HR Business Partner

2 weeks ago

Johannesburg, Gauteng, South Africa The Independent Institute of Education Full time
The IIE (Pty)

Ltd is the registered provider of higher education which is delivered through the following educational brands:
Varsity College, Vega School, Rosebank College and IIEMSA.


The Independent Institute of Education's Central Academic Team (CAT) is responsible for the academic leadership and governance of the work done at the brands while each brand is managed as a business entity by its own divisional management team.


The IIE, as registered provider, has ultimate responsibility for registration, curriculum delivery, assessment and certification of all education on these sites as well as for relationships with external partners particularly in the regulatory and accreditation arena.

The IIE operates through six faculties and has established academic operations, compliance and academic leadership infrastructure and processes.

The IIE's Central Academic Team have a vacancy for an HR Business Partner at The IIE's offices based in Sandton.

Direct Reporting Line:
Director - The IIE

Key Purpose Statement:


The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company strategic goals.

The positioning of the Central Academic Team is evolving in alignment with the new business model of developing 'University status'.

The HR Business Partner will be integral in running standard HR generalist practices, whilst leading the human capital agenda in the changing landscape of academics across the organisation.

The HRBP will be well positioned to represent the IIE and its human capital methodologies and endeavours.

Duties and Responsibilities:

***
Design and Implement HR Plan

  • In partnership with the leadership and management team, develop and implement the HR plan to enable the unit in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
  • Provide proactive support, advice and solutions to the leadership team and deliver input to CAT strategy.
  • Develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
  • Monitoring the HR plan and action achievements and report on status.
  • Resourcing of the HR function in order to execute the plan.

Talent Management

  • Develop and implement a talent management plan.
  • Design and implement a succession plan and assist line managers in completing these (succession) plans and identifying key talent.
  • Identify and propose effective talent retention programs for key/scarce skills.
  • Implement a robust training and development plan for key talent to ensure development and retention.
  • Advise/ guide staff in personal and career development

Talent Acquisition, planning and on-boarding

  • Develop a recruitment plan and create a 'key/scarce' skills pipeline in anticipation of business trends and growth
  • Compile Annual Workforce plan (to include retirement, resignations, vacancies, achievement of EE targets etc.)
  • Management of the onboarding process.

Transformation and Inclusion

  • Design a clear business transformation and inclusion plan.
  • Identify or create opportunities to identify, recruit and retain diverse talent.
  • Drives transformation and inclusion initiatives across the organisation.
  • Tracks and reports on achievement of transformation and inclusion targets and initiatives.

Organisational Cultural Initiatives

  • Develop initiatives in order to uphold the culture of the organisation.
  • Roll out the values and behaviours initiatives to inculcate the culture of the business.
  • Assess consistency of culture across the business and provide education on brand culture.
  • Managing change across the business to ensure that the messaging is in line with the culture and brand.
  • Development and implementation of an employee wellness programme.
  • Monitor and track the impact and relevance of the employee wellness programme.

Enabling a High Performance Culture

  • Roll out of the Performance Success process and ensure the training and education of managers and employees to drive employee productivity and effective working relationships.
  • Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams
  • Manage the performance management cycle and system support. Ensure the performance management process is implemented, well understood and enables managers in managing their employees.

Compensation and Benefits (Total Rewards)

  • Manage salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
  • Identify salary anomalies and problem areas and advise on solutions.
  • Manage the annual salary increase process and ensure it is aligned to the performance management process
  • Implement the required incentive structures to ensure the desired outcomes are achieved and appropria

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