Vacant Job Positions at Ackermans

Job Description
Ackermans is seeking a talented and experienced HR Business Analyst to join our dynamic HR team. The ideal candidate will act as the interface between the Human Resource Information Systems Manager, Functional Department, PIT and or other 3rd Parties, through a set of tasks and techniques, to support solutions (New and or improved business process, information systems, software applications) that enable the Human Resource Department to achieve its goals.

We're a fully in-office team. This role is based at our Support Centre in Kuils River, Cape Town.

Knowledge Required:

• Waterfall and Agile working methodologies and principles.
• Working knowledge of implementing and maintaining systems/services/applications.
• Knowledge of BABOK management principles
• Ability to compile quantitative and or qualitative information/reporting
• MS Suite Intermediate - Advanced user
• System integration (environment/area specific)
• Knowledge of Personal Data Protection – POPIA

Working knowledge of:

• Cloud based (SaaS) software applications that can enable services.
• SDLC
• Change Control governance principles and Defect management.
• Fit for purpose system integration in an ERP- and non-ERP environment.
• Utilising various modelling techniques
• UI / UX
• Process Mapping Tools (Draw.io, etc)

Skills Required: 

• Planning
• Analytical
• Critical thinking
• Multi activity management
• Requirement’s elicitation
• Risk management
• Communication

Qualifications Required:

• Grade 12 Certificate/Matric
• A relevant Degree and or Higher National Diploma (Information Technology, Computer Science, System Design, Management Science, Business studies, Information Systems, Business Analyst)

Experience Required: 

• ± 2 years’ experience in Apparel Retail (Business area specific / Systems), with exposure to:
• Business process exposure/understanding (Area specific)
• Elicitation and documenting BRS/BRD (Small Change Requests)
• IT and or 3rd party collaboration
• Setup and execution of testing
• Systems/Business support for BAU (Production environment)
• Unified Modeling Language (UML – High-level context diagram, Product Breakdown Structure, System Architecture diagram, Flow Chart, Business Workflow diagram, Business Process Model and Notation, Use Case diagram, Use Case Narrative)
• Basic Oracle / Structured Query Language (SQL) – Area specific

Key Responsibilities:

Analysis

• Stakeholder analysis (Reference matrix, Quality - Continuous reference and adjust when there are changes)
• Elicitation process (Quality engagement - who, when, what, how)
• Document BRD/BRS (Quality of inputs and tested with Stakeholders/systems teams)
• Signoff (Internal/external approval)

 Planning

• Communication plan (Quality and pitched at the right level)
• Training methodology (M365, SharePoint, ALC)
• Testing methodology (Setup and execute)
• Pilot and roll-out plan

 Design

• PIT/3rd Party playback (Manage playback of FRS)
• Method (Waterfall / Agile - Follow correct process for whatever method is decided)
• Finalise FRS (Clarify and or update issues, concerns, feedback after playback)
• Signoff (Internal/external approval)

Development

• Monitor (Daily and or weekly - depending on Method)
• Report (Provide reports on Dev status)
• Collaboration (Interact and reference between Dev and Department)

Integration & Testing

• UAT (test cases, defect management, escalation process)
• Monitor and report (Daily and or weekly standstill with relevant parties - internal/external)

Deployment 

• Pilot methodology (Agree principles - Big bang or staggered approach - risk related and execute)
• Monitor and Report (Daily and or weekly standstill with relevant parties - internal/external)
• Business Approval (Obtain signoff from relevant parties (internal/external) impacted by change)
• Roll-out (Communication and training)

 Operations and Maintenance

• Handover Product to BAU (Documented, discussed and agreed with business)
• BAU (Day to day, tickets logged, resolved, ageing, etc.)

 Hardware/Software Review

• EOL (Products and or services coming up for replacement - Tech refresh and lifecycle management)
• On-prem/SaaS (New releases and or new functionality management)
• New Tech (What is available in your space)

Innovation/Improvement 

• Benchmarking (Processes, hardware, software in the market)
• Process/System simplification and or improvement

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Job Description

An exciting and challenging opportunity has become available for a Divisional Human Resource Manager, within our Operations team. Partnering with the General Manager and the Divisional Sales Manager, the incumbent will support our Ackermans store teams within the Northern SBU.

We are looking for a self-reliant, efficient, and influential individual who will pride themselves in providing a professional HR service to business partners in a SBU in order to maximize their contribution towards the profitability and growth of their business unit.

The successful applicant will need to be able to work in close partnership with their SBU team and with store managers, giving professional and expert advice on a broad range of people issues, so his/her ability to communicate at all levels and to have an effective interpersonal style is an important attribute.

Qualification Required:

Essential:

• Degree/Diploma in Human Resources or Degree in Social Sciences

Preferred:

• Diploma in Labour Law.

Knowledge Required:

• Current knowledge of Labour Legislation and EE laws will be beneficial

• Preference will be given to candidates who also have a practical grasp of the retail industry

• Strong business and retail understanding

• Best Practice in recruitment process

• Dismissal and CCMA/Labour Commission procedures

• Change management at store and divisional level

• Performance management at store level

• Coordination of training interventions

• Succession monitoring and coordination

Skills Required:

• Resilience
• Analytical skills
• Sound Judgement
• Communication
• Deadline driven
• Time management
• Prioritising
• Integrity

Experience Required:

Essential:

• Min of 3 years as HR Generalist within the retail Industry.

Preferred:

• Strong business and retail understanding.
• Business partner role.
• Best Practice in end to end recruitment process.
• Dismissal and Labour Commission procedures.
• Change management at store and divisional level.
• Performance management at store level.
• Coordination of training interventions.
• Succession monitoring and coordination.

Key Responsibilities:

Business Partnering

• The development of people plans and the effective implementation thereof
• Providing and analysing people information to optimise business decisions
• Providing expert advice on all people issues
• The forecasting of risks and opportunities
• The development of appropriate action plans for implementation in partnership with their divisional team and store managers
• Acting as a change agent to heighten awareness and gain support for the Company’s People Strategy and strategic priorities
• Change agent - you will need to understand, support and promote the Company’s policies and procedures and the strategic direction of the HR function of Ackermans, and have the ability to consistently apply these in practice, as well as acting as a change agent by raising awareness and gaining support for People policies and Employment Equity throughout their teams

Talent management

• Attract and accurately identify top retail talent and recruit these individuals to the Company is a core skill for a DHRM and all candidates for the DHRM position will need to display outstanding people judgment, a very well-developed ability to recognize the attributes in others that will result in on the job performance, and have the flair to promote the Brand of Ackermans to future Phadimas.
• Induction of new employees
• Co-ordination of training and development initiatives
• Succession planning

Employee Relations

• Management of industrial relations, including the management of cases through the dispute resolution stages (Labour Commission)

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Job Description

We are looking for someone who is passionate about creating cutting-edge E-Learning content to join our Training and Development team on a 6 month fixed-term contract. This role will be responsible for designing, developing, and implementing engaging and effective e-learning content that supports the learning and development needs at Ackermans. The role requires a strong understanding of instructional design principles, e-learning technologies, and adult learning theories.

We're a fully in-office team. This role is based at our Support Centre in Kuils River, Cape Town.

Qualification Required:

Essential:

• Bachelor’s Degree or Diploma in Instructional Design, Education, Learning Technologies or a related field.

Preferred:

• Certification in instructional design or e-learning development (e.g., CPLP, ATD).

Knowledge & Skills Required:

• E-learning content design using Articulate Storyline and Adobe software
• Understanding of Learning Management Systems (LMS) and SCORM standards.
• Knowledge of gamification and microlearning strategies.
• A keen eye for aesthetics and detail.
• Planning and Organising
• Communication skills (written and verbal)
• Creative thinking and problem-solving skills.
• Building relationships with internal stakeholders
• Project coordination skills, engaging in multiple projects simultaneously.
• Attention to detail and commitment to delivering high quality work.
• Ability to work both independently and collaboratively in a fast-paced environment.

Experience Required:

Essential:

• Minimum of 2 years' experience in e-learning content design and development.
• Proficiency in e-learning authoring tools (e.g. Articulate Storyline, Adobe Creative)

Preferred:

• Experience working within graphic design and video editing software (e.g., Adobe Creative Suite).

Key Responsibilities:

 Instructional Design and Development

•  Design and develop high quality e-learning courses, modules, and instructional materials using a variety of multimedia tools and technologies.
• Develop engaging video content, including editing raw footage, adding special effects and producing finished videos suitable for publication. 
• Create interactive and engaging content that enhances learning experiences, including quizzes, simulations, animations, and interactive activities. 
• Apply adult learning principles and instructional design models (e.g., ADDIE) to develop effective learning solutions. 
• Collaborate with internal teams to understand content requirements and ensure brand consistency. 

 Content Maintenance

• Maintain the e-learning content library, ensuring all materials are up to date, relevant, and aligned with organizational goals. 
• Collaborate with subject matter experts (SMEs) to ensure accuracy and relevance of content. 
• Continuously evaluate and update existing e-learning content based on feedback and changing needs. 

Quality Assurance

• Conduct thorough testing and quality assurance of e-learning content to ensure functionality, accuracy and user-friendliness. 
• Implement feedback from learners and stakeholders to improve content quality and effectiveness.

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Job Description

We've got an exciting, brand new opportunity at Ackermans as a  Employee Relations Specialist to join our HR department. This role will be responsible to provide sound, effective services, advice and support on labour (employee) relations matters to line managers and the broader HR team.

We're a fully in-office team. This role is based at our Support Centre in Kuils River, Cape Town.

Knowledge & Skills Required:

• Training & development with regards to basic principles of IR
• Extensive knowledge of labour legislation i.e. LRA, BCEA, etc.
• Extensive knowledge of contractual law, i.e. contracts of employment
• Thorough working knowledge of Employee Relations from within a strategic framework of employee engagement (i.e. ER rather than IR in isolation which includes remuneration and benefits, business communications, policy research and formulation)
• Extensive Knowledge of Employment Equity planning, consultations and EE forums
• Proven ability to plan and implement commercially viable and business-relevant policies, practices and initiatives which are legislatively compliant and support the company strategy
• Ability to improve knowledge of labour (employee) relations practices within HR and business
• Ability to work at both a strategic and operational level.
• Sensitive people skills: a high level of emotional intelligence; excellent interpersonal skills; a wide understanding of people issues
• Ability to demonstrate presence and credibility within the organisation
• High competence in interpersonal, consulting, communication, negotiation and coaching skills at all levels will be required.
• Ability to engage with and influence leaders successfully on key change initiatives.

Qualifications & Experience Required:

• Bachelors Degree  in Human Resource Management and/or Labour Law
• A minimum of 4 years experience representing at the CCMA incl. arbitration.
• A minimum of 4 years active participation in multi-unionized environment incl. collective bargaining, wage negotiations, strikes & lock-outs etc.
• A minimum of 4 years experience industrial relations experience at management level with disciplinary matters incl. chairing, initiating, training & development.
• Minimum of 4 years experience in leading an Employment Equity Forum and managing the life cycle of an Employment Equity Plan.

Key Responsibilities:

Policy Research and Formulation

• Develop appropriate policies and practices to match Ackermans’ overall business and HR goals and culture.
• Conduct appropriate research on new developments through benchmarking and networking.
• Contribute to the review, revision, introduction and implementation of new or updated HR/Company policies, guidelines and processes.
• Partner with HR and line and guide and advise on policy related issues, with a focus on empowering line managers and HR team to develop a proactive approach to ER.
• Ensure effective case management and implement improved and more business friendly policy and procedure
• Ensure consistent implementation of company policies and procedures by team members through effective monitoring and regular reporting
• Make recommendations with regards to process/policy adjustments/improvements
• Keep up to date with current legislation and update relevant company policies
• Ensure that disciplinary guide and other company policies and procedures are researched and updated to ensure compliance and clear understanding and interpretation of such across the business.
• Ensure employment guides and procedure manuals are updated and available to business.
• Develop and maintain Letters of Appointment (LOA’s) for all Africa operations (RSA, Botswana, Lesotho, Namibia, Swaziland and Zambia).

ER Administration, Analysing & Reporting

• Identify and develop relevant ER reports: compliance reports to track conditions of employment.
• Identify IR trends in the business and put measures in place to address priority areas identified.
• Ensure appropriate record keeping with regard to industrial relations and performance management of employees.

Disciplinary Support and CCMA Representation

• Represent Company at conciliation and arbitration levels.
• Manage high priority and complex cases, including preparing and briefing parties where necessary, on collective and individual IR matters.
• Support facilitation and resolution of employee conflicts/issues.
• Provide labour relations advice and expertise in partnership with line and HRM team.
• Provide consultation and support on labour relations matters to the bargaining unit managers.

Training

• Ensure that all available ER training material is updated and relevant as per legislation and Code of Good Practice.
• Provide training to relevant parties on ER trends annually and/or empowering IR knowledge and application.

Collective Bargaining and Industrial Relations

• Provide collective bargaining services to business and/or union management.
• Foster healthy union relations by enabling line managers, field and support centre HR teams to address and resolve issues raised efficiently and effectively.
• Facilitate communication of business decisions relating to e.g. retrenchments, shop closures, stock loss etc. working in close cooperation with management and HR stakeholders. 
• Manage any changes and updates to union relationship agreements.
• Enable open channels of communication between unions and company.
• Attend national forums when requested and keep management informed of national issues such as strikes, lock-outs, legislation and industry updates etc.
• In close cooperation with HR and line managers, conduct and manage Wage Negotiations in RSA, Botswana, Lesotho, Namibia, Swaziland and Zambia – provide info to the HR team and line management on national trends and settlement overviews in order to obtain mandate from the board.
• Act as coordinator/chair for management bargaining team or bargaining advisory team.
• Assist and participate in post-bargaining rollout and training initiatives as required.
• Ensure consistent application of applicable collective agreement(s).

Employment Equity 

• EE Forums
• Construction of EE Plan
• Sign off process
• Reporting, tracking and communication to business.