About this role
A FMCG concern based in Midrand is seeking a self-driven and motivated HR and Payroll Generalist who is available to start immediately . Purpose: To support the business through consultation, provide advice and guidance, improve efficiency, build and maintain excellent relationships between management and employees. Required Qualifications and Experience: Required Competencies: - A strong work-ethic - Ability to exercise tact and discretion in dealing with sensitive and confidential information. - Energetic, ability to perform multiple tasks in conjunction with day-to-day activities. - Strong follow-up and prioritization skills - Must be able to work without supervision - Interaction with business units to build meaningful relationships - High attention to detail - A positive, team-player attitude - Excellent interpersonal skills and effective communication skills - Able to meet all deadlines and targets - Analytical and problem solving skills - Drive for results - Building and Maintaining Relationships within the business with management and staff Required Experience: - 4-5 Years HR Generalist Experience with strong experience in payroll working on VIP - Extensive knowledge of relevant South African legislation (UIF, SDF, PAYE, WCA). - Sound knowledge and experience in SA Labour Legislations (BEE, EE, BCEA, LRA), - Related experience in all HR component areas e.g. compensation and benefits, employee relations, etc. - Proficient in MS office Suite (Excel, Word, Power point) - Ability to use database for recording and reporting. - Problem solving ability, analytical and numeracy skills. - Customer focus and ability to resolve queries fast - Excellent communication skills. - Project Management - Time management and ability to prioritise Travel Requirements: - Ability to travel locally when required Key responsibilities for this position include, but are not limited to: Payroll Administration: - Check that new employees have correct documentation and accurately load them on payroll before the 15th of each month; - Process all terminations accurately as per set deadlines and ensure that employees who have left are not paid to minimise financial risk; - Capture accurate information on transfers, salary changes, maternity, staff loans, study loans, business mileage reimbursement, garnishee orders and other related payroll changes as per set deadlines; - Accurately capture overtime and ensure that it is duly authorized before processing to minimise financial risk; Payroll Reconciliations: - Accurate reconciliation of payroll accounts on a monthly basis (Medical aid, provident fund, PAYE, skills levy, General Ledger); - Accurate payment of monthly reconciliations to third parties as per deadline - before the 7th of each month; - Reconcile IRP5’s annually and submit to SARS as per set deadline to ensure compliance; - Calculate and make provision for WCA assessment fee and submit to Compensation Commissioner annually and ensure it is paid before deadline to minimise financial risk to the company; - Monitor and ensure that statutory and benefits obligations are complied with at all times to avoid financial penalties and minimise risk; - Liaise with finance department to ensure that all statutory payments ( PAYE, UIF, SDL, WCA,) are paid as per set deadlines. Registration of new Employees: - Ensuring the existence, communication and application of appropriate Policies and Procedures to enforce compliance; - Provide management with meaningful and quality report on new employees, terminated employees, job transfers, etc, before the 31st of each month to enable them to plan properly; - Communication to management and staff on payroll related activities through a business communiqué to keep them updated with new trends; - Assist with the process of a potential disability where it is expected that an employee will not recover from an accident, injury or ill health to ensure compliance to policies; - Ensure that information loaded onto VIP is always accurate and reliable (master file); - Compile accurate quarterly employment statistics and ensure it is submitted on time to ensure compliance. Payroll queries: - Monitor and ensure that payroll queries send through the mailbox are investigated and answered correctly within 24 hours; - Liaise with thirds parties (benefits administrators) in dealing with employee queries when necessary, and provide feedback as per agreed deadline; - Keep customers in the loop about their queries by providing regular feedback about status of their queries. Payroll Reports: - Compile all required reports within deadlines Job Profiling: - Monitor and ensure that there are job profiles for all positions - Ensure that all employees have signed job profiles with their Line Managers - New employees sign job profiles to ensure a clear understanding of required performance standard. - Employees transferred to new positions sign new job profiles to have a clear understanding of their new roles and responsibilities, as well as the required performance standard Business Partnering: - Create and maintain productive relationships with allocated business partners through providing advice and conducting visits - Meet monthly with business partners to increase visibility of HR in the business and proactiveness - Provide feedback on deliverables to direct manager as per agreed timelines - Keep all informed about progress on the real need through written communication, telephone communications and interpersonal meetings - Build a positive image of the department through exceeding client expectations at all times - Provide support to the Managers and staff to proactively identify areas that need HR intervention to increase staff morale. Employee Engagement: - Conduct new employee engagement survey and give feedback - One on one sessions with new employees to ensure they adjust to our culture - One on one sessions with existing employees in allocated areas to establish if there are any issues - Address issues where necessary to maintain and increase employee morale HR Administration: - Assist with induction by presenting policies and procedures to new employees - Agreements with service providers are in place and negotiate for a reasonable placement fee. - Maintain effective relationships with external service providers by evaluating performance through SLAs. - Conduct exit interviews and give feedback to Line Managers on areas that need improvement