More ek is opsoek na Senior HR Payroll Administrator - Alberton Payroll experience for at least 5 years. Pastel Payroll an advantage Below – Job Description and duties. . Salary: TCC R15k per month. KRA: 6. Manage Human Resources Function Output Input 1. Implement and maintain a strategic human resources function. 2. Design and implement sound remuneration practices. 3. Ensure effective training and development of The company staff. 4. Ensure fair and defensible recruitment and selection practices are adhered to. 5. Comprehensive human resources policies and procedures, complying with legislation are readily available. 1.1 Implement strategic human resources function based on the guidelines contained in the Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices. 1.2 Manage company human resources to ensure no exposure to The company and to entrench The company as an employer of choice. 1.3 Ensure The company complies with legislation to provide a safe working environment for all employees. 2.1 Ensure remuneration practices comply with legislation and there is no risk to the company. 2.2 Ensure that remuneration practices are aligned to letters of appointment and payroll and benefits parameters. 3.1 Ensure staff training needs identified by managers are actioned. 3.2 Ensure training database of all training conducted and skills of staff. 3.3. Ensure managers develop The company staff to their full potential. 3.4 Ensure training record in each employee’s personnel file. 4.1 Implement recruitment and selection practices that comply with legislation and ensure non-discriminatory practices. 4.2 Source and implement an effective, compliant recruitment policy and procedure and include in the company handbook. 5.1 Compile, issue and maintain human resources policies and procedures that conform to legislation and are non-discriminatory. 5.2 Include policies and procedures in the company handbook. 5.3 Ensure all employees are aware of and understand the company handbook contents, policies and procedures. KRA: 6. Manage Human Resources Function (Continued) Output Input 6. Performance management is in place and non-performance issues are addressed timeously. 7. Ensure fair labour practices at The company to minimise risk to company. 6.1 Ensure each staff member has a job description, performance contract and a signed contract of employment on file. 6.2 Ensure performance is managed according to performance management policy and procedure. 7.1 Ensure fair labour practices prevail, aligned to labour relations and grievance policy and procedure. 7.2 Utilise outsourced specialist labour consultant to chair disciplinary enquiries. KRA: 7. Management of Staff Output Output 1. Ensure staff understand and read the company handbook. 2. All Finance, Administration & Human Resources staff members have a signed contract of employment and on file. 3. All Finance, Administration & Human Resources staff members have a comprehensive job description on file. 4. Performance management is in place and non-performance issues are addressed timeously. 1.1 Ensure current and new staff read and understand company handbook and sign acknowledgement of same. 1.2 Manage productivity and conduct of staff according to laid down policies and procedures and ensure staff comply with laid down policies and procedures. 2.1 Ensure all new and current Finance, Administration & Human Resources staff members have a signed contract of employment on file. 3.1 Ensure a valid and comprehensive job description is on file for each Finance, Administration & Human Resources staff member and they have a copy of the job description. 3.2 Ensure all staff understand their job functions and clarify any uncertainty. 3.3 Obtain agreement from staff to perform the duties outlined in the job description. 3.4 Assess capability of staff to perform the required tasks. 4.1 Manage the performance of the Finance, Administration & Human Resources staff. 4.2 Ensure a valid and comprehensive performance contract is in place for each Finance, Administration & Human Resources staff member and they have a copy of the mutually agreed to performance contract. 4.3 Meet with staff to set performance standards and ensure all staff understand their required performance outputs for the review period ahead and clarify any uncertainty. 4.4 Obtain agreement from staff to achieve the required standards of outputs for the review period ahead. 4.5 Ensure objective performance reviews are conducted by the due date for each period and in accordance to the performance management policy and procedure. 4.6 Measure performance to determine the gap between actual performance and desired performance. 4.7 Draw up an action plan to correct poor performance in consultation with the employee. 4.8 Monitor the implementation of the action plan. 4.9 Ensure any non-performance issues are addressed immediately and in accordance with a fair procedure as outlined in the performance management policy and procedure. 4.10 Identify reason for non-performance and implement corrective measures required, i.e. compile a performance improvement plan, train if non performance due to lack of training, etc. 4.11 Formally review performance and performance improvement plan. 4.12 Reward good performance. 4.13 Manage the department’s productivity to achieve desired results. KRA: 7. Management of Staff (Continued) Output Output 5. Ensure fair labour practices at The company to minimise risk to company and make The company an employer of choice. 6. Ensure staff are trained and developed to their full potential. 7. Ensure all staff members are properly inducted into the company to ensure retention of skills. 8. Manage the recruitment and selection of new staff to obtain the right person for the job. 5.1 Ensure fair labour practices at The company to minimise risk to company and to provide a safe working environment for all employees. 5.2 Follow the The company industrial relations and grievance policy and procedures at all times. 5.3 Any deviation from policy or procedure must have prior approval of the Managing Members. 5.4 Minimise litigation at CCMA and/or labour court by adhering to industrial relations and grievance policy and procedure at all times. 5.5 Address any labour disputes, misconduct, unauthorised absence, theft, abuse of company property, etc. immediately. 5.6 Ensure a final written warning is only issued after a disciplinary enquiry has been convened. 6.1 Identify training needs and compile a personal development plan for each employee. 6.2 Train and develop according to personal development plan. 7.1 New staff to go through orientation process, which includes induction into company. 8.1 Ensure effective methodology utilised to recruit and select the best staff for your department. KRA: 8. Manage Payroll & Wages Output Input 1. Ensure that salary related costs are within budget. 2. Payroll process adheres and complies fully with legislation. 3. Alignment of remuneration policy, contracts of employment and payroll processes. 4. Ensure The company employees are paid correctly and on time. 5. Ensure accurate sales commission payments. 1.1 Ensure that budget is available for additional headcount (permanent, temporary, contractors). 1.2 Justify headcount (bridge actual to budget). 1.3 Monitor and control telephone, travel, overtime and standby payments. 1.4 Justify and calculate incentive bonuses/commissions/commission payments. 2.1 Ensure Payroll parameters, controls and processes comply with SARS, UIF, Skills Development Levies Act; and all relevant legislation. 2.2 Review and improve on payroll controls and parameters. 2.3 Eliminate SARS liability. 2.4 Ensure accurate reconciliations are done to general ledger monthly and all statutory, medical aid and retirement funding returns paid over by the 7th of the following month. 3.1 Ensure remuneration policy, contracts of employment and payroll processes are aligned and there is not risk from SARS audit resulting in fines to The company for non-compliance. 4.1 Ensure payslips are issued and distributed one day prior to pay day weekly and monthly. 4.2 Audit payroll input against payslips. 5.1 Obtain sales sheets from PAD or Pastel Accounting System. 5.2 Calculate commission in accordance with Commission Agreements KRA: 8. Manage Payroll & Wages (Continued) Output Input 6. Accurately calculate on-target earnings for the year. 7. Manage leave process to ensure company exposure is kept to a minimum. 6.1 Accurately calculate on-target earnings for the year and adjust accordingly. 7.1 Ensure procedure is in place to monitor attendance at work and mark any absences. 7.2 Ensure leave forms are obtained from managers / supervisors for any staff absences. 7.3 Ensure proper recording of all leave taken: annual, sick, maternity, study, family responsibility and training leave. 7.4 Ensure staff members take annual leave in full and do not accumulate large leave balances (maximum carry-over of 5 leave days permitted). 7.5 Advise Managing Members of any potential leave liability. 7.6 Ensure leave and absenteeism policy and procedure is documented in handbook and staff members are aware of and understand policy and procedure. KRA: 9. Projects Output Input 1. All project deliverables are met on time and within budget constraints, resulting in successful project closure. 1.1 Scope project fully to obtain scope of work, budget restraints and resources required for successful implementation. 1.2 Draw up project plan and deliverables and allocate resources (where applicable). 1.3 Execute project deliverables to successful closure, by deadline date. 1.4 Report on project progress and deliverables to Managing Members as required. 1.5 Advise Managing Members timeously if any difficulties encountered and obtain approval to deviate from project plan, where appropriate. 1.6 Maintain sound working relationships with project team members and all people providing input or assistance to achieve project results. KRA: 10. Reporting Output Input 1. Compile and present a monthly report of Finance, Admin & Human Resources activities and performance to Managing Members at the management meeting. 2. Accurately generate monthly reports as requested 1.1 Compile, and present at the management meeting, an accurate monthly report of Finance, Admin & Human Resources activities; financial, administrative and human resources challenges encountered and staffing issues within the Finance, Admin & Human Resources Department. 2.1 Compile accurate monthly reports for Managing Members of all: 2.1.1 Labour issues: disciplinary and grievances; dismissals; warnings, etc. 2.1.2 Payroll and wages costs and issues including leave liability 2.1.3 Fixed Assets 2.1.4 Debtors by age analysis 2.1.5 Creditors (purchase list) 2.1.6 Operating Budget 2.1.7 Income statement 2.1.8 Balance sheet KRA: 11. Administration Output Input 1. Complete all administration accurately, ensuring attention to detail, within specified timeframes as per procedures. 1.1 Follow company procedure as outlined in company handbook. 1.2 Complete all required documentation, expense claims, leave forms etc. within specified timeframes as per procedures. 1.3 Submit completed leave forms timeously to the Managing Members for authorisation in accordance with procedure. KRA: 12. Interpersonal Relationships Output Input 1. Build and maintain sound relationships with clients and suppliers. 2. Build and maintain sound relationships with colleagues. 3. Finance, Admin & Human Resources team to work closely with all departments to ensure company objectives are met and clients are satisfied. 4. Ensure no conflict of interest situations. 1.1 Provide excellent financial, administrative, payroll, wages and human resources services and build sound client relationships within client base (internal and external) and with suppliers. 2.1 Build and maintain sound relationships with colleagues by working harmoniously as a team, without personality conflicts. 2.2 Promote effective communication between fellow employees and departments in the company. 2.3 Should any conflict occur in the Finance, Admin & Human Resources department, the grievance procedure should be followed (for yourself and your direct reports). 3.1 The Finance, Admin & Human Resources team is to work closely with all departments in The company. 3.2 Ensure absolute confidentiality is maintained in respect of all financial, administrative, payroll, wages and human resources matters by all Finance, Admin & Human Resources team members. 3.3 The Employee will at all times strive to maintain and promote the company’s reputation and good name in the industry by executing his duties on a best effort basis in the best interest of the company. 4.1 Ensure no conflict of interest situations and disclose any potential conflict to Managing Members as soon as they become known. KRA: 13. Policies and Procedures Output Input 1. Comply with all policy and procedure requirements and company handbook. 2. Perform any other reasonable duties, functions and or reasonable and lawful instructions given to the employee from time to time. 1.1 Ensure understanding of and compliance to all policies and procedures by yourself and your direct reports. 1.2 Escalate queries to Managing Members for clarification when operating parameters are unclear. 2.1 The employee agrees and undertakes to perform any other reasonable duties, functions and/or reasonable and lawful instructions given to the employee from time to time. KRA: 14. Health & Safety and COIDA Output Input 1. Comply with all legislative rules and regulations and company policy in respect of health and safety. 2. Comply with all aspects of the Occupational Health and Safety Act and relevant legislation. 3. Comply with all aspects of COIDA (compensation for occupational injuries on duty act) and relevant legislation. 1.1 The employee is required to comply to all rules and regulations regarding health and safety as well as any company policies and procedures dealing with health and safety and relevant legislation. 2.1 The employee is responsible to ensure compliance with all aspects of the Occupational Health and Safety Act, particularly in the production, dispatch and warehouse areas. 2.2 The employee is required to wear safety shoes at all times when entering the factory area. 3.1 Report any unsafe actions by colleagues or unsafe situations or breach of the health and safety and/or COIDA Rules and Regulations, immediately they become know to you, to the Managing Members. KRA: 15. Quality Control Output Input 1. Understand all company quality control / quality assurance policies and procedures. 2. Comply with all company quality control / quality assurance policies and procedures. 1.1 Ensure you are familiar with and understand all The company quality policies and procedures. 1.2 If you are unsure about any of the quality policies and procedures or do not understand something related to quality and your function, ask the Managing Members to explain same to you. 1.3 Also read the company handbook and obey the relevant company policies and procedures contained therein. 2.1 Ensure you comply (obey) all company quality control / quality assurance policies and procedures. 2.2 Notify the Managing Members if there is anything that you cannot comply with and the reason for same. fax 086 2445371 email [email protected]
Posted on: Mon, 01 Sep 2014 05:44:55 +0000
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