<p>Company Description</p><p> </p><p>Revco offers a comprehensive range of Revenue Enhancement and Debt Collection services. The company is registered with the Debt Collectors Council and is a member of the Association of Debt Recovery Agents (ADRA). Revco is dedicated to providing expert solutions that enhance revenue and resolve debt-related issues for its clients. Our services are rooted in professionalism and regulatory compliance, ensuring client satisfaction and effective debt recovery.</p><p> Role Description</p><p> </p><p><strong> Evaluations</strong></p><p>- Ensure monthly/annual evaluation forms are in line with operational objectives and update of forms based on operational changes.</p><p>- Ensure that monthly/annual evaluation forms are received by HR Administrator and filed correctly.</p><p>- Send a monthly report to Executive Management regarding the compliance with the monthly evaluations.</p><p>- Give guidance and training to Supervisors and Team leaders in conducting proper monthly/annual evaluations. </p><p>- Prepare an annual summary report of the annual evaluations which management can use to determine bonuses/increases.</p><p><br></p><p><strong> Workforce Planning</strong></p><p>- Assist in recruiting, based on approved skills requirements and number of staff in order for Revco to deliver on KPI’s towards clients.</p><p>- Create and update approval documents to be completed and assisted by HR Administrator in the event that recruitment is required. (Approval by Line Manager as well as Senior Management)</p><p>- Upon approval, Advertising on Online portals (Using Revco’s profile) and any other platform required by Revco. (Revco’s cost)</p><p>- Liaise with Recruitment agencies regarding vacancies, if there is a need.</p><p>- Ensure sifting process of all CV’s received takes place and is done accurately (HR Administrator)</p><p>- Training Supervisors/Team leaders/Management on correct interview practices.</p><p>- Sit-in as a panelist on interviews to ensure process is fair and correct and to give an unbiased opinion. (Decision and accountability to appoint a specific person lies with Revco Management)</p><p>- Administer and interpret Shadow match results when comparing candidates and giving through a report to the decision makers in this respect. (This report can assist with selecting the correct personnel.</p><p>- Compile approval documentation for successful candidate sign off by COO.</p><p>- Compile Offer of Employment/Contract of Employment and send offer to selected candidate. </p><p>- Ensure candidate accepts position and if not ensure feedback is given to COO for approval on next candidate.</p><p>- Assist in training and development needs in line with Job Descriptions and skills requirements.</p><p><br></p><p><strong> Training (Internal)</strong></p><p> New employees</p><p>- Ensure the induction training documents are updated with the required information and documentation which requires signatures. (Confidentiality agreements and any other documentation which may need to be added)</p><p>- Ensure all new employees are taken through the induction training. (HR Administrator)</p><p>- Ensure all training forms are signed and filed by HR Administrator.</p><p>- Provide POPI Act training to new employees.</p><p>- Provide Debt Collectors Act training to new employees.</p><p>- Provide performance management training to new people managers. (Supervisors and up)</p><p>- Provide how to discipline effectively training to new people managers. (In line with Revco policies and Labour Legislation)</p><p>• Training (External)</p><p>- Arrange quotes as requested by COO for external training</p><p>- Evaluate training providers and training course</p><p>- If quote is accepted, make formal arrangements with Managers and Employees for dates and times of training.</p><p><br></p><p> Current employees</p><p>- Refresher training with regards to POPI Act. (One POPI Act training session per annum per employee, group format)</p><p>- Refresher training with regards to Debt Collectors Act. (One training session per annum per employee, group format)</p><p>- Refresher training on performance management and how to discipline effectively.</p><p>- Guidance and training to people managers on how to effectively lead a case in a disciplinary hearing.</p><p><br></p><p><strong> Employment Equity and BBBEE</strong></p><p> Employment Equity</p><p>- Facilitate meetings and providing guidance to Senior Management in order to develop and follow an Employment Equity Plan (EEP).</p><p>- Provide a quarterly report on the EE figures in order for Senior Management to ensure they are in line with the EEP.</p><p>- Letter of Good standing: Preparation and submission of EE annual submission. After sign off from Revco Management.</p><p> BBBEE</p><p>- Give advice in terms of BBBEE, in order for Management to understand current BBBEE legislation.</p><p>- Keep Revco management informed of any new codes or legislation as and when it gets gazetted.</p><p> Skills Development</p><p>- With the assistance of the COO and Managers, prepare an annual Workplace Skills Plan (WSP).</p><p>- Update the Annual Training Report monthly and monitor to ensure completeness and that Line Managers are following the WSP.</p><p>- Ensure training forms are in line with FASSET requirements and are completed and filed correctly.</p><p>- With assistance from the COO and Managers, create, update and maintain Personal Development Plans.</p><p><br></p><p><strong> Industrial/Employee Relations</strong></p><p> Contract drafting</p><p>- Ensure contracts are always up to date with latest legislation and in line with company policy</p><p> HR Policy Manual</p><p>- Ensure Policy is updated once per annum to include all internal changes as well as external legislative changes.</p><p> Performance Management</p><p>- Ensure Performance manual are updated with latest legislative changes and internal processes</p><p> Resolving Work Place Conflict</p><p>- Giving advice to Supervisors/Managers on how to deal with various scenarios.</p><p>- Facilitate and conciliate meetings where necessary in order to resolve conflict.</p><p> Incapacity Management</p><p> Grievance Management</p><p>- Ensure grievances are received through proper channels and give assistance and guidance to Management on how to deal with them.</p><p> Union negotiations</p><p>- If and when the need arise.</p><p> Workforce Restructuring and Retrenchments </p><p>- Guide management in terms of the Labour Legislation in order to follow due process and go through restructuring events as best as one can.</p><p> Hearings</p><p>- Poor Performance </p><p>- Disciplinary</p><p> Representation at CCMA</p><p><br></p><p><strong> Occupational Health and Safety</strong></p><p>- Annual Audit on Health and Safety within Revco</p><p>- Give a report to Management in reference to any outstanding items on the audit.</p><p>- Assist HR Administrator to implement key actions in order to ensure outstanding items are cleared.</p><p><br></p><p><strong> General Administration</strong></p><p>- Ensure internal HR Administrator complies with all admin requirements.</p><p>- Provide a monthly HR Report which incorporates</p><p>o Payroll</p><p>o Employee Movement</p><p>o Leave</p><p>o Poor Performance/Misconduct</p><p>o Office Administration</p><p>o Petty Cash</p><p>o Maintenance</p><p>o Building Maintenance Management / Coordination </p><p>o Supplier Quotations</p><p><br></p><p> <strong> KEY REQUIREMENTS</strong></p><p>o Grade 12</p><p>o B.Com HR or 3 year diploma in HR.</p><p>o Experience:</p><p>o Diploma + 5years in full HR function</p><p>o Good understanding of relevant Labour Legislation</p><p>o Labour Relations Act.</p><p>o Basic Conditions of Employment Act</p><p>o Employment Equity Act.</p><p>o Related Codes</p><p>o Return of Earnings (Wca)</p><p>o IRP 5/IT3a Annual and Bi-Annual Submissions </p><p>o EEA2 / EEA4 Annual Submission </p><p>o Wsp Submissions</p>