HR Business Partner

**How will you CONTRIBUTE and GROW?**:
The Human Resource Business Partner contributes to the business performance and profitability by proactively defining the HR people plan and executing the HR strategy.

The HRBP role is balancing direct oversight of HR efforts and employee relations with long-term strategic direction and implementation of employee hiring and retention plans to address business needs and enabling people to reach their best.

**1. Contribution to the development and the implementation of the Business Strategy**
- Challenging management on organisational effectiveness and capabilities for the future
- Building critical competencies for the organisation according to business growth or reduction needs; collaborating with Talent Acquisition (if any) for recruitment needs
- Defining, and implementing specific capability requirements for the business needs thanks to annual work force planning
- Developing succession planning strategy aligned to the business strategy and building a talent pipeline (attraction, development and retention)
- Challenge the performance and contribute to decision about performance management with the Managers
- Drive actions with the relevant support from the COEs

**2. Drive HR operational excellence**
- Driving and ensuring the adoption of HR policies while ensuring legal compliance
- Collaborating with HR CoE and HR BSC to implement HR initiatives and solve HR issues aligned with the business needs and reality
- Defining and execute action plans based on HR analytics
- Facilitate the remuneration process with the Total Rewards Manager in COE including creating awareness of employees wellness offerings and job evaluation process
- Manage the employee movement process and procedures (eg transfers, promotions, redeployment, rotation)
- Manage the employee separation process and procedures (eg resignation, retirement, retrenchment, discipline, dismissal, ill health, disability, incapacity)
- Understand labour legislation, related policies, and procedures and communicates applicability to line management and employees
- Participate in union negotiations
- Provide sound advice to ensure the organisation complies with best practice and legislative issues
- Provide first line support to line managers in dealing with disciplinary, incapacity, and grievance matters
- Sound Payroll experience i.e.; taxation, pay codes, third party payments, vendor management etc (demonstrated knowledge of having worked in a COE and BSC)

**3. Facilitate business transformation and change**
- Supporting the business in transformation stages through organisation design recommendations and change management plan anticipating social impacts. Using methodology developed by the CoE to do so
- Anticipating with managers job transformations and developing plans for up and reskilling
- Promoting new ways of working, organisational culture and continuous improvement
- Have a sound knowledge of the Employment Equity and be able to support the plan, implement actions, track and achieve milestones
- Have an overall understanding of the BBBEE scorecard and be able to interact with the external consultancy on advise per BU
- Implement clearly defined change management processes and facilitates the successful implementation of change projects
- Sound B-BBEE knowledge. Must have done verification audits and demonstrated knowledge and experience in BEE, including DTI codes of good practice, sector charters, detailed reporting and policy review. Legislation knowledge is a MUST.

**4. Employee Champion**
- Coach and provide consultancy to employees
- Implementing the Group HR development policy by promoting diversity and inclusion (career interviews, development plans, detecting talents and potentials with managers )
- Improving employee experience and engagement
- Identify learning and development needs and implement the solution in cooperation with the CoE
- Handling with the managers employees life events (disciplinary issues, promotions, demotions, mobility )
- Facilitate the remuneration process with the Total Rewards Manager in BU’s including creating awareness of employees wellness offerings and job evaluation process

**__________**:
**Are you a MATCH?**:
**Educational requirements**
- Matric Certificate
- B Degree majoring in HR and Business Science with Honours preferable

**Experience**
- 5-7 years with extensive HR Generalist Experience in a matrix organisation

**Knowledge and Know-how specific to the job**
- Human Resources, Social relations, labour law, business management
- HR expertise
- Digital savvy
- Financial / Commercial savvy
- Business acumen
- HR Legislation and legal requirements (LRA.BCEA, 189, EEA, SDA)
- Negotiation skills
- Conflict management
- Good leadership skills
- Thinking and partnering strategically
- Strong written, verbal and communication skills
- Strong presentation skills
- Strong problem solving and analytical skills
- High degree of self management, displaying an o