- IR Skills
- Interview Skills
Recruitment and Selection
Follow the recruitment process as outlined up to middle management occupational level. Obtain recruitment requisition signed off by management in order to proceed with recruitment process. Draft internal and external advertisements for vacancies. Place adverts after sign off from central recruitment. Shortlist candidates and coordinate/facilitate interviews. Ensure competency based interview questions are posed as part of targeted selection process. Ensure all pre-employment checks are completed the final shortlisted candidate. Ensure all unsuccessful candidates are given feedback regarding the outcome of the interview. Create a platform that ensures all team members and senior team members clearly understand the new take on process. Ensure that all recruitment information such as all application forms, certified ID, matric certificates, references and background checks are completed prior to appointments. To ensure that new team member personal file are created and that all new employee details are accurately submitted to Payroll before cut-off date of each month.
On Boarding
Oversee onboarding process. Ensures induction is arranged timeously and new team members are properly inducted.
Performance Management
The HR function will entail a well aligned process to assist the business teams to facilitate the roll- out of job descriptions and provide the necessary value add for an effective and efficient performance management exercise. Ensure job description outlines the duties and responsibilities for the team member in the position and lays the foundation against which the team member will be evaluated. To ensure every team member signs a performance agreement which are aligned to strategic priorities. The human resources consultant is to advice all parties of the principles and objectives of an evaluation process by providing training for managers who will be responsible for the actual evaluations/ appraisals. Ensure all relevant parties are equipped with the tools to manage performance, with focus on coaching and managing poor performance. Encourage ongoing one-on-one performance discussions. To proactively identify and eliminate performance management obstacles that would hinder the process. The human resources consultant will be responsible for managing the performance process and will play a critical role in ensuring that evaluations are done effectively, timeously and that the knowledge gained is used to aid team members in development.
Talent Management / Succession Planning
To identify potential and to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. Ensure a holistic career discussion with the identified talented team members through a talent forum process. Ensure retention strategies are implemented to retain skilled labour. Training initiatives must be used to create individual development plans fast track and close skills gaps. Ensure the work climate allows for attraction and retention of top talent and drives a culture of employee engagement.
Employment Equity
Ensure Employment Equity meetings are set up and the necessary committee members are made aware of dates. Employment Equity is considered when recruitment, transfers or promotions are being conducted.
Industrial Relations
Implement IR in line with group practice and report to central. Ensure Hearings are set up timeously and all relevant parties are made aware. Ensures that the dismissal process is followed consistently. Keep up to date with CCMA cases, schedule and ensure managers are prepared. Ensure warnings for the region is sent to Group IR timeously.
Injury on Duty
Responsible for the IOD process. Log IOD on to the system. Claim number to be sent to Manager to forward to team member for the medical reports. Follow up on status of claim until confirmation of all is in order is received.
Terminations
Ensure relevant parties are timeously informed of terminations. Conduct exit interviews with team members who resigns. Identify trends and address with management.
Reporting
Ensure Monthly catch-up reports are prepared, scheduled and presented.
Ensure Consolidated report are updated regularly.
Communication
Ensure all human resources policies and procedures are efficiently and effectively communicated within the portfolio. Create awareness of strategic key human resource campaigns that will lead to updating all team members. Ensure that the correct line of communication is followed at all times and that timeous feedback is provided to all relevant parties when requested.
Values & Ethics
Roll out the Value & Ethics workshop in the regions. Actively promote the Hollywood values. Live the values and lead as an example to the team.
Qualifications
- Matric (Preferred)
- Valid drivers license
- Diploma/Degree qualification/ studying towards (Preferred)
- Knowledge of Labour Legislation (EE Act, BCEA, Labour Relations) (Preferred)
- 2-3 Years in an HRC role or equivalent experience
We Don't Just Recruit Talent... We Cultivate It
BET Software is one of the most diverse betting software providers in Sub-Saharan Africa, with a rapidly growing international footprint. Our multiskilled Team is responsible for providing advanced software solutions, while supporting incredibly high transactional volumes in a fast-paced industry, making BET Software a lively and engaging place to be.
Our progressive use of technology enables our talented Team to work with the tech stack of their choice and we encourage an environment and culture that supports collaboration, learning, and growth. We believe that our strength lies in our diversity and that Teamwork makes the dream work, a place where you can flourish amongst like-minded individuals.
We are a dynamic group of people that stem from a variety of cultures, backgrounds, and locations. While our head office is based in Umhlanga, South Africa we recruit talent throughout South Africa and Internationally.
