HR Consultant

We provide meaningful careers that connect people with purpose.

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 utilise time effectively by avoiding irrelevant issues/distractions and stay focused on the tasks at hand; recommend adjustments to the project schedule to optimise the achievement of project objectives.

Finance and Accounting Knowledge

• 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.

Knowledge of Remuneration and Reward Practices

• Effectively apply knowledge of organisational pay structures, pay scales and salary ranges for managerial and non-managerial levels (excluding senior management / executives) to oversee the preparation and final validation of HR Payroll information for the Business Unit and/or Area of operation.
• Understand comparations to effectively manage and appropriately reward individuals across the pay range.
• Understand the difference between financial remuneration packages, direct benefits, financial and non-financial incentives and implement these in line with specified remuneration and reward policies and practices.
• Actively encourage and motivate line to drive employee recognition programmes or initiatives through demonstrating the link with staff engagement and commitment.

TRANSFORMATION OF OUR SOCIETY

Employee Well Being

• Provide a counselling service to staff on all HR related matters including loan policy, funeral benefits, salary advances, leave encashments, medical aid, pension/provident, study assistance, housing loans and maternity contracts and benefits.
• Provide a counselling service to all staff on work related matters and social problems. Forward referrals to a professional body such as ICAS where appropriate
• Provide a non-threatening and supportive environment for voluntary disclosure of HIV positive employees and continuing education of HIV/Aids.

Knowledge of Learning and Development

• Foster a learning environment that encourages openness, information sharing, inquiry, and trust. Provide opportunities for continuous adult learning in the Business Unit and/or Area.
• Display an understanding of different learning and development styles and contexts by implementing a blended learning model in the Business Unit that addresses both individual/ group and job level development requirements through appropriate learning delivery channels.
• Actively encourage and seek ways to implement on-the-job coaching/ partnering and mentoring initiatives within the Business Unit and/or Area to support the attainment of both job and learning outcomes with minimal impact to staffing schedules.
• Facilitate the end-to-end training plan for the Business Unit: Business Needs Analysis, Training Needs Analysis, Workplace Skills Plan, and monitor and influence the successful attainment of goals via the Annual Training Plan.
• Take responsibility for personal learning to help develop positive and pro-active career and life attitudes, as well as to develop managerial style and a sense of identity.
• Train new staff on the induction programme and constantly search for ways to improve the training.
• Monitor staff attendance in line with the Netcare CSA and address any variances.
• Assist with the facilitation of other training courses in line with the training needs or staff and management.
• Assist in the drafting of the annual WSP.

Recruitment and Selection

• Support the development and retention of talent by ensuring that identified talent is effectively utilised and developed through managed work/action learning assignments and coached performance.

• Advertise vacancies for C3 and below as required
• Maintain effective working relationships with local learning institutions and recruitment agencies to expand pool of candidates.
• Leverage referral hiring – ask current employees to suggest candidates who are qualified and might fit requirements
• Prepare interview packs for line managers and ensure that these are always available
• Type up letters of offer for successful candidates
• Forward regret letters to all unsuccessful candidates
• Keep a record of all adverts and regret letters

Transformation

• Influence the implementation of all transformation strategies including Employment Equity (including BEE), Skills Development and People’s Development, HIV/AIDS, Social Development, and Corporate Social Investment, through establishing and maintaining Workplace Transformation Committees.

Performance development

• Champion a performance culture by ensuring that there is ongoing performance related communication between management and staff throughout the year as per the performance calendar.
• Track performance trends to identify strengths and weaknesses and actively address poor performance by taking corrective action to address skills gaps.  Follow poor performance management procedures.
• Understand how to apply the performance management cycle as a tool to focus and drive performance behaviour by;
• clarifying expectations;
• by setting Specific, Measurable, Attainable, Realistic and Timely objectives standards, performance dimensions and competencies;
• by providing feedback;
• by measuring outcomes;
• by evaluating results through the appraisal cycle;
• by responding to clear indicators of performance behaviour and contribution.

Talent Management

• Take active steps to identify and prioritise critical capabilities and talent requirements and support line management in recruiting for talent with a longer-term vision.

Learning and Development

• Ensure reporting and analysis of the Transformation process
• Apply basic practical training/ adult learning techniques (instructional methods, demonstration, and presentation) to impart technical HR and Organisational induction information in a group-learning context.  Understand the fundamental difference between training and learning and apply this knowledge in less complex learning situations.
• Co-ordinate enhancements/ updates to HR learning materials and In-service training programmes as needed.
• Collate and monitor training schedules (as required) in line clear L&D policy requirements.
• Learn from others regardless of their position and educates self through study and analysis.
• Travel within and across regions to support the functions of the role will be required
• Move others to action by translating the vision and values into day-to-day activities and guide others to take the appropriate action steps to support vision and values.

Risk management and industrial relations

• Understand the interdependencies and barriers between processes, and be mindful of the impact of various workflows, processes, and systems pathways on each other.
• Proactively advise and educate managers and employees on how to address IR issues such as employee performance, employee conduct and inappropriate interpersonal actions to pre-empt and prevent escalations and formal actions.
• Manage, mediate, and resolve conflicts, grievances, confrontations, or disagreements in a constructive manner to minimise negative personal impact.
• Ensure audit compliance in respect of the Human Resources function at Business Unit level.
• Facilitate local shop steward meetings/discussions.

Leadership and Values

• Live and model the organisational vision and values by acting, making decisions and shaping or redirecting team priorities and behaviours to reflect the vision and values.
• Challenge behaviour within the organisation that violates the vision and values.
• Recognise and reward people whose actions support the organisation’s vision and values.

Personal and professional development

• Assume responsibility for own personal and professional development.
• Keep up to date with Netcare’s evolving policies and procedures.

SKILLS PROFILE

EDUCATION

Essential

• A three-year Degree or a Diploma in Human Resources Management.

WORK EXPERIENCE

Essential

• Minimum of 3 years full HR Generalist related work experience is required.
• Extensive practise and understanding of HR principles and practises.
• Good knowledge of Talent Management, Performance Management, Reward and Recognition and Transformation
• Good knowledge of Remuneration, Talent Management, Transformation, Recruitment and Selection, Learning and Development, Organisational Design and Reengineering, IR and Performance Management
• Change and diversity management experience
• Understand financial principles to interpret key financial information and trends
• Computer literacy is essential

KNOWLEDGE

Essential

• Good working knowledge of the Basic Conditions of Employment Act

PHYSICAL REQUIREMENTS

• In the event of any physical or psychological limitation that may impair the employee’s ability to perform the required job function, the employee must consult the employer for reasonable accommodation.

SKILLS

Coaching Others

• The capacity to recognise development areas in others and support them to facilitate personal development through coaching.

Leading and Managing Change

• The capacity to implement and support change initiatives and to provide leadership in times of uncertainty.

Performance Development

• The ability to evaluate and develop different levels of capacity within a team to achieve set objectives.

Taking Action

• Capable of recognising the need for action, considering possible risks and taking responsibility for results.

Decision Making

• Capable of making decisions timeously and taking responsibility for the consequences.

Managing Self

• Capacity to plan, organise and control own work environment by setting appropriate priorities and achieving set objectives within a given time frame.

Customer Focus and Service Delivery

• The capacity to identify and respond to the needs of internal and external customers.

Adapting and Responding to Change

• Capable of supporting and advocating change initiatives and managing own reaction to change.

Continuous Improvement

• The capacity to improve systems and processes to facilitate continuous improvement.

Technical Knowledge

• The capacity to perform a technical function to required standards.

WORKING CONDITIONS

• Professional flexibility in working hours while supporting daily business operations.
• Will interact with internal and external customers through several different means.
• Travel to support the functions of the role may be required.

NETCARE VALUES AND BEHAVIOURS

Netcare Values
At Netcare, our core value is care. We care about the dignity of our patients and all members of the Netcare family. We care about the participation of our people and our partners in everything we do. We care about truth in all our actions. We are passionate about quality care and professional excellence.

• At Netcare, our core value is care.
• We care about the dignity of our patients and all members of the Netcare family.
• We care about the participation of our people and our healthcare partners in everything that we do.
• We care about the truth in all our actions.
• We listen with empathy and respond with acts of compassion in all interactions with our patients and their families.

The Netcare Way

Netcare is committed to providing quality care. Our basic service standard holds us accountable for the below seven behaviours which you will be accountable to uphold:

• Respect - I always greet everyone to show my respect.
• Identity - I always wear my name badge to show my identity.
• Dignity - I always treat others with consideration and humility to uphold dignity
• Care - I always act in the best interest of Netcare and others to show I care
• Compassion - I always listen with empathy and respond with kind action to show my compassion
• Appreciation - I always say thank you to show my appreciation.
• Diversity- I always embrace diversity to strengthen inclusivity and belonging.

Join the team committed to providing the best and safest health and care.