Human Resources Superintendent

Glencore is one of the world’s largest global diversified natural resource companies. Our global network comprises more than 90 offices located in over 50 countries, with over 150 mining and metallurgical sites, offshore oil production assets, farms and agricultural facilities. Our strategy is to maintain and build upon our position as a leading integrated producer and marketer of commodities worldwide. We employ over 150,000 employees and contractors, who collectively work to deliver our strategy and support our values of safety, integrity, responsibility, openness, simplicity and entrepreneurialism. Its these people that we value above all else. They are our greatest asset.

Join us and let’s grow together.

We are currently accepting applications for the following position located in Witbank, Mpumalanga.

HR Superintendent

The successful candidate will be responsible for ensuring the constant flow of suitable qualified and experienced talent to meet the human resources requirements within Group Services. The incumbent ensures that a positive culture is built and maintained, that the transformation agenda for Group Services is driven, that Supervisors and Line Managers are provided support in managing people issues, that employee collective and individual issues are dealt with at the lowest possible level and that the Company’s Human Resources Policies and Procedures as well as legislative requirements are adhered to.

Key Responsibilities

• Coordinating inputs into the Labour Budget.
• Providing input into the Employment Equity Plan and ensuring that the HR elements of these are implemented.
• Initiating requisitions to recruit and coordinating and overseeing the selection processes for vacancies in areas of responsibility in conjunction with the Group Transactional Services team as well as Hiring Managers within Group Services and own HR Team as relevant
• Overseeing that all time and attendance are captured timeously for payroll.
• Providing secretarial services for consultative forums
• Ensuring and overseeing the implementation of HR Policies and Procedures, including assisting Supervisors and Line Managers in ensuring that discipline is maintained.
• Supporting the HR Manager in Dispute Resolution processes including strikes and lock-outs and representing Group Services in conciliation matters at the CCMA.
• Driving Employee Wellness Programs in the with the Company’s integrated Wellness Strategy.
• Identifying risks in areas of responsibility and in consultation with the HR Manager and/or Line Managers and putting in place plans to mitigate the risks.
• Keeping abreast of developments and trends in the industry, legislation and general HR practice and engaging HR Manager as relevant to ensure that own processes keep up to speed with relevant developments and trends.
• Reviewing on an ongoing basis own and team performance and also seeking feedback from stakeholders, providing feedback to the team and ensuring that processes are adjusted to close any identified gaps.

Minimum Qualification:

• Relevant Degree in Human Resources or any other relevant NQF level 7 tertiary qualification.
• An Honours Degree and a Business qualification will be an added advantage.

Minimum Experience:

• Minimum of 5 years’ experience in Human Resources, 2 of which must be at an HR Officer level.
• Understanding of legislative requirements as they relate to the Mining Industry.
• Working knowledge of the SAP Human Capital module, X-Time, and MS Office packages.

Behavioural Competencies:

• Managerial Competence – taking the lead, setting objectives, sequencing process/initiatives/projects and organising resources to manage risk and achieve objectives.
• Valuing individuals – treating diverse groups of people with respect and effectively employing this diversity to the advantage of the organisation.
• Teamness – inspiring and fostering commitment, pride and trust amongst team members, seeking and valuing contributions and valuing collaboration.
• Rule Orientation – adhering to rules and regulations. Following instructions and limiting risk to business of non-compliance.
• Communicating information – creating shared meaning by clearly communicating the relevant information to a decision or task.