Head Human Resources 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 : 28 NOVEMBER 2025 Reporting to the Group Executive: Human Resources, the incumbent will be responsible 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.