Human Resources Business Partner

2 weeks ago

Johannesburg, Gauteng, South Africa Liyema Consulting Full time

Purpose of the job

The HR Business Partner serves as a strategic advisor or consultant to assigned business unit(s) to proactively develop HR solutions for business needs.

The HRBP collaborates with the business unit executives, HR Centres of Excellence to help implement HR policies and programs.

HRBP applies awareness of the business units operational goals and objectives when implementing HR programs and addressing escalated HR issues.


The HRBP also acts as an employee champion and change agent, delivering effective talent management solutions that maximizes employee engagement.


The HRBP has deep business acumen, solid understanding of HR, excellent analytical, conceptual and strategic skills as well as an ability to demonstrate high personal impact and influence to build a strong trusted advisor relationship with business leaders.


Key responsibilities

Strategy

  • Effective and efficient implementation of strategic projects.
  • Assess the current state of the business unit, proactively identify issues, and collaborate with other HR professionals to develop programs and solutions.
  • Identify opportunities to support the business talent agenda and make recommendations to develop appropriate solutions.
  • Proactively identify, analyze, and assess any BU strategies/initiatives, etc. that may pose a risk to the organization and influence the plans needed to address the risks.
  • Support delivery of diversity and inclusion HR programs or initiatives.
***
Change Champions

  • Develop and maintain effective working relationships with business unit managers and employees and work closely with them to implement solutions to meet their current and future business needs
  • Serve as employee advocate when involved in the design and/or implementation of HR programs.
  • Proactively identify and monitor Human Resources Business Practices Risks in the allocated area;
  • Ensure the allocated areas adherence, monitor Human Capital Governance in the workplace;
  • Provide guidance to managers in terms of the entire Human Capital Value Chain and ensure adherence;
  • Ensure key Human Capital practices are applied correctly by stakeholders in the employment relationship.
  • Employee Engagement
  • Employment Relations (incl. Conflict Resolution)
  • Talent Management (Attraction
  • Recruitment & Retention
- incl. Career and Succession Management)

  • Employment Equity/Transformation
  • Quarterly Performance Management
  • Reward & Recognition Management
  • Exit Management
  • Drive culture initiatives
  • Drafting and implementing policies
  • Identify training initiatives
Business Partnering

  • Effectively utilize other Human Resources team expertise to nature mutual beneficial relationship with allocated clients;
  • Establish and maintain visibility with the client portfolio to keep abreast with current affairs in the allocated area;
  • Support all stakeholders to ensure that Transactional matters are promptly identified, captured and resolved.
  • Support managers and staff to keep acceptable levels of engagement and guide on best practices;
  • Provide counsel to employees and managers on matters of distress that stand in the way of adequate
  • Represent Human Capital in designated Management Forums;
Reporting

  • Report to designated business forums on compliance and progression, and advise on remedial actions;
  • Compile and present requisite reports e.g. Employment Equity Status, Skills Audits, Talent Pools, Career Advancements, Turnover Trends etc. as prescribed intervals;
  • Regularly provide analysis that assists with astute people management decision making as they impact the overall direction

Qualifications

  • People Management Bachelors degree or suitable equivalent
  • Further education would be an advantage

Experience

  • At least 5 8 years in a generalist role;
  • 5 8 years people management where applicable;

Knowledge

  • Relationship/Stakeholder Management
  • Art of Consulting Principles and Practices
  • Organisational Effectiveness Principles
  • Systems Theory Appreciation
  • Labour Laws (LRA, BCEA, EE, BBBEE, OHSA)
  • Talent Management
  • Performance Management
  • Employee Engagement
  • Learning and Development (Skills Development Framework)
  • Project Management
  • Facilitation
  • Coaching (Employees and Managers)

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