HR Generalist
CLS Human Capital Specialists
Johannesburg, Gauteng, ZA
1d ago


A education and training company located in Midrand is seeking to employ a HR Generalist with at least 6-8 years’ experience to join their team.

Job Purpose

The primary role of the HR Manager consultant and general HR consultant is to provide technical guidance and other administrative support to the HR department and aid the existing HR team members in ensuring the effectiveness and fulfilment of targets and achievement of milestones of the department.

Qualifications and Experience

  • Master’s degree in Human Resource Management (Preferred)
  • SABPP Registered
  • 6-8 years’ experience in a HR Generalist role
  • MS Office proficient
  • Key Performance Areas

    Strategic Management

  • Develop the HR Management framework aligned to CETA Strategic plan and the outputs of the recently completed OD processes.
  • Develop supporting tactical operational plans for the HR unit to ensure execution of the strategic objectives and goals.
  • Drive the implementation of the tactical plan by developing and allocating operational activities to various HR sub-units and ensuring alignment to the achievement of operational targets.
  • Provide advocacy on a Human Resources perspective to the CETA’s strategic decision-making process.
  • Oversee the transition process and address all required interventions and implementation of OD recommendations post placement feedback to CETA staff.
  • Implement and oversee the imperatives from the CETA 2021 / 22 internship concept and rolling out of training initiative for the current CETA interns cohort.
  • Operational Management

  • Monitor the CETA’s culture and ensure the implementation of interventions to support the achievement of the organisation’s goals and strategic objectives.
  • Manage the CETA’s employee well-being services and activities, including external service providers when relevant, in line with their Service Level Agreements.
  • Monitor and drive the implementation of a performance improvement process across the CETA, and ensure the development of individual plans as required.
  • Provide input into the CETA’s remuneration structure, pay policies for approval, and oversee the administration of the pay system.
  • Drive and ensure an effective process for talent acquisition through internal and external partnerships to ensure the provision of talent capacity to minimise business risks and downtime.
  • Oversee and ensure the effective and accurate management of the CETA’s payroll and benefits administration function.
  • Lead competitive market research to establish pay practices and scales to support the recruitment and retention of high performing employees.
  • Review, guide and approve management recommendations for employment terminations in line with relevant legislation.
  • Oversee the development of a CETA-wide learning plans that integrate developmental objectives based on CETA’s needs.
  • Ensure the accurate preparation and submission of all statutory reports on Employment Equity, Workplace Skills Plan, Annual Training Report and other relevant submissions and enforce compliance to legislative reporting prescripts.
  • Monitor and provide advocacy on the CETA’s disciplinary code and process.
  • Governance, Risk and Compliance Management

  • Provide input into the HR unit’s risk register in consultation with relevant authorities.
  • Support and provide evidence to all internal and external audit requirements.
  • Oversee the maintenance and enforcement of all Human Resource related Service Level Agreements to minimise business risk and ensure business continuity.
  • Ensure the CETA OHS, and ethics compliance is achieved.
  • Prepare and submit HR management reports to MANCO, EXCO, Board Committees and the Accounting Authority, through the CEO.
  • Financial Management

  • Provide input in the planning and compilation of the HR unit’s annual budget aligned to the tactical delivery plans to support the implementation of set objectives.
  • Ensure the deployment of proper financial controls to manage the HR unit’s budget.
  • People Management

  • Drive the implementation of talent acquisition, succession planning, development, and retention strategies for the HR unit.
  • Ensure the enhancement of relevant knowledge and skills through continuous coaching, mentoring and nurturing of talent in the HR unit.
  • Stakeholder Management

  • Build and maintain relationships with all CETA business units for the purposes of expectations management and knowledge sharing.
  • Implement timeous communication on progress and challenges in achieving the tactical work plans to impacted stakeholders.
  • Remuneration

    R 300 per hour capped at 160 hours per month

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