HR Business Partner

Job Purpose:

The purpose of the HR Business Partner is to provide end to end HR services to allocated Business Unit (s) and/or Departments. The HR Service delivery is enabled through developing a strong understanding of the business strategy, Group people strategy, operating model, performance objectives as well as the associated requirements around people.

Â

The HR Business Partner is accountable to ensure that the right people are employed at the right time with the requisite competencies and skills. In addition, the role partners with business to identify any human capital trends and to implement interventions to improve the wellbeing and performance of the workforce (i.e., turnover, absenteeism, engagement etc.).

Â

The role is accountable for managing the employee experience in RTT by ensuring that employees understand what is expected from them in their roles, are equipped with the skills to perform the role, are fairly compensated for the work required and that any grievances or IR processes are handled in the most professional and dignified manner.

Â

The ability to support the business with change management as well an ability to support the business by implementing strategic and operational people initiatives is critical.

Â

Accurate recording of data as well as HR analytics for the BU will be required to support this.

Â

Duties Responsibilities:

Business Partnering:

• Develop a clear and comprehensive understanding of the Business Unit strategy, operating model, ways of working and business imperatives
• Contribute to the development of the people strategy and by providing input based on BU strategy and business requirements
• Remain up to date with trends in people practices externally and benchmark any practices that may be relevant to the BU’s business requirements
• Monitor trends and changes to legal and regulatory requirements that may impact business and people strategy
• Use all available information to develop business unit specific people plans in collaboration with BU leadership and HR Executive as part of the planning cycle (all plans must have final approval from the HR Executive to support capacity management and prioritization of delivery)

Act as a practice lead for allocated subject matter area:

As a practice lead within the HR team:

• Research policy/ practice requirements to support HR as per allocated SME area which may include but is not limited to:
• Job Design and evaluation
• Performance Management
• Workforce Planning (permanent staff, critical scarce skills)
• Individual Development
• Career planning and advise on career paths
• Systems management
• Employment Equity
• HR metrics, dashboards and reporting
• Employee wellbeing
• Employee recognition
• Diversity and Inclusion
• Consult with relevant stakeholders and draft policy and/or processes and procedures
• Present draft policy and/or processes and procedures for review and approval
• Design and implement policy, processes, procedures and working documents, systems, or tools
• Ensure that all employees have a clear understanding of the policy, practice, process or tools and source training where required
• Develop implementation plan and actively drive the achievement of the plan
• Own the implementation of the practice, policy or initiative and ensure that peers and business unit leadership implement according to plan
• Implement HR policies, procedures and practices for allocated BU

HR metrics reporting:

• Utilise metrics and data points to analyse any opportunities or areas of concern related to people
• Define the key problem areas and recommend solutions and action plans to solve problems / leverage opportunities.
• Provide HR dashboards and reports for the HR Executive and BU leadership on all HR related data metrics
• Support and assist line and staff in navigating HR systems
• Ensure HR employee data integrity
• Drive the implementation of new HR systems, processes and tools within the BU
• Assume direct accountability for specific EE reporting for allocated BU

Continuous improvement:

• Evaluate and monitor outcomes of HR practices, solutions and initiatives to determine success rate
• Review and continuously improve practices within ambit of responsibility and/or make recommendations to the HR Executive for improvement of people practices.

Â

Â

• Grade 12 or equivalent at NQF level 4 (essential)
• Diploma in Human Resource Management at NQF level 5 (essential)
• B degree in Human Resource management, psychology or equivalent at NQF level 6 (desirable
• At least 4 - 5 years working experience as an HR Business Partner in a similar environment (essential)
• Proficient in HR technologies including experience in HRIS, LMS, e-Recruitment, and Payroll systems

• Business operations
• HR practices, processes and trends
• HR legislation
• Microsoft office
• Project management
• Workforce scheduling and rostering
• Cross-cultural communication
• Planning and organizing
• Problem Solving
• Prioritization
• Analytical Ability – Identifying trends and reviewing related information to develop and evaluate options and implement solutions
• Time management
• Strong professional communicator
• Resourceful
• Self-motivated
• Collaborative
• Ability to foster and maintain relationships
• Positive and service-oriented attitude