the local implementation of global HR processes
Advising Staff, Supervisors and Managers on policy interpretation and application;
Consulting with and supporting Supervisors and Managers in the movement of staff including commencements, departures, transfers, family leave, leave of absence and termination, managing staff movements and providing advice and support to our people;
Managing all employment relation issues through investigations including grievances, disputes, complaints, industrial relations issues,
Manage Staff Awards Program
Manage Employee Wellness Program
Support business with Health & Safety administration
Roll out and implementation of annual people survey.

4. Workforce Planning

Full responsibility to provide business with data/reports – FTE, staff turnover, retention of talents, cost of recruitment.
Complete and Submit Statutory Declarations (WSP&ATR, EE02&EE04, STATSSA)
BBBEE (management & control and skills pillars)
Continue improving the HR programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.

5. Recruitment and Onboarding

Develop & implement strategies to source and attract talent into the organization.
Develop agreements and relationship with recruiters
Use Social Media to brand the company in a way that projects a strong employer value proposition

6. Talent & Succession Planning

Partner with Departmental Managers to map talents and determine succession for key roles

7. Payroll Administration

Oversee VIP Premier to process Salary Staff Monthly Payroll
Compensation & Benefit management

8. Performance & Development Management

Managing the annual performance and development process by strengthening the capability of our people in delivering quality feedback, analysing review material. Ensuring reviews are completing on time, preparing and analyzing post-review reports and participating in difficult review discussions.
Coordinate training activities in conjunction with Training Academy.

9. Compensation & Benefits

Manage the annual salary review process in line with salary budget
Develop strategy to ensure that salaries stay market related
Use Mercer Survey Data to develop strategy to manage compensation and benefits proactively.

10. Compliance & Ethics

Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.

Minimum Requirements:

• Grade 12 or equivalent.
• Human Resources tertiary qualification
• At least 5-7 years’ work experience in a similar role, with proven success

What we will offer in return

You will support our vision to be the most trusted partner in driving healthier outcomes for people facing mobility challenges. In return, we recognize and value our global employees. You will have our full support, training and opportunities for professional development.

About Arjo

At Arjo, we believe that empowering movement within healthcare environments is essential to quality care. Our products and solutions are designed to promote a safe and dignified experience through patient handling, medical beds, personal hygiene, disinfection, diagnostics, and the prevention of pressure injuries and venous thromboembolism. With over 6500 people worldwide and 65 years caring for patients and healthcare professionals, we are committed to driving healthier outcomes for people facing mobility challenges.

For more information about Arjo visit www.arjo.com