Human Resources Business Partner

2 weeks ago

Durban, KwaZulu-Natal, South Africa Recruitment and Consulting Specialists Pty Ltd Full time

Key Responsibilities:

Employee Relations
Advise and support line manager with regards to all ER queries including misconduct, performance improvement, disabilities, disciplinary enquiries and CCMA cases
Ensure all ER procedures meet both procedural and substantive fairness principles and are in line with Business policy and current legislation in order to minimise risk to the Business
Support line managers by drafting letters of concern, warnings, drawing up charges and on the outcomes of disciplinary enquiries
Advise and guide, line managers to ensure consistency in terms of sanctions and practice of Disciplinary and Grievances processes
Support line managers with medications of sensitive matters with in their teams
Respond to all appeals from employees related disciplinary enquiries
If required, represent the Business at CCMA on relevant matters and ensure bundles and witnesses are prepared in time for the CCMA hearing
Conduct all processes in a manner that upholds integrity and the Businesss values and all other good governance principles
Liaise with preferred Service Provider(s) on matters that are outside of our scope or area of expertise to ensure standards are maintained
Maintaining good knowledge of all the relevant labour legislation (BCEA, LRA, EEA, SD etc.)
Monitor all trends relating to employees (late-coming, absence, prior discipline etc.) and advise management on a course of action in line with Business policy
Recruitment
Promote the use of the online exit interview survey for all leavers

Conduct one on one exit interviews using the information obtained from the online survey with all employees in high turnover departments or scarce skills.

Coordinate work experience for students, where possible within departments to build future talent pipelines
Support Business initiatives to scout for future talent, by way of career fairs etc.
Drive performance and career discussions within your departments to ensure employees are clear on their current performance, any learning needs are identified and addressed, and career aspirations are validated
Coach and support line managers on how to hold effective performance and career discussions including supporting their teams in creating goals and a development plan at all levels (IStrive)
Educate and advise line managers on performance improvement meetings
Facilitate action plans being put in place regarding performance improvement for under performers in accordance with Business policy and prevailing legislation
When vacancies or new roles occur, ensure that succession plans are reviewed in keeping with promoting from within.
Organisational Effectiveness/ Development
Encourage the recognition of employees through interventions such as long service awards and birthdays
Support the culture and communication initiatives with the departments and across the Business as required
Analyse Culture Survey results for departments and partner with line managers on communication and next steps needed.
Support or facilitate feedback sessions (focus groups) regarding Culture Surveys resulting in action plans for proposed way forward
Manage and coordinate all planned wellness initiatives as per the wellness calendar for the year, with internal and external stakeholders
Ensure trauma counselling takes place when employees have incidences where counselling is required
Support employees with any queries which relate to medical aid, retirement fund, payslips and or leave etc.
Monitor all sick leave trends on a monthly basis to ensure adequate support for employees that may require EAP assistance and or the need for other interventions like temporary disability
Assist and guide, line managers through the disability process in line with the Business policy and relevant legislation
Assist line managers with injury on duty (OID) claims process and liaising with the relevant parties
Driving Business interventions like Amazing Service to promote a service-oriented culture
Analyse onboarding survey results to ensure continuous improvement of Business practices and advise on possible ways forward to ensure we move towards our goal of being an employer of choice
HR Governance
Comply with Business policies and procedures and prevailing legislation that govern HR practices and principles
Review HR policies and process documents to ensure that they remain relevant and in line with business needs
Adhere to the procurement process when sourcing vendors for recruitment and planned HR events
Maintain strict confidentiality at all levels and at all time
Learning & Development
Conduct training needs analysis to identify training needs and or skills gaps through constant liaison with line managers
Partner with Learning and Development to identify and source appropriate learning interventions based on Business and individual needs
Support Learning and Development in linking training interventions to Employment Equity and succession plans
Support line managers in identifying and nominating emp

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