Head of HRBP Delivery

Career Opportunities: Head Human Resources Delivery (13048) Requisition ID13048 -Posted -HR: Business Partners -Corporate HR Services -GP - Auckland Park REPORT LINE : GROUP EXECUTIVE: HUMAN RESOURCES DIVISION : HUMAN RESOURCES SCALE CODE : 120 ( Peromnes 4 , Paterson E2) POSITION ID : CLOSING DATE : 03 December 2025 Reporting to the Group Executive: Human Resources, the incumbent will beresponsible for the people agenda within Group HRBP and the driving force behind creation, implementation of people plan aligned with divisional agenda. Regarded by the customer Division as the expert in the field of People Performance and HR. To represent HR Service/ Value Chain for the specific Division customer. Provide HRBP Leadership services and program delivery of all human resources, as well a functional leadership and process for HR Team in the division. DUTIES AND RESPONSIBILITIES : DEVELOPMENT AND IMPLEMENTATION OF GROUP HRBP STRATEGY (STRATEGY ALIGNMENT) Provide HR Leadership role for a GROUP HRBP and ensure alignment with SABC People Strategy, as well as develop the People Performance Index/Metrics which is approved by Divisional Leadership. Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees. Analyses Divisional’s business plans and determines their implication on the GROUP HRBP HR programmes and practices. Using the divisional knowledge obtained, assesses current GROUP HRBP HR practices and programmes for relevance and impact. Determines whether or not to continue, amend or discontinue with such programmes and practices and which new HR initiatives are required. Proposes a plan of action, obtain approval and buy-in, designs and/or source solutions and facilitate implementation and follow-up on results. BUSINESS OPERATIONAL EFFICIENCY HUMAN RESOURCES EXPERTISE To provide Human Resources process leadership and consultation for the entire GROUP HRBP, as well as take full accountability for the entire interventions and activities thereof. a) Value, Work Culture and Leadership Alignment Uses understanding of appropriate work cultures, designs an appropriate leadership models and assesses present leadership styles against model and where appropriate designs and/or source and implement interventions to affect necessary changes on leadership behaviours. To facilitate individual, team and organisational development programmes. b) Growing performance capability Applies understanding and knowledge of the client’s business and strategies to determine how changes to work profiles and performance management can best be utilised to achieve business performance requirements. Provides consulting service to Corporation colleagues with regard to work profiles and performance management. Facilitate the implementation of ALL HR and Diversity Management interventions. c) Advance HR Capability As a subject matter expert in one area of human resources and delivers proven solutions in HR practices. Shares knowledge with HR colleagues. Coaches HRBP Leads/Colleagues. Establishes and participates in the development of learning networks across the organisation. Participates in the activities of Centres of Excellence. Contributes to the development of HR capabilities by participating in cross GROUP HRBP work teams. Designs workshops to address specific developmental areas. d) Work and Competency Profiling Facilitates the integration of work profiling with other HR processes within the Division. Continuously benchmarks and networks to adapt/improve current work profiling approach to effect the outcomes. e) Program delivery and operational implementation Enable and facilitate HR areas such as recruitment and selection, rewards, retention, performance development and appraisal, career and succession planning, employee development, labour relations and organisational development. Pro-actively but always in agreement with Divisional leadership, researches, scopes and develops HR programmes for delivery, ensuring the roles of sponsors, change agents and those affected by the change are taken cognisance of. Accountable for translating capability analysis programs into competency-based talent management interventions which are inclusive of selection, development which is compliant to all legislative frameworks. f) Labour Relations/Counselling Provide advice and become actively involved (Manages) in addressing ALL disciplinary issues within area of control and in liaison with the Head of Labour Relations, where applicable. Transfer coaching, mentoring and counseling skills to line to enable them to become better people leaders. Provides counseling and acts as a coach. GOVERNANCE, RISK AND COMPLIANCE Ensure all statutory requirements and processes are in place and fully functional (e.g. Business Unit Labour Consultation Forum, Employment Equity Forum, Skills Development Forum etc). Monitor and report on the operational risk and compliance matters within the human resources business partnering environment. Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes procedures and report any non-compliance, gaps and make recommendations to rectify Implement Risk Management Plans and actions in line with organizational Risk Framework. Identify internal risks and develop mitigation plans (that is controls); as well as monitoring the implementation Custodian of procedural and substantive fairness across the Cluster/Division and hold team accountable and responsible for upholding the same. Responsible for proper governance, ensure controls are in place, as well as being an administrative expert of own divisional work. STAKEHOLDER MANAGEMENT AND CHANGE MANAGEMENT Ensures involvement in the change process. Identifies stakeholders and possible effects of the change programmes on the stakeholders’ interest. Analyses changing business circumstances and identifies and suggests interventions to address internal requirements and external changes. Challenges status quo by comparing it to an ideal or a visionary state. Identifies and bring to bear innovative practices when managing change. Provides training and support for dealing with change. Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results. Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements. Ensure involvement of various stakeholders in divisional people processes by creating platforms of engagements. LEADERSHIP AND PEOPLE MANAGEMENT To lead, develop and manage the entire GROUP HRBP service offering and team within the SABC; Demonstrates competence, respect and ethical leadership for the entire team and function with the GROUP HRBP. Champion periodic assessment of team’s and functional performance across the GROUP HRBP. Champion the development of individual and teams to ensure delivery of greater results. Establish and maintain effective win-win working relationship with Executives, employees and their representatives through an environment that fosters communication and co-operation. Promote and foster a culture and environment that is productive, open and empowering, safe, inclusive and equitable. Coach others to behave and make decisions in line with SABC Values and Behavioural Code INHERENT/MINIMUM REQUIREMENTS QUALIFICATIONS A Degree (NQF 7) in Human Resources and/or Industrial Psychology/or relevant field at NQF 7. Postgraduate qualification majoring in HRD/OD/ Industrial Psychology and/or other related area/Registration as an Industrial Psychologistwill be an advantage EXPERIENCE Ten (10) years generalist Human Resources experience, Four (4) years’ experience in HRBP Lead/ Manager capacity. KNOWLEDGE Demonstrates in-depth understanding of HR theories and best practices regarding behavioural drivers for improving and sustaining working relationship; Thorough understanding and capability in Individual, Team and Organisational Development processes. Demonstrates in-depth understanding of Emotive, Behavioural and Leadership Development processes. Demonstrates results in delivering labour relations, coaching, counselling and mentoring programs and best practices, as well as methodologies. Demonstrates in-depth experience in Conflict Resolution Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback. Working knowledge of the legislative framework governing human resource practices in the country. #J-18808-Ljbffr