Operational HR Manager in Heidelberg Manufacturing Plant
Unique Personnel · Heidelberg, Gauteng
Overview
A hands-on HR generalist role for a unionised manufacturing plant in Heidelberg. You will be the go-to person for line managers on all people matters, manage the GIWUSA relationship, handle IR cases, and own EE, WSP, and B-BBEE reporting. If you have 5 to 8 years of HR experience in a plant environment and enjoy being the site's first line of defence on employee relations, this permanent role with a well established staffing company is worth a look.
About the role
Unique Personnel, a staffing company with over 50 years of experience, is looking for an Operational HR Manager to run the day to day generalist HR function at their Heidelberg site. This is a full time, on site role where you will turn group HR policy into practical action on the plant floor.
You will be the first point of call for line managers on everything from performance and conduct to absenteeism and restructuring. You will also be the primary custodian of the employer and union relationship with GIWUSA, coordinating monthly management union meetings. The role carries direct accountability for statutory reporting like Employment Equity, Workplace Skills Plan, and B-BBEE, as well as HRIS data integrity on Psiber, recruitment, and the full employee lifecycle through to offboarding.
How to apply: Apply online through the PNet listing where this job was advertised. Make sure your CV clearly shows your unionised manufacturing experience and your knowledge of South African labour legislation.
Requirements
- Bachelor's Degree or National Diploma in Human Resources Management, Industrial or Organisational Psychology, or Labour Relations is essential
- A postgraduate qualification in HR, IR, or Labour Law would be advantageous
- Minimum 5 to 8 years of generalist HR experience, with at least 3 years in a unionised manufacturing, FMCG, or beverage or production environment
- Solid understanding of manufacturing and production operations, shift patterns, plant floor dynamics, and how HR decisions affect production continuity
- Practical experience with workforce planning and workforce reduction strategies, including Section 189 and 189A restructuring and retrenchment processes
- Hands on experience coordinating disciplinary and grievance hearings, briefing chairpersons, managing process, ensuring substantive and procedural fairness, and managing recognised union relationships (GIWUSA, NUMSA, FAWU, or similar)
- Practical experience compiling and submitting EE Plans, WSP and ATR, and supporting B-BBEE data collation
- Working knowledge of an HRIS platform; Psiber experience is strongly advantageous
- Advanced Excel skills (pivot tables, lookups, data consolidation) and strong analytical ability
- Power BI experience is strongly preferred for building and maintaining people metrics dashboards
- Sound working knowledge of the LRA, BCEA, EEA (including the 2025 amendments and sector numerical targets), Skills Development Act, OHS Act, and B-BBEE Codes of Good Practice
- Valid driver's licence and own transport, as this is a site based role with occasional travel to head office, SETA, or CCMA
- Willingness to work outside standard hours when IR matters or shift related issues require it
- Industrial relations acumen with the ability to stay calm, procedurally sound, and fair under pressure
- Strong negotiation and conflict resolution skills, with the credibility to hold the room in management and union engagements
- High integrity and discretion when handling disciplinary, grievance, and personal data daily
- Resilience and independent judgement, as this is a single incumbent site role with limited on site backup
Responsibilities
- Act as the first point of contact and trusted advisor to line managers on all people related matters, including performance, conduct, absenteeism, restructuring, and policy interpretation
- Coach and upskill line managers on sound, consistent people management practices
- Partner with line managers to translate business and production priorities into workforce and people plans
- Lead workforce planning for the site, aligning headcount, shift structure, and skills mix with production demand and budget
- Serve as the site's primary relationship holder for GIWUSA, managing day to day engagement between shop stewards, members, and management
- Plan, coordinate, and minute monthly management and union meetings, tracking action items to resolution
- Coordinate disciplinary hearings, grievance hearings, and incapacity poor performance enquiries, including briefing chairpersons and initiators
- Prepare and present the company's case at CCMA conciliation or arbitration, or brief external representation, and maintain case files and precedent tracking
- Advise line managers on disciplinary procedure, progressive discipline, and dispute resolution options
- Monitor collective agreements, wage negotiations, and industrial action risk, escalating emerging risks to the HR Manager proactively
- Lead or support Section 189 and 189A restructuring and retrenchment processes, including business rationale, selection criteria, consultation with GIWUSA, and LRA compliance
- Own the site's Employment Equity Plan, including workforce profiling, EE Committee coordination, numerical targets, and annual EEA2 and EEA4 submissions
- Compile and submit the Workplace Skills Plan and Annual Training Report to the relevant SETA, and coordinate skills development committee activity and grant claims
- Coordinate site data and evidence for the B-BBEE scorecard, working with the verification agency and group compliance
- Draft, maintain, and version control site specific HR practices and policies where they differ from Group policy
- Compile and submit monthly people metrics, including headcount, turnover, absenteeism, overtime, EE progress, IR case load, recruitment pipeline, and training completion
- Prepare a quarterly consolidated people report covering trend analysis, transformation progress, and talent or succession risks
- Manage end to end recruitment for the site, from role briefing and sourcing to interviews, offers, and pre-employment checks
- Design and run structured onboarding and induction so new starters are compliant, informed, and productive
- Manage offboarding, including exit interviews, clearance, UI-19s, final documentation, and knowledge transfer
- Support performance management cycles, succession planning, and identification of critical or scarce skill roles
- Coordinate learning and development interventions linked to the WSP and individual development plans
- Own data integrity on the Psiber HRIS, including employee master data, organisational structure, leave, and payroll input records
- Run periodic data audits and reconcile discrepancies between Psiber, payroll, and site records
- Design and drive the site's employee engagement calendar, including wellness days, long service recognition, festive events, and CSI or social initiatives
- Champion a positive, values aligned culture on the plant floor in partnership with operations leadership
Benefits
Company events, 14th cheque
Job details
- Organisation
- Unique Personnel
- Location
- Heidelberg, Gauteng
- Job type
- Full time
- Experience level
- Senior (5+ years)
- Education
- Bachelor
- Category
- Human Resources
- Application Method
- Apply online
Success Guide
This is a plant based HR role, so when you apply, make it clear that you have worked on a factory floor before, not just in an office. Mention specific unions you have engaged with and name the legislation you know inside out, like the LRA and EEA. In the interview, expect questions on how you would handle a disciplinary hearing or a wage negotiation. Have real examples ready of times you coached a line manager or resolved a grievance. Also be ready to talk about Employment Equity submissions and WSP reporting, as those are core parts of this job. This role is senior, so show that you can work independently because you will be the only HR person on site most days. Good luck.
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