Senior People Partner

2 weeks ago

Sandton, South Africa Pele Energy Group Full time

The Senior People Partner will play a key role in driving the people strategy and supporting business objectives across multiple business units within the company.

This role requires a strategic thinker who ensures that the relevant talent attraction, onboarding, development, talent management, strategies, programmes, and interventions are in place to enable sustainable business results.

The Senior People Partner will also lead, guide, and coordinate a team of junior professionals and graduates. The role will report directly to the Chief People Officer.

Strategy Implementation

  • Effective design and delivery of an integrated HR strategy in line with business and HR priorities.
  • Provides support to the CPO in relation to the implementation of business objectives and strategy.
  • Implement processes linked to Integrated Employee Value Model which drives a culture of high performance, such as onboarding, probation, Balanced Scorecards, Individual Development Plans etc.
  • Leads, facilitates, communicates, and monitors the implementation of various HR initiatives within the Group

Development and Delivery of Process

  • Identify and deliver continuous improvement/best practice initiatives. Develop processes within the operational framework to ensure robust HR Management.
  • Communicate changes of policy and/or process within the company.
  • Develop and implement a set of commoncore business processes, standardised on best practice to support both the Company and the department's HR activities.
  • To review and revise these processes in liaison with the CPO and all other senior staff to ensure they meet all requirements efficiently.
  • Execute overall day to day operation of the HR function but not limited to HR admin, review of policies and procedures, further development, recruitment and talent management, employee relations, capacity building, organisational development and change management

Stakeholder Management

  • Build effective relationships with key internal stakeholders, working closely with the management team to support the business goals while ensuring alignment with HR strategies.
  • Identification and delivery of effective HR Solutions to enable the change objectives to be met.
  • Provision of expertise, knowledge, and support to business stakeholders, provide HR advisory support on all HR related issues and decisions required across the HR value chain.
  • Partner with the business to develop business unit plans to address Diversity, Equity, and Inclusion.
  • Responsible for identifying any potential risks to the employee/manager/business relationship and escalating to the CPO when appropriate.

Talent & Performance Management

  • Engage with the business to identify, agree, and plan capability and capacity requirements to meet the business needs in line with budget and headcount plan.
  • Maintain selection strategy that provides high calibre people for immediate and future needs.
  • Manage selection and recruitment processes
  • Manage onboarding and induction process
  • Facilitate Talent Review Forums including succession planning and management for the Group
  • Champion Performance Management processes with the leadership team.
  • Provide coaching to the business area leadership team, regarding the management of others in the business area
  • Support the effectiveness of the business through the development of specific and general training and development initiatives.
  • Ensure that people policies are reflective of our employee brand and value proposition

Learning and Development

  • Identify Training needs based on operational requirements, and implement respective training interventions
  • Develop competency profile and competency mapping
  • Conduct Skills Assessments and keep record via skills matrix
  • Manage and ensure timeous submission of Annual Training Report and Workplace Skills Plan
  • Management of EWSETA Skills development levies and learnership/internship grants
  • Learnership/internship and bursary programme management
  • Introduce leadership and managerial development programs linked to succession planning

Reporting and Analytics

  • Provide business with accurate reporting as it relates to key HR metrics that will augment the business goals and drive organisational effectiveness
  • Identify trends, risks by developing and analysing HR dashboards and data and recommend insights to enable the business to facilitate and make decisions on people matters such as succession, retention, leadership development
  • Ensure all HR adhoc queries and reports are delivered accurately and timeously
  • Weekly reports, Monthly reports, and adhoc reports

People Management

  • Mentor, develop and manage all staff under supervision and conduct performance and talent management activities for direct reports.
  • Oversee the effective utilisation of systems and tools to ensure that staff knowledge is managed efficiently for continuous improvement.
  • Recognise and make recommendations for the reward o

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