Partner - Human Resources

Human Resources Partner, Central (Bloemfontein) The Human Resources Partner executes the Business Unit or Region HR frontline implementation, enablement and delivery of the people agenda. Key Deliverables The HR Partner will be accountable to achieve the following objectives: Governance Provide input in tactical meetings when required Provide inputs into the business / function unit or Region transformation initiatives when required Provide inputs into the risk mitigation and controls Prepare documentation required for sign-off / making decisions regarding tactical changes Escalations Escalate issues that will result in severe time, scope, productivity, and cost or resource impact Provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery within the delegations of authority framework Performance Ensure execution in alignment with divisional or Regional strategy Provide input into SLA approval and exception performance review Reporting Report on a regular basis to reporting manager relating to progress made within business / function unit or Region and in accordance with the measurement metrics set by the organisation Report on an ad hoc basis on specific projects as and when necessary Operational Delivery Assist the HR Consultant to manage, localize and implement the people strategy and agenda relating to: Organization Design Workforce Planning and Analytics Performance Management Talent Management Leadership & Career Management Employee Relations Facilitation of disciplinary hearings, grievances, and appeal hearings Implementation of related processes, policies and guidelines as per MTN policies and related labour legislation framework Continually monitor effectiveness and compliance with guidelines Create open communication channels regarding ER issues Advise & guide the line managers & employees on consistent application of the Disciplinary & Grievance Processes Human Capital Management (Recruitment, Selection and onboarding of candidates & Exit) Support management of headcount within the business or Region inline business goals and budgets Assess employees’ levels of Competence against the relevant profiles/frameworks Assist in compilation of competency based questionnaires to be used in the interview Facilitation of the interviews and taking an active role in the overall selection of the candidates Ensuring appointed candidates are settled with regard to HR related activities i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc. Support employee induction and orientation Ensures internal controls are complied with to minimise recruitment risk Input into succession planning and influence decisions around key posts earmarked for successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements Ensure compliance to set Employment Equity targets and policies Provide support to line management in managing the staff exit process Conduct exit interviews and produces a quarterly report on trends Performance and Talent Management Facilitate the implementation of Performance Management Process in the respective Business Units and Region Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines Support clarification of roles and responsibilities for both line managers and employees regarding the IPF Support the facilitation of action plans being put to place regarding performance improvement for under performers as identified and performed by line management; Actively Monitor Succession Planning and Ensure the Development of Key Talent; Guide and facilitate career path process together line and individual employees Implementation of talent management strategies and policies Organisational Design and Learning & Development Have an understanding of how to develop Job Profiles in accordance to MTN Methodology Coordinate all OD, culture alignment and Learning & Development interventions and any other approved interventions Management of BU organisational structures and manpower balancing Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward Human Resources policies and procedures Communicate and educate the Business units on all HR policies, procedures and processes Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc. Relationship Management Undertakes and participates in interventions (e.g. workshops) to