HR Consultant

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We are united by a common purpose of providing the best and safest care; and by our shared values of Care, Truth, Participation, Compassion and Dignity.

Netcare invites you to be part of our journey.

ROLE SUMMARY

The Human Resources Consultant will be required to perform a full generalist human resources function including the provision of professional HR knowledge and technical HR expertise relating to Talent Management, Performance Management, Reward and Recognition, Transformation, Project Management, Exit Interviews and Specialist HR projects. The incumbent is required to participate as a credible business partner by providing specialist knowledge and skills around professional HR functional matters through delivery of efficient HR information and basic know-how around HR service offerings. The role requires an in-depth understanding of HR functional expertise to empower line and employee with knowledge and ability that cultivates an environment of trust and collaboration.

KEY WORK OUTPUT AND ACCOUNTABILITIES

CONSISTENCY OF CARE

Personnel Administration

• •Accurate and timely completion of all monthly input and necessary documentation relating to:
• •Appointments (C3 and below and fixed term staff )
• •Terminations (C3 and below)
• •Transfers
• •Loans (personal and study)
• •Changes to conditions or benefits of service of all employees
• •Maternity leave
• •Change in Master File details
• •Monitor monthly input to ensure that all is in line with the HR CSA and Netcare policies and procedures
• •Follow up on probation forms for new starters who have been with the company for 3 months
• •Ensure that there are effective HR controls and systems in place and that these are maintained on an ongoing basis
• •Check all leave forms to ensure that leave forms are in accordance with CSA and Audit requirements.
• •Address and telephone number where employee can be reached during his/her leave.
• •Capture all leave forms weekly on hands on
• •Capture leave pay on termination, overtime, travel claims and leave encashments monthly
• •Create a spreadsheet to track leave numbers
• •Ensure thorough understanding and knowledge of the Netcare leave policy to ensure all leave is captured correctly
• •Send out monthly reports to Managers with leave for their department and check leave for external sites
• •Check all new and addition of dependant Medical Aid applications to ensure accurate completion and attachment of necessary documentation.
• •Follow up that the applications have been received
• •Coordinate all Group Home Loan applications and record keeping thereof
• •Complete and submit agency timesheets weekly
• •Ensure that the relevant Line Managers have signed off temp staff time sheets
• •Ensure that the Human Resources Manager signs off consolidated timesheets
• •Check dummy payslip / invoice ensuring correctness thereof
• •Forward a weekly invoice to Finance for payment
• •Ensure that all new staff contracts are typed and forwarded to Line Managers and Staff and that a copy of this is placed on the personnel file.
• •Type all letters relating to changes of staff terms and conditions
• •Ensure that all staff have valid contracts on file
• •Ensure that payslips are distributed monthly and that all offsite payslips are couriered to the correct Line Managers
• •Send out a birthday list and birthday gifts to the business monthly
• •Update the notice boards regularly, ensuring that relevant memos as per the HR CSA are up in relevant areas.

HR Payroll Administration

• •Conduct regular audits on employee files to ensure that all paperwork is in the files as per the CSA requirements and provide regular feedback on the progress made
• •Order name badges as required by the business
• •Management of all invoices
• •Oversee and monitor performance of the HR Administrator with regards to all monthly input and necessary documentation related to:
• •Appointments (including fixed term staff)
• •Terminations
• •Transfers
• •Changes to conditions or benefits or service of all employees

• •Conduct monthly audits to ensure that all payroll inputs and employee files are in line with the HR CSA and Netcare policies and procedures.
• •Ensure that there are effective HR controls and systems in place and that these are maintained on an ongoing basis.
• •Provide regular feedback to the HR Manager and ensure regular status meetings.

Business Acumen

• •Present clear market-related business cases for HR initiatives in response to more complex situations affecting the local Business Unit.
• •Align HR tactical plans around local demand and supply dynamics, within the requirements of a competitive marketplace, and translate this into financial, operational, and labour requirements.
• •Prepare and/or influence and manage annual HR budgets for the Business Unit and/or Area of operation, considering business priorities, estimated labour costs, training and development, recruitment and legal fees. Help the business to reduce expenses and increase revenue.
• •Manage HR initiatives within budget parameters by implementing and monitoring financial controls.
• •Interpret financial variance trends across fiscal years to identify and address areas of concern.
• •Conduct basic cost benefit analyses to ensure the cost efficiency and effectiveness of HR services.

Best Practice Benchmarking

Understand HR “best-in-class” benchmarking and apply this knowledge in less complex situations/contexts to audit Business Unit HR practices and identify areas of improvement.

Environmental Scanning

• •Ensure awareness of critical National environmental factors influencing local environmental conditions and systematically analyse local socio-political, socio-cultural, economic change/developments to identify strengths, weaknesses, opportunities, and threats for the business unit.
• •Consider and integrate relevant environmental factors into HR action plans and make adjustments and improvements to work processes/tactics on an ongoing basis as required

Organisation Design and Process Engineering

• •Apply comprehensive knowledge of business structure, work, and process design to effectively integrate, rationalise and/or differentiate the organisational structure and work design around customer value centred process flows and high-performance work teams.
• •Coordinate and integrate parallel and intercepting workflows, processes, and systems to eliminate duplication, and to achieve optimal efficiency and quality outputs across the Business Unit and/or Area in support of adding value to customers.

Filing

• •Adhere to all personnel administration policies, processes, systems, and procedures; ensuring that personnel records are accurate and up to date.
• •Ensure that all personnel files are in accordance with the Company CSA and Audit requirements.
• •Ensure that new employees have a personnel file and that all supporting documentation in line with the company CSA is on file
• •Ensure that the filing is done and updated on a weekly basis
• •Ensure that the Filing room is neat and organised at all times and that all files are easily accessible

Project Management

• •Assist with HR Projects when required to do so
• •Assist the HR Manager and HR Officer when required to do so

• •Manage cross-functional operational projects involving enhancements and improvements that are clearly defined, focused and short term in nature, under management guidance.
• •Plan projects, briefs stakeholders, prioritise activities and allocate resources in terms of deadline, functionality, risk, cost and quality to achieve project delivery within set parameters. Assess resource availability and project constraints and plan accordingly to optimise the fit between work requirements and the skill of resources to achieve deliverables.
• •Is aware of the interdependencies that exist between various areas and co-ordinates stakeholder activities to ensure a successful implementation.
• •Allocate appropriate time to complete work and