HR Business Partner Mea

2 days ago

Johannesburg, South Africa Gilbarco Full time

**JOB TITLE**:HR Business Partner MEA

**DEPARTMENT**:Human Resources

**REPORTING TO**:HR Director MEA

**LOCATION**: Johannesburg, South Africa

**ADDITIONAL INFO**:
**PURPOSE OF POSITION**

To partner strategically with business leaders at a MEA regional level to drive and implement talent management initiatives for the business, whilst ensuring that all related HR initiatives are implemented and operating at optimal.

**KEY RESPONSIBILITIES**

**ORGANISATION DESIGN**
- Clearly understand the business vision and strategy
- Advise and participate in Organizational Design (OD) aligned to the business strategy.
- Manage the change and communication process.
- Assist managers with determining succession gaps and implementing agreed upon interventions to close gaps.
- Continuously measure the effectiveness of the OD and change management programs in place and report to the business

**TALENT MANAGEMENT**

**Acquisition**
- Consult with business leaders to better understand the business priorities and talent needs to deliver on those priorities.
- Coach and constructively challenge managers in selecting, evaluating and promoting talent using existing tools.
- Review all Position Descriptions in line with changes within the environment of responsibility.
- Ensure standard work is followed in the resourcing process and proper on-boarding happens timely within the target date of delivery.
- Facilitate the induction and probationary processes of all new employee.
- Ensure compensation and benefit packages are aligned to budget and internal salary benchmarks.

**Talent Assessment and Development**
- Facilitate the talent development process as well as implementation of employee retention interventions in area of responsibility.
- Guide managers in setting appropriate annual performance goals in line with business priorities.
- Facilitate the performance management process and assist with performance improvement plans for non-performers.
- Consult with business leaders to determine development needs of specific teams and departments.
- Guide managers in assessing talent in their departments and setting meaningful development plans.

**Employee Experience**
- Using survey results, identify engagement drivers and assist managers to devise action plans to improve employee experience in their departments.
- Guide managers in linking survey action plans to business priorities.
- Conduct bi-annual snapshot surveys to assess effectiveness of action plans and recommend improvements where required.
- Drive Inclusion, Diversity & Equity within areas of responsibility.

**Industrial Relations**
- Liaise with external labour law experts for guidance where necessary.
- Advise managers on appropriate disciplinary action.
- Manage disciplinary process where necessary.

**ANALYTICS AND REPORTING**
- Analyse data and compile HR and statutory reports on a monthly and on annual basis whilst liaise with leadership for consolidation.
- Use analytics to support strategic decision making.
- Measure the commercial impact of their business partnering on an on-going basis.

**GENERALIST HR**
- Provide generalist HR support on employment matters to managers and employees in line with company policies, procedures and within the legislative framework.
- Review and update policies in line with Group HR policies as well as legislative requirements when necessary
- Conduct site visits (set up virtual meetings) to address any HR related challenges in area of responsibility and counsel employees where required.
- Maintain, file and update HR documents related to area of responsibility on the shared data base.
- Facilitate the collation of payroll related documentation for timely submission.
- Administer and train on the use of the internal employee HR online systems.
- Internally administer employee benefits
- Implement and drive recognition programme for the region.
- Participate in HR Projects within the limits of own competencies.

**DELEGATION OF AUTHORITY**

As per Board-approved DOA and as necessary for functions outside the DOA.

As delegated by the HR Director, when necessary.

**POSITION RELATIONSHIPS**

**Internal**
- All Business Unit Heads
- Line Managers
- Payroll Department
- Technical Training Manager
- Employees
- VBSL

**External**
- Recruitment Service Providers
- Labour Consultants
- Industry associations
- Any other suppliers

**MEASURES OF PERFORMANCE (INDICATORS)**

**Leading Indicators**
- Sustained use of Standard Work in area of responsibility
- Vacancy Aging
- Diversity slate at Talent Acquisition stage

**Lagging Indicators**
- YoY improvement of engagement level in area of responsibility
- Sustained TTF of
95%
- An improved Internal Fill Rate of >50%
- Diversity talent funnel
- #LI-DC2

**PERSONAL QUALIFICATIONS & EXPERIENCE**

**Required**

**Education/achievements**
- HR Tertiary Qualification or related

**Preferred**
- Post-graduate qualification including research methodology

**Experience/Knowledge**

**Required**
-

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