Human Resource Business Partner

Role purpose:

The role of the Human Resources Business Partner is responsible to create an enabling environment to drive performance and employee engagement across the business areas by partnering with business leaders to define and implement relevant and appropriate People plans.

Provide HR Business Partnering to Leadership teams. Facilitate the delivery of the Vodacom strategic HR priorities, through defining an appropriate strategy to deployment the people plan and partner with business leadership in the execution of the plan.

The key focus will amongst others include but not limited to organisation effectiveness, talent management & building capabilities. Bringing the Human element to Technology while supporting sound business decisions.

Key accountabilities and decision ownership:

• Input to functional people plan that is fully aligned to Vodacom/functional strategy
• Drive delivery of functional initiatives/projects to support Technology strategy

• Support and deliver functional change programmes and OE activity in business areas
• Interface with key stakeholders to ensure alignment with cross-functional change activity and manage the change process
• Input to monthly and quarterly organisation reviews
• Deliver against FTE, contractor & employment Opex targets in business areas and support business in managing the payroll budget and Headcount
• Core competencies, knowledge and skills:
• Telecom Industry experience will be an added advantage
• Knowledge and experience in Change management, people organization plans and
• Exposure to coaching leaders for behaviour change
• Competencies:
• Problem solving and decision making
• Analytical thinking
• HR reporting
• Interpersonal skills and negotiating skills
• Business Acumen
• Knowledge of labour legislation
• Knowledge of HR policies and procedures
• Consultation skills
• Planning and Organising

Must have technical / professional qualifications:

• Matric / Grade 12 essential and
• · Ensure organisation clarity & alignment in business areas, e.g., reporting lines, role profiles, role titles and global job architecture
• Ensure data integrity of people related information in the business unit
• Drive organisation efficiency in business areas (ensuring compliance with agreed spans & layers targets)
• Act as tactical sparring partner, engaging on the effectiveness of processes, systems, data and people
• Drive the HR agenda within the BU, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements – provide advice and training to line managers
• Propose, develop and deliver key functional change programmes in collaboration with COE.
• Cultural Change
• Play key role in supporting leaders to align to spirit behaviours and related people/HR policies.
• Provide Leadership of cultural change in business areas/areas of responsibility
• Challenge & improve people policies/processes/practices to ensure alignment with Vodafone, People strategy and new ways of working
• Challenge & support leaders in business areas to align behaviours/attitude to Spirit and new ways of working
• Ensure that the Health and Safety standards are maintained to required guidelines
• Performance and Reward
• Ensure active management of poor performers in business areas
• Partner with the business leaders to drive group initiative on PD
• Talent & Resourcing
• Collaborate with the TM team to deliver a diverse succession plan. Accelerate high potential development in functional business areas
• Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use ‘talent matrix’; ensure robust talent, succession & scenario plans are in place, facilitating the performance and potential calibration
• Advise on performance and potential ratings for F and top talent/successors at all levels
• Actively support all talent programme s – Inspire, MBA’s, Rising Stars, etc.
• Support Graduate Programme and emerging talent in business areas
• Actively manage Diversity & Inclusion agenda in business areas
• Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas
• Ensure that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)
• Leadership and Management Development
• Ensure understanding of management development programmes to ensure effective development at key transition points on the management/leadership ladder and drive uptake of development programmes relevant to BU specific priorities
• Coach executives across business areas, in collaboration with COEs
• Organisational Capability
• Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans
• Ensure functional induction framework is developed and implemented & core organisational on-boarding programmes are in place and being effectively used
• Ensure development of future capabilities required
• Relevant 3 Year Degree/National Diploma (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) - essential and
• A minimum of 5 - 8 years' applicable experience as a Human Resources generalist across all areas of the HR spectrum essential
• Inclusive of 3 years’ experience as an HR professional interfacing with senior leadership in a corporate environment
• A post-graduate qualification will be advantageous