HR Manager

Jurumani Solutions is an IT professional services (consulting & outsourcing) services and solutions provider. Jurumani Solutions focuses mainly on delivering digital solutions to telecoms service providers and ISPs, designed to engage better with customers and grow revenue by providing consulting and outsourcing services.

To date, the company’s growth has been largely enabled through organic account expansion within existing customers. The management team recognises the importance of establishing and growing brand presence to grow the diversity of the company’s client base in telecoms.

Without a passionate HR Manager, delivering these services to our clients would be impossible. The HR Manager oversees all aspects of human resources practices and processes. Performance Management and Employee Relations is top of the list whilst fostering relationships with internal stakeholders and key management (both internally and externally). The HR Manager prioritizes continuous employee engagement initiatives and promotes a learning culture amongst employees.

The Team: A dynamic HR team exists which includes a Payroll Specialist, two HR Officers and a Client Services Associate.

Role responsibilities and key focus areas:

Employee Lifecycle:

Induction:

• Manage the Induction Programme.
• Delegate tasks associated with Induction.
• Oversee Induction Programme content.
• Present Induction content as necessary.
• Manage stakeholder relations with regards to presenters and Subject Matter Experts.
• Ensure optimal new starter experience.

Performance Management (PM):

• Manage the PM function throughout the Performance Cycle.
• Ensure employee/user data on the system is kept current (leavers deactivated, new starts loaded, new managers (internal/external) loaded, etc...)
• Ensure all relevant users have the correct scorecard and system access.
• Send out notices and reminders on the system. Enable the system for ratings at appraisal times.
• Roll out various components of the system at appropriate intervals until full system capability is
• utilized.
• Drive staff recognition via the system.
• Administer system training as and when necessary.
• Drive the calibration process via the system.
• Use outcomes from the system as input into the Annual Salary Review Process.
• Derive business intelligence from the system so as to feed into strategic objectives such as Staff Development and Career Progression.
• Succession Planning.
• Retention Strategies.
• Manage relationship with service provider, and ensure SLA compliance and HR expenditure in line with contractual obligations.
• Purchase vouchers for quarterly team awards for specific BU’s, and attend these sessions as representation for Jurumani Solutions.

Annual Salary Review (ASR) Process:

• Drive the ASR process in conjunction with the CEO/MD and Client Account Director.
• Provide input from calibration sessions to ensure sound decision-making.
• Highlight alignment and retention concerns where necessary.
• Document, communicate and record all approved outcomes.

Employee Relations (ER):

• Work closely with Client Account team to identify any staff ER-related matters.
• Act in line with policy and legislation to address all ER-related matters appropriately and with the necessary sense of urgency. 
• Use tact, professional etiquette, and sound reasoning to deal with matters in the best way possible, always guarding the Company from risk, protecting the reputation of Jurumani Solutions and the Client, and acting in the best interest of all parties concerned.
• Fulfil the relevant role in disciplinary proceedings and/or the CCMA or other legal platforms.
• Manage relationships with legal service providers accordingly.

Staff Movements (Promotions, Adjustments, Transfers, Exits):

• Ensure all movements and/or changes to contractual terms are approved, documented and recorded.
• Provide input into staff movement decisions as and when necessary.
• Review all documentation drafted by the HR Officer in this regard and approve where relevant.
• Oversee the exit process – ensure resignations are communicated timeously to payroll, recruitment, L&D and the HR Officers, ensure exit interviews are conducted, ensure assets are returned, and ensure the leaver is communicated with regarding all pertinent exit information.
• Special arrangements – ensure any and all work arrangements that differ to the norm (e.g: change in working hours, flexible work arrangements, relocation agreements, leave agreements (maternity, unpaid, sabbatical, etc...), increase in annual leave entitlement, etc... are approved, well-documented and recorded.

Fixed-Term contracts (FTC):

• Oversee the FTC process which is managed by the HR Officers.

Staff Wellness:

• Ensure all appropriate cases are referred to our service provider accordingly.
• Open-door policy – all staff should know that the HR Managers door is ALWAYS open any day of the week.

Other HR matters:

Payroll:

• Provide guidance and input to the Payroll Specialist as and when necessary.

Learning & Development:

• Provide guidance and input in Skills Development.

Policies:

• Ensure all existing policies are kept updated and communicated when necessary.
• Develop and implement new policies as and when necessary, and in line with legislation and
• Company practice – communicate same as and when necessary.

Governance and Compliance:

• Ensure mechanisms are in place for non-compliance to process and/or policy.
• Ensure legislative compliance in terms of WSP/ATR reporting.
• EEA2, EEA4, EEA12, EEA13 reporting.
• BBBEE certification.
• Processing any S197 and/or S189 procedures should the operational/business need arise.

Relating and Networking:

• A large portion of the role is managing relationships with staff, internal management a client/external managers.
• Provide sound guidance in compliance with policy and/or legislation as necessary.
• Provide ad-hoc assistance for any and all HR-related matters as and when necessary.
• Co-ordinate efforts of all support teams (Finance, Recruitment, Client Accounts, IT, etc...) as and when necessary.

Strategic Contribution:

• Formulate and drive HR Strategy in line with Business objectives.
• Strive for continuous improvement in HR capability and offering.
• Suspend the detail and offer thought leadership as needed (Big picture thinking).
• Add value to the business and to the client/s.

Ad-hoc:

• Oversee all HR related operational matters not specified herein.
• Take full responsibility for any and all HR matters.

Skills and Experience:

• A minimum of 6 - 8 years’ experience in an HR Manager role.
• Degree in Human Resources or related field.
• In-depth knowledge of labour law and HR best practices.

• Situational sensitivity
• Tact
• Professional etiquette
• Genuine care and concern
• Creativity, drive and ambition
• Logical Reasoning
• Critical Analysis
• Communication skills
• Numerical skills
• Planning and organisational skills
• High energy (Interactive)
• Strong EQ
• Interpersonal skills
• Positive attitude
• Open and engaging
• Sense of humor
• Self-motivated (Independent)
• Team player
• Curious
• Love for people / customer-focused
• Flexible
• Trust & Accountability
• Focus & clarity

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