HR Business Partner Mea

2 weeks ago

Johannesburg, Gauteng, South Africa Gilbarco Full time

JOB TITLE:
HR Business Partner MEA

DEPARTMENT:
Human Resources

REPORTING TO:
HR Director MEA

LOCATION:
Johannesburg, South Africa

ADDITIONAL INFO:

PURPOSE OF POSITION


To partner strategically with business leaders at a MEA regional level to drive and implement talent management initiatives for the business, whilst ensuring that all related HR initiatives are implemented and operating at optimal.


KEY RESPONSIBILITIES

ORGANISATION DESIGN

  • Clearly understand the business vision and strategy
  • Advise and participate in Organizational Design (OD) aligned to the business strategy.
  • Manage the change and communication process.
  • Assist managers with determining succession gaps and implementing agreed upon interventions to close gaps.
  • Continuously measure the effectiveness of the OD and change management programs in place and report to the business

TALENT MANAGEMENT

Acquisition

  • Consult with business leaders to better understand the business priorities and talent needs to deliver on those priorities.
  • Coach and constructively challenge managers in selecting, evaluating and promoting talent using existing tools.
  • Review all Position Descriptions in line with changes within the environment of responsibility.
  • Ensure standard work is followed in the resourcing process and proper onboarding happens timely within the target date of delivery.
  • Facilitate the induction and probationary processes of all new employee.
  • Ensure compensation and benefit packages are aligned to budget and internal salary benchmarks.

Talent Assessment and Development

  • Facilitate the talent development process as well as implementation of employee retention interventions in area of responsibility.
  • Guide managers in setting appropriate annual performance goals in line with business priorities.
  • Facilitate the performance management process and assist with performance improvement plans for nonperformers.
  • Consult with business leaders to determine development needs of specific teams and departments.
  • Guide managers in assessing talent in their departments and setting meaningful development plans.

Employee Experience

  • Using survey results, identify engagement drivers and assist managers to devise action plans to improve employee experience in their departments.
  • Guide managers in linking survey action plans to business priorities.
  • Conduct biannual snapshot surveys to assess effectiveness of action plans and recommend improvements where required.
  • Drive Inclusion, Diversity & Equity within areas of responsibility.

Industrial Relations

  • Liaise with external labour law experts for guidance where necessary.
  • Advise managers on appropriate disciplinary action.
  • Manage disciplinary process where necessary.

ANALYTICS AND REPORTING

  • Analyse data and compile HR and statutory reports on a monthly and on annual basis whilst liaise with leadership for consolidation.
  • Use analytics to support strategic decision making.
  • Measure the commercial impact of their business partnering on an ongoing basis.

GENERALIST HR

  • Provide generalist HR support on employment matters to managers and employees in line with company policies, procedures and within the legislative framework.
  • Review and update policies in line with Group HR policies as well as legislative requirements when necessary
  • Conduct site visits (set up virtual meetings) to address any HR related challenges in area of responsibility and counsel employees where required.
  • Maintain, file and update HR documents related to area of responsibility on the shared data base.
  • Facilitate the collation of payroll related documentation for timely submission.
  • Administer and train on the use of the internal employee HR online systems.
  • Internally administer employee benefits
  • Implement and drive recognition programme for the region.
  • Participate in HR Projects within the limits of own competencies.

DELEGATION OF AUTHORITY
As per Board-approved DOA and as necessary for functions outside the DOA.

As delegated by the HR Director, when necessary.

POSITION RELATIONSHIPS

Internal

  • All Business Unit Heads
  • Line Managers
  • Payroll Department
  • Technical Training Manager
  • Employees
  • VBSL

External

  • Recruitment Service Providers
  • Labour Consultants
  • Industry associations
  • Any other suppliers

MEASURES OF PERFORMANCE (INDICATORS)

Leading Indicators

  • Sustained use of Standard Work in area of responsibility
  • Vacancy Aging
  • Diversity slate at Talent Acquisition stage

Lagging Indicators

  • YoY improvement of engagement level in area of responsibility
  • Sustained TTF of
95%

  • An improved Internal Fill Rate of >50%
  • Diversity talent funnel
- #LI-DC2

PERSONAL QUALIFICATIONS & EXPERIENCE

Required

Education/achievements

  • HR Tertiary Qualification or related

Preferred

  • Postgraduate qualification including research methodology

Experience/Knowledge

Required
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