Human Capital Business Partner

7 days ago

Johannesburg, South Africa Fempower Personnel Full time

Our client in the Car Rental industry is looking for an HCBP to manage designated regional/departmental HR functions to contribute to and ensure the implementation of HC strategy and policy at regional/departmental level.

**Key deliverables and outputs**
**1. Strategic/Financial**
HC Advice and Consulting
? Visible, regular and continuous engagement with Line Managers and Employees to assess business needs
? Support Line Managers to define/identify people priorities in areas of responsibility
? Support Line Managers by providing people-related advice, best practice and solutions relevant to the need
**2. Operational**
HC Governance and Risk Management
? Ensure HC processes and procedures are governed and consistently adhered to
? Ensure compliance with policy and legal requirements
? Proactively identify and mitigate people-related risks
Workforce Planning and Talent Acquisition
? Review workforce planning, in conjunction with GM/senior leaders to support effective resource optimisation in line with
talent requirements and templates
? Review organisational structures with Line Manager to determine fit-for-purpose structure in line with strategy
? Contribute to the sourcing strategy for area of responsibility to support workforce requirements (Talent Pool) with focus on
internal transfers and promotions where possible
? Utilise approved recruitment service providers for critical and scarce skills in the market where necessary
? Manage and monitor the recruitment process in line with agreed SLA with the talent acquisition team (time to fill vacancy)
? Ensure that Line Managers are continuously informed on progress
On-boarding & Learning and Development
? Coordinate and / or facilitate the implementation of on-boarding programme for all new employees
? Ensure competency assessments are conducted on request
? Identify and monitor learning and development gaps/needs in area of responsibility
? Ensure that all employees have a skills matrix and ensure that it is actioned accordingly
Performance Management
? Guide Line Managers in cultivating a performance driven culture, in line with Organisational Development direction
Reward & Recognition
? Ensure people are paid equitably in line with the Remuneration and Benefits policy
? Identify pay anomalies and recommend remedial actions in consultation with GM / Departmental Head
? Ensure implementation of remedial actions (if approved) and communicate to affected employees
? Analyse increase and incentives data
Succession Management
? Assist OD in facilitation of the Intellectual Capital Review (ICR) process (including career management) and ensure that
feedback is given by Line Managers to individuals discussed
? Assist OD in facilitate HIPO identification process and monitor development, plan progress and movement
? Facilitate succession management process and in conjunction with OD, ensure that succession pools are in place for key
positions
Employee Relations
? Conduct stakeholder analysis and develop an engagement plan to ensure that all stakeholders are appropriately
engaged/consulted/communicated
? Support and guide Line Managers on all consultation and legal processes including attendance lists and minutes
? Facilitate conflict resolution between Employees
? Support and guide Line Managers on the grievance procedure and keep record of attendance registers
? Manage grievance in line with the grievance procedure
? Support and guide Line Managers on the disciplinary investigations
? Ensure substantive and procedural fairness is maintained in Corrective Conduct Reviews (CCRs) in line with employee
relations training and Employment Code
? Prepare and represent the company with support of National HC Manager at CCMA conciliations
? Assist National HC Manager in preparation and representation of evidence for CCMA arbitrations
grievances, investigations, CCR's and CCMA matters for filing
? Observe and alert the National HC Manager of all potential risks, changes to conditions of service, including job content)
where there is a potential people impact.
? Support and guide Line Managers on the people impact assessment
? Conduct ER analysis to identify trends on disciplinary cases, grievances, wellness-related issues and recommend
remedial plans to Line Managers
? Initiate wellness days to promote employee well-being in line with identified remedial plans and ER wellness calendar
? Monitor and track implementation of the approved remedial plans
? Promote and advise employees to make use of ICAS services for any wellness related issues
Transformation & Diversity
? Constitute and ensure that an EE/SD Forum representative of the workforce is functional and in line with legislative
requirements
? In line with business requirements and workforce planning, ensure adherence to the EE and Diversity plan (to be
approved by the EE/SD Committee and General Manager) for area of responsibility and monitor adherence thereof
? Track and monitor staff movements and ensure appointments, p

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