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HR Business Partner

4 months ago

Sandton, South Africa Ellahi Consulting Full time

Location:
Sandton, Johannesburg (Must reside in Johannesburg)

Salary:
R R pa CTC

Main Purpose of the role:
To operationalize the company's HR strategy for Agency.

This will be achieved by implementing various HR processes across the HR Value chain and ensuring effective HR service delivery at functional & branch level.

The HR Business Partner will act as the first of contact to employees for all HR related matters at functional or branch level.


The HR Business Partner will provide tactical support to the Senior HR Business Partner in the following areas:

  • HR administration
  • Talent Acquisition
  • Performance Management
  • Employee Relations
  • Employee Wellness
  • Employee Engagement
  • Employee Value Proposition
  • Learning & Development
  • Talent Management

Education requirements:

  • B Degree in Human Resources Management
  • Post graduate qualification in HR Management (advantage)

Work experience:

  • 45 years' experience in a Human Resources generalist role
  • Bulk recruitment experience
  • CCMA experience
  • Change Management experience
  • Call centre, Insurance, Debt recoveries retail industry experience (advantage)

Technical competencies required:

  • Knowledge and understanding of all relevant labour legislation; Human Resources practices, Policies and Procedures
  • Working knowledge of and exposure to HR best practice in the following areas:
  • Employee Relations processes procedures and practices
  • Recruitment processes and practices
  • Learning & development practices and processes
  • Employee engagement
  • EVP and the implementation thereof
  • Performance Management
  • HR practices (Employment Equity & B-BBEE)
  • Succession Management
  • Career Management
  • Change Management
  • Employee Wellness
  • Exposure to HR Technology:
  • HRIS systems; Erecruitment platforms etc.
  • Proven ability to compile and manage HR
  • Data attention to detail; data integrity management; confidentiality.

Behavioural competencies required:

  • Working with People
  • Adhering to principle and values
  • Coping with pressure and setbacks
  • Relating and Networking
  • Delivering Results and Meeting Customer Expectation
  • Adapting and Responding to change
  • Managing conflicting demands effectively

Key Performance Areas

STAKEHOLDER ENGAGEMENT

  • Build and maintain relationships with key stakeholders in the business through active engagement and collaboration
  • Offer guidance and support to employees, supervisors and managers on the implementation of all HR processes; practices and procedures

TALENT ACQUISITION

  • Implement the endtoend recruitment process (sourcing; interviewing; selection) at the branch/operational levels
  • Implement the preon boarding and onboarding process for new employees at branch/operational level
  • Track the probation process at operational/branch level and provide support the management on the implementation of probation management

HR ADMINISTRATION & SERVICES

  • Act as the first of contact to employees for all HR related matters
  • Administer all HR administrative processes at functional & branch level
  • Provide efficient HR service delivery across the employee life cycle
  • Ensure the efficient resolution of HR related queries and service requests by collaborating effectively with all HR functional teams
  • Provide support to managers and employees on all HR related practices, processes and procedures

LEARNING & DEVELOPMENT

  • Support the implementation of learning and development interventions at branch level in collaboration with the L&D team.
  • Provide input to L&D data management process as required
  • Support L&D initiatives to embed a learning culture at functional & branch level

EMPLOYEE RELATONS:

  • Implement the end to end employee relations activities at branch level
  • Compile and maintain all employee relations records at branch level
  • Provide administrative support to the poor performance management/Performance Improvement programmes (EPEP & PIP) process at operational/branch level
  • Provide input to into reporting on Employee Relations matters to management and the Senior HR Business Partner

PERFORMANCE MANAGEMENT

  • Support the implementation of Performance Management at Operational level by tracking and driving progress on actions throughout the Performance Management cycle
  • Provide guidance and support to management and employees throughout the performance Management cycle
  • Compile and maintain records on performance management activities at function and branch level

SUCCESSION MANAGEMENT

  • Provide administrative support to Succession Management initiatives at functional & branch level (i.e. Talent identification, talent pool development plans implementation etc.)

EMPLOYEE ENGAGEMENT

  • Ensure the implementation and socialization of the company's EVP initiatives at functional and branch level
  • Provide input to engagement factors identified at functional & branch l