Job Ref #: AP-5851
Industry: Pharmaceutical And Medical/Healthcare
Job Type: Temp
Positions Available: 1

Job Description

COMPANY DESCRIPTION

We are a global specialty and branded pharmaceutical company, improving the health of patients across the world through our high quality and affordable medicines. Active at every stage of the value chain, we are uniquely diversi?ed by geography, product and manufacturing capability.

Aspen is a dynamic organization built on entrepreneurial strength and forward-thinking minds. We attract high performing individuals who are passionate about their career and have a desire to exceed expectations. At Aspen, not only do we source for the best talent, but we also provide a host of opportunities for continuous development.

The Group’s key business segments are Manufacturing and Commercial Pharmaceuticals comprising Regional Brands and Sterile Focus Brands. We have approximately 9 100 employees at 69 established offices in over 50 countries and we improve the health of patients in more than 150 countries through our high quality, affordable medicines.

OBJECTIVE OF ROLE

The HR Specialist is responsible for delivering end-to-end talent acquisition and providing comprehensive HR generalist support to the business. The role partners with managers and employees to attract, recruit, develop, and retain high-quality talent while ensuring the effective implementation of HR policies, processes, and initiatives. The incumbent supports the full employee lifecycle, promotes a positive employee experience, ensures compliance with employment legislation and company policies and procedures, and contributes to the achievement of business objectives through effective people practices.

KEY RESPONSIBILITIES

Talent Acquisition

• Recruitment (authorization, job profile / advert, advertising, screening, interviewing, scoring and alignment on candidate).
• Manage the end-to-end recruitment process in partnership with Hiring Managers.
• Source and attract qualified candidates through various recruitment channels, including online platforms, networking, and employee referrals.
• Screen, assess, and shortlist candidates against role requirements and job specifications.
• Conduct telephonic screening interviews to evaluate candidate suitability and fit.
• Coordinate and facilitate interviews with Hiring Managers and relevant stakeholders.
• Participate in interviews and provide hiring recommendations based on candidate assessments.
• Oversee the completion of pre-employment verification checks, including reference, qualification, criminal, and credit checks, where applicable.
• Complete package calculations and comparisons, job offers and letters of appointment.
• Initiate HR onboarding, oversee the collection of payroll documents and manage induction attendance.
• Ensure recruitment activities are conducted in accordance with company policies, employment legislation, and best practice.

Stakeholder Management

• Establish and nurture effective partnerships with internal and external stakeholders, acting as a trusted advisor on talent acquisition and people-related matters.
• Deliver a high-quality client experience by proactively communicating recruitment progress, managing expectations, and providing timely updates throughout the hiring process.
• Equip managers with the knowledge and tools required to make informed hiring decisions through training, coaching, and guidance on recruitment practices and interventions

Administration and Recruitment System Management

• Maintain accurate and up-to-date recruitment records and documentation for all vacancies.
• Ensure all recruitment-related administration is completed timeously and accurately.
• Compile and provide recruitment data and insights to support management reporting requirements.
• Prepare monthly recruitment reports and metrics.
• Maintain the integrity and accuracy of candidate information within the recruitment database and applicant tracking system.
• Review and ensure the accuracy and consistency of job descriptions and recruitment advertisements prior to publication.

Employee Relations

• Develop and maintain HR policies and procedures, ensuring legislative compliance.
• Promote employee awareness and consistent application of HR policies and practices.
• Support the resolution of employee relations matters, including grievances, misconduct, and workplace disputes.
• Conduct investigations and provide guidance on appropriate corrective action.
• Facilitate and support performance management processes, including Performance Improvement Plans (PIPs).
• Advise and assist managers with disciplinary processes, ensuring compliance with labour legislation and company policy.

Compensation and Benefits

• Support the annual salary review process and participate in market benchmarking and remuneration surveys.
• Partner with managers on compensation reviews, promotions, and incentive allocations to ensure fair and consistent reward practices.
• Coordinate employee recognition and reward programmes, including annual awards.
• Identify retention risks and support the implementation of appropriate retention strategies.
• Assist with the management of employee benefits, including retirement and risk benefit programmes.
• Monitor people-related expenditure, HR budgets, and reward programme utilization.
• Monitor leave balances and promote effective annual leave management in line with company guidelines.

Disciplinary and Performance Management

• Provide guidance and support to managers on disciplinary, grievance, incapacity, and performance management processes.
• Conduct investigations into misconduct and policy violations, ensuring procedural fairness and compliance with company policies and labour legislation.
• Prepare and review disciplinary documentation, including notices, investigation reports, and hearing outcomes.
• Coordinate and support disciplinary hearings, ensuring processes are completed accurately and within agreed timelines.
• Monitor and analyze employee relations cases, identify trends, and recommend corrective and preventative actions to mitigate risk.
• Maintain accurate records of disciplinary and employee relations matters and provide relevant reporting and insights to management.

Business Partnering and Performance Management

• Partner with Line Managers to review team performance, workforce trends, and key people metrics.
• Identify performance concerns, behavioural issues, and areas of non-compliance, and provide guidance on appropriate interventions.
• Coach and support managers in addressing performance and conduct matters through effective feedback, coaching, and performance management practices.
• Monitor and track employee performance improvement actions, ensuring appropriate documentation and follow-up.
• Support the implementation of Performance Improvement Plans (PIPs), disciplinary processes, and other corrective actions where required.
• Provide guidance on performance enquiries, misconduct investigations, and related employee relations matters, ensuring compliance with company policy and labour legislation.

General HR Administration

• Coordinate and manage general HR administration, ensuring the accuracy, confidentiality, and integrity of employee records.
• Prepare and submit statutory and regulatory reports, including the annual Employment Equity submission.
• Respond to HR-related queries from current and former employees in a professional and timely manner.
• Prepare employment-related documentation, including confirmation of employment, visa support, and other employee verification letters.
• Manage vendor administration, including vendor creation, due diligence, risk assessments, and contract renewals.
• Maintain effective record management and archiving practices in accordance with company policies and legislative requirements.
• Support onboarding and offboarding activities, ensuring all documentation and processes are completed accurately and timeously.
• Assist with HR audits and ensure compliance with internal policies, governance requirements, and labour legislation.
• Maintain employee data within HR systems and ensure data accuracy for reporting and decision-making purposes.
• Provide administrative support for HR projects, initiatives, and organizational change activities as required.

Job Requirements

 EDUCATIONAL REQUIREMENTS

• Matric (Grade 12)
• Bachelor's Degree in Human Resources, Labour Relations, Industrial Psychology, or a related field.

KNOWLEDGE & EXPERIENCE REQUIREMENTS

• Minimum 5 years' experience in a generalist HR role with exposure to Talent Acquisition, Employee Relations, Performance Management, Compensation & Benefits, and HR Operations.
• Sound knowledge of South African labour legislation, including the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Employment Equity Act (EEA), and POPIA.
• Proven experience managing recruitment and selection processes, employee relations matters, and performance management interventions.
• Experience advising and partnering with managers on HR policies, procedures, and people-related matters.
• Knowledge of remuneration and benefits administration, HR reporting, and HR governance practices.
• Proficiency in HR Information Systems (HRIS), Applicant Tracking Systems (ATS), and Microsoft Office applications.
• Strong stakeholder management, communication, problem-solving, and relationship-building skills.

SOFT SKILLS AND COMPETENCY REQUIREMENTS

• Interpersonal relations and conflict resolution
• Attention to detail and accuracy,
• Advanced communication (verbal and written),
• Teamwork and ability to work independently,
• Data management and analytics,
• BCEA, labour law and disciplinary processes
• High level of integrity, ethical values and confidentiality
• Decision making and problem solving
• Customer focus / service-orientated and outcome based
• Ability to prioritize, manage time and deadlines
• High stress tolerance and conflict resolution
• Methodical planning and implementation skills

FEEDBACK

Please note that if you have not heard from the Human Capital department within 30 days of this advert closing, your application has unfortunately been unsuccessful.

INTERNAL APPLICATIONS

Internal Applications must be completed using an Aspen mailing address after applicants have informed their direct line manager of their application for this specific role.