HR Business Partner

2 weeks ago

Durban, KwaZulu-Natal, South Africa Charm Recruitment Agency Full time

Reports to:
Head of Human Resources

Location:
Durban

This position is for one of the top 10 law firms in South Africa, previous experience working within a law firm is a huge advantage

Role Summary/Objective


The HR Business Partner (HRBP) formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organisation in designated practice areas and business units.

The position serves as a consultant to management, directors and employees on human resource-related issues, and acts as an employee champion.

The role assesses and anticipates HR-related needs, and continuously seeks to develop integrated solutions.

Skills and experience required

Qualifications:

  • Post graduate degree in Human Resources/Industrial Psychology.
Experience

  • Minimum of 5 years progressive experience as a Human Resources Generalist, preferably within a professional services environment i.e law firm or banking services.
Skills, attributes and knowledge

  • Demonstrated knowledge in employment law, recruitment, employee development, change management activities, and the HR regulatory/statutory environment.
  • Proven competency in the following areas: conflict management, problem solving, customer service, initiative, planning and organisation, performance management and relationship management, consultation, communication.
  • Successful professional experience concerning issues of integrity and trust with a demonstrated ability to maintain high levels of confidentiality.

THE ROLE
HR Business Partnering & Service Delivery

  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Proactively analyses trends and metrics to provide input into developing solutions, programs and policies.
  • Provides guidance and input on practice group/business unit restructures, workforce planning and implements succession plans for key talents and key job positions
  • Actively identifies gaps, proposes and implement changes necessary to mitigate risks
  • Acts as the performance improvement driver and provokes positive changes in the people management portfolio
  • Attend Practice Group and Department team meetings and be an active contributor to the standing HR Agenda
  • Challenges the organisational structure of the business unit and proposes changes to manage costs and efficiencies
  • Proactively supports the delivery of HR processes and governance to ensure consistency to mitigate risk to the business.
Talent management and career development

  • Ensure that job descriptions for each approved role are current and have been evaluated using the Paterson methodology;
  • Ensure all Directors and Associates in own area of responsibility have a functional understanding of the Associate talent programmes (i.e. Bridging Development Programme (BDP), Directorship Academy programme, Procom process, Cornerstone Associate appraisal system) including the use of the Associate performance scorecard through proper communication and training;
  • Engage monthly with Associates, Sponsor Directors and Team Leaders on Associates'' performance, and collate feedback reports for quarterly BDP discussions with the Chairman and MD;
  • Engage monthly with Managers and employees regarding individual and team performance to proactively manage performance in support teams.
  • Ensure Associate Mentorship programme is managed;
  • Responsible for the implementation of Cornerstone midyear and final year review
  • Training of all users in area of responsibility on Cornerstone, the electronic performance management system;
  • Work with the HR Administrator to ensure proper coordination of the biannual performance process and moderation and finalisation of appraisal ratings as per agreed timelines in area of responsibility;
  • Ensure that an effective performance management system is maintained at all times with a strong focus on continuous improvement;
  • Facilitate the career development processes between the various gateways from CA to Salaried Director level, ensuring that Directors and Associates alike have an appreciation of the requirements for promotion;
  • Engage with and manage staff on flexible work arrangements.
Employee relations

  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations;
  • Provide specialist employee relations advice and guidance to Directors, Managers and employees with particular focus on discipline management, poor performance, grievance and manage absenteeism, to ensure acceptable levels of individual employee performance;
  • Manage employee activities in order to ensure best possible relationship and conformance to fair and best IR/LRA practice and lawfulness is maintained, and ensure that knowledge of IR/LRA/BCOEA/EEA is current at all times;
  • Lead evidence on behalf of the company in internal disciplinary hearings as and when required;
  • Issu

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