Human Capital Business Partner X2

2 weeks ago

Midrand, Gauteng, South Africa DBSA Full time
The purpose of the Human Capital Business Partner (HCBP) role is to deliver an all-inclusive suite of human capital
services, policies and processes in support of enabling business in achieving its goals and embedding the corporate
culture.

Key Responsibilities:

Human Capital Strategic Focus, Planning and Governance
Work proactively as a strategic enabler with business to ensure strategic objectives are achieved by
helping shape strategies that connect people practices to high performance.
Work closely with DBSA management to identify people challenges and priorities, create and implement
the right people solutions and implement the human capital suite of products and services to enable
business to achieve its goals.
Provide inputs and insights to the development of human capital (HC) strategy/ies and action plans in
line with the DBSA vision, strategy, and goals of the organisation.
Drive the implementation of the HC strategy, action plans and policies in areas of responsibility.
Build productive relationships with business and HC Units that improve collaboration, break down internal
silos and facilitates a more connected way of working that supports the espoused culture of the DBSA.
Collaborate with internal HC Units to solution appropriate human initiatives and interventions to enable
business to achieve its strategy and goals.
Monitor HC governance and risks through facilitating the refinement, development and implementation of
HC policies and procedures for the DBSA.

Human Capital Business Partnering
Implement HC initiatives; these would include amongst others: talent management, talent acquisition,
career management, succession planning, workforce planning, performance management, performance
management, learning and development, remuneration and rewards, organisational design,
deployments, employee engagement including culture, human capital policies and procedures, employee
relations and employee wellness.
Provide HC advice, guidance and support to line management and staff in conjunction with the HC
Deliver/ implement HC strategic and support services to business, amongst others, as follows:

  • Facilitate the development of divisional short-, medium
- and long-term workforce strategies and plans
to ensure that each division has the required skills and capabilities to deliver on the objectives.

  • Create a pipeline of talent through effective talent management, succession planning and career
development management.

  • Provide effective talent acquisition and resource mobility management services and solutions to
business.

  • Facilitate the performance management process to ensure effective performance management is
conducted in line with the performance management plan.

  • Build business capability through collaborating with line managers to actively identify learning and
development needs and execute accordingly.

  • Act as a HC change management champion by driving the implementation and adoption of new or
amended policies and processes.

  • Facilitate the process of incapacity management and occupational injuries in line with the prescribed
processes and legislation.

  • Review remuneration and benefits queries and collaborate with the remuneration team to ensure
resources are attracted, motivated and retained.

  • Provide guidance to business on labour relations matters including but not limited to managing conflict
in the work environment and disciplinary cases in collaboration with the Senior Legal & Labour Relations
specialist where required

  • Provide effective human capital reports for decision making and effective management of staff.
  • Monitor HC risk and develop risk management mitigating actions to mitigate any human capital or
related risks.

  • Lead and implement corporate and divisional HC projects with the allocated divisions and enable the
management team in the business to execute on the HC deliverables.

  • Manage HC Data management system and ensure accuracy of data through maintaining the quality of
HC Data on HC System (SAP) in terms of employee related information. These include new hires,
terminations, benefits, leave and any other changes required.
Interpret the HC budget as it links to divisional strategy and provide guidance thereof.

Stakeholder Engagements
Prepare presentations and reports to present to the business unit to outline HC plans and operations.
Keep the business unit abreast of the HC developments and initiatives through actively engaging the
critical stakeholders in business and managing the relationship.
Act as a key HC contact for employees to provide guidance on policies and processes.

Key measurements of outputs, amongst others:
Quality of services and solutions provided to business
All vacancies are filled within 6 months from approval to hire date
Quality of new hires
100% implementation of agreed balanced score targets
Quality of data on HC management systems
100% Implementation of approved HC polices and processes
Quality and accuracy of HC rep

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