HR Business Partner – Logistics Industry – East Rand

The HR Business Partner operates as an HR Generalist, providing end-to-end Human Resources support to Management within allocated departments. The role covers the full employee lifecycle, including recruitment, appointments, promotions, transfers, payroll-related changes, and exit processes, ensuring consistency, compliance, and effective HR administration.

The position supports Management through ongoing HR engagement regarding workforce structuring, skills alignment, role profiling, succession planning, and internal mobility, while ensuring alignment between operational requirements, company policies, and labour legislation.

Please note that this role does not include IR issues as these are covered by the IR department. However, there will be inter-department activity/communication

Minimum requirements:

•Must reside in the East Rand area

•BCom Honours in Human Resource Management/ Industrial Psychology or similar  

•Up to 3 Years (max) experience within the Human Resources Environment in an organisation that has a large staff complement

•Experience with BCEA, LRA, EEA, NBCRFLI Main Collective Agreement

•MS Office | HR & Recruitment software / portals – eg. Careers Portal, Sage VIP etc

•Knowledge of employment laws and recruitment practices

·        Communicate well in English - both verbal and written

Role purpose:

Departmental Accountability as HR Business Partner

Serve as the primary HR point of contact for assigned departments.

Work directly with line management to ensure even workforce structure across the group, assess talent needs through skills and role alignment, support succession planning by analysing internal changes, and act as assistance in addressing employee matters related to employment terms and conditions, taking practical ownership of HR assigned departments and their actions, ensuring all employee-related decisions are implemented in line with company policy and labour legislation.

Together with the fellow HR Business Partner ensure to compile accurate reports and statistics by combining feedback for each aspect of their accountable departments i.e. exits, vacancies, packs in progress, memo letters in progress etc.

Employment Committee:

·        Drive structured recruitment discussions by scheduling weekly employment committee meetings and engaging with relevant management stakeholders.

·        Ensure all necessary recruitment documents (requisitions, job profiles, organograms) are compiled, approved and presented efficiently. (Salaried positions only).

·        Document accurate meeting outcomes/minutes weekly and secure CEO and Executive Operations Director approvals for vacancies presented.

Recruitment Strategy and Reporting:

·        Maintain real-time updates on recruitment activities through a comprehensive Recruitment Summary Report and weekly meetings conducted with relevant management on active vacancies.

·        Track and analyse the effectiveness of hiring sources (internal hires, external recruitment, agencies, etc.).

·        Identify and escalate vacancies older than 3 months, working with managers to refine hiring strategies

·        Provide the HR Manager with weekly updates on filled and ongoing vacancies.

Recruitment Process Optimization:

·        Ensure that only approved agencies are used for internal and/or external recruitment were permitted by the CEO.

·        Partner with recruitment agencies, ensuring compliance with approved vendors and service terms.

·        Ensure that the approved agency list is always kept up to date and that agencies are only used as a last resource for recruitment.

·        Stay updated and continuously explore industry trends, best practices and emerging technologies in recruitment, career development as well as talent management.

·        Manage the recruitment portals such as the company’s Careers Portal and Indeed by posting new vacancies and removing adverts that are no longer applicable.

·        Actively source and screen candidates through various recruitment channels, including LinkedIn

·        and Indeed.

·        Schedule and co-ordinate interviews, assessments, and vetting procedures including Criminal Checks to ensure thorough candidate evaluation.

·        Liaise with new candidates and/or recruitment agencies on the recruitment documentation required.

·        Conduct initial screening and reference checks to validate candidate suitability.

·        Co-ordinate assessment processes, including literacy and numeracy evaluations (Odyssey and Consulting Psychologist), providing hiring managers with actionable insights where applicable.

·        Assist in conducting Criminal Checks or arrange Criminal Checks with MIE Zones where needed.

·        Co-ordinate the Consulting Psychologist’s schedule on Tuesdays and Thursdays and join in on interviews/assessment sessions conducted by the Consulting Psychologist.

·        Ensure daily feedback and updates are communicated to management with candidates in progress on the status of the applicant.

·        Compile a monthly feedback report on all assessments conducted by the Consulting Psychologist.

Recruitment Pack, Offer Co-ordination & Onboarding:

·        Compile a complete and compliant Recruitment Pack for each successful appointment within allocated departments, ensuring that all documentation, approvals, assessments, vetting results, and pre-employment checks are accurate, complete, and policy aligned.

·        Ensure recruitment documentation is reviewed and in order prior to submission to the Senior HR Officer for drafting of employment contracts and related documentation.

·        Issue the formal offer of employment upon receipt of CEO approval, manage offer-related communication, and follow up to secure written acceptance within agreed timelines.

·        Prepare, issue, and present the Welcome Pack to the candidate prior to commencement of employment.

·        Confirm commencement dates and verify the return and completeness of all onboarding documentation.

·        Identify and communicate any outstanding documentation to the Human Capital Processor for follow-up.

·        Submit completed recruitment and onboarding documentation to the HR Manager for final review and sign-off.

·        Upon approval, hand over the full Recruitment Pack to the Group Payroll Manager for payroll system loading, processing, and secure filing in line with payroll cut-off dates and audit requirements.

·        Maintain accurate records of all handovers to ensure governance, compliance, and audit readiness.

Internal referral (Recruitment Assist)

·        Process internal referrals strictly according to the Recruit Assist Policy VAL3-HR-013.

·        Compile supporting documents and relevant VIP screens to provide to the HR Manager for review in order to obtain approval from the Divisional Director: HR.

·        Ensure Internal referral forms are handed over to Group Payroll Manager for processing.

·        Compile month end report together with the other HR Business Partner on all internal referrals and provide input to the Snr HR Officer by the 25th of every month.

Transfer and Promotion Letters:

·        Facilitate internal movements by ensuring all approvals, advertising, and assessment requirements are met.

·        Process transfer and promotion letters while securing necessary signoffs from the HRD and the CEO where required.

·        Where applicable ensure that literacy and numeracy assessments are conducted.

·        Ensuring all sales roles / critical skills roles / managerial roles (internal appointments and promotions) have been interviewed and assessed by the Consulting Psychologist.

·        Ensure vetting of letters to be processed i.e. NBC / EBU / Non EBU/ No more overtime etc.

·        Guide management on weekly to monthly transfers in terms of Odyssey Assessment and salary benchmark to be followed.

·        Process weekly to monthly appointments according to the company policy.

·        Distribute letters once signed by the HRD and approved by CEO if needed.

·        Provide feedback to the HR Officer Benefits to update the organograms.

·        Ensure that all drafted letter packs are handed to payroll once signed accompanied by a payroll hand over sheet.

·        Ensure to communicate distributed letters and documents with the Human Capital Process in order to follow up and ensure signed documents are returned for filling.

Promotion Readiness and Succession Planning:

·        Work closely with managers and department heads to assess employees' readiness for promotion from information provided during the skills alignment process

·        Provide insights and recommendations on employees' readiness based on performance evaluations, skill assessments such as the Odyssey Assessment, and career development plans identified during the performance appraisal process.

·        Collaborate with senior management to identify critical positions and develop strategies for filling those positions with internal candidates.

·        Maintain talent profiles and succession plans for key positions, ensuring a pipeline of qualified candidates for future leadership roles by meeting with Management and reviewing the current organogram and structure.

Salary Benchmarking:

·        Conduct salary benchmarks for job titles upon request from management and HRD with the guidance of the Human Resources Manager.

·        Communicate and explain benchmarking to management.

·        Support fair, consistent, and market-aligned remuneration decisions.

General Letters:

·        Ensure correct template usage by utilising only the templates available on the HR Shared Folder.

·        Distribute letters and ensure proper communication to Human Capital Processor on the follow up on signed letters.

·        All correspondence to be sent to the Group Payroll Manager on a payroll hand over sheet for signature.

Exit Process & Retention Analysis:

·        Facilitate the exit process for allocated departments.

·        Co-ordinate exit interviews with the Consulting Psychologist particularly for management, critical, and sales roles, ensuring valuable feedback collection and participate in such interviews.

·        Conduct exit interviews either electronically or face to face.

·        Provide actionable exit feedback to divisional heads and escalate significant concerns promptly to the Divisional Director: HR.

·        Co-ordinate and distribute the Exit Interview report sheet together with the fellow HR Business partner to the Divisional Director: HR on a monthly basis.

·        Maintain a centralised exit interview database on the VIP system and analyse trends to support retention strategies.

·        Ensure a payroll handover is completed, handed over to the Group Payroll Manager and received back to be filed for record keeping.

·        Compile a monthly feedback report on all exit interviews conducted by the Consulting Psychologist.

Graduate Development Programme: (In the absence of the HR Manager)

·        Facilitate and co-ordinate the Graduate development programme.

·        Recruit and co-ordinate interviews for new Graduates each year.

·        Schedule and attend monthly check in sessions and training with the Consulting Psychologist and Graduates.

·        Provide feedback to senior management and HRD on the monthly progress and feedback obtained for all Graduates.

·        Map out the training plan for all Graduates and ensure that it is communicated to the Training Department.

·        Conduct monthly check in sessions with the Graduates and Mentors on progress.

·        Learner Absorption:

·        Take full ownership of the post-learnership placement process by identifying suitable vacancies and facilitating the employment of unemployed learners within the allocated departments upon successful completion of their learnerships on an annual basis.

·        Engage proactively in the December prior to learnership conclusion with line managers to assess learner performance and potential to be absorbed into available vacancies.

·        Furthermore, engage with line management on operational needs, confirm role requirements, and ensure appropriate role fit for qualifying learners.

·        Co-ordinate the end-to-end recruitment process for learner placements in line with standard recruitment practices, including mapping learners ready for absorption against available vacancies, arranging interviews with line management and ensuring feedback is received after interviews took place.

·        Compile, verify, and manage all required documentation for successful candidates, including learnership and interview records, the full recruitment pack, and inputs for offer drafting.

·        Prepare and submit accurate employment offer information to ensure timely drafting and issuing of employment contracts in line with company policy and labour legislation.

·        Maintain records and reporting on learner placements to support compliance, skills development objectives, and workforce planning initiatives.

·        Ensure proper communication with the Group Training Manager and Training Department on learner placements.

Career Fairs and Talent Engagement:

·        Strengthen the employer brand by co-ordinating career fair participation with universities and industry partners.

·        Work closely with the marketing team to enhance the Group’s presence at recruitment events.

·        Represent the HR Department at career fairs, building valuable talent pipelines.

Skills Alignment:

·        Ensure per division / branch/ department for all salaried employees:

·        Uniformity of job titles. Highlight discrepancy in job titles and correct where needed.

·        Update job description per job title / function, ensure not only duties but skills and knowledge levels are aligned for the role.

·        Ensure that each incumbent per job tittle has signed their job description and that the signed job description is on file.

·        Alongside management create KPI’s per job title that is unique to the role throughout the company for example a debriefer in Express in JHB has the same JD as the Express Debriefer in Cape Town, KZN etc.

·        Maintain a library per division/ branch / department whereby the JD and KPI per job title is housed.

·        Create a template as per the official performance appraisal template and populate KPI’s as agreed

·        per job title.

·        Ensure each job title per division / branch/ department has approved KPI’s and that all staff in that particular role is appraised against standard and uniform KPI’s.

·        Create a knowledge and skills section per job title to ensure that the requirements for the particular role is specified.

·        Map each staff member against the knowledge and skills for the role and identify training gaps.

·        Discuss the training gaps with management and obtain sign off.

·        Create a skills matrix per role for the division / department / branch highlighting all training needs.

·        Hand the skills matrix to the Group Training and Development Manager to action / include in the WSP.

General:

·        Ensure all HR practices comply with BCEA, LRA, EEA, NBCRFLI Main Collective Agreement and company policies and procedures.

·        Maintain accurate HR records and documentation | General Administration Assistance as and where required.

·        Assist the HR Manager and HRD with any other reasonable task as may be assigned from time to time.

·        Assist with project work as and where required.

·        Assisting with special projects or any other reasonable tasks as directed by your superior.

·        Continuously seek opportunities for professional development to enhance your own skills and knowledge as an HR Generalist.

Salary offer: R35K TCTC