Human Capital Business Partner
2 weeks ago
**Job Number**
- 71728
**Job Type**
- Permanent
**Job Title**
- Human Capital Business Partner
**Computer Skills**
- Ms Office
**Industry**
- Pharmaceutical - Healthcare
**City**
- Johannesburg (Incl. Northern Suburbs)
**Province**
- Gauteng
- The primary purpose of the HC Business Partner is to execute the delivery of HC objectives that enables the business to achieve its goals. The job incumbent operates as a business partner providing business driven insights to support decision making and determine appropriate business and people interventions. The HCBP is responsible for supporting effective management of people within the business division a comprehensive HC service within the areas allocated. The HC business partner starts with the employee life cycle after recruitment has taken place, including employee relations and through to the exit of an employee.- KEY RESPONSIBILITIES:
- Business planning- Oversee the HC Business Partner function within the respective divisions allocated with a view to increasing culture of performance and staff engagement.
- Work closely in partnership with the HC team in SA Commercial to ensure the business area is supported effectively.
- Manage all processes and dealings with employees and line managers to act in a proactive manner ensuring preventative measures occur.
- Guiding proactively with a means to prevent future risks.
**HR Data Analytics and Insights Monitor**
- Capture and maintain a central repository of information pertaining to data on exit and stay interviews, IR related information and utilize the information to provide appropriate HC interventions as and where needed.
- Analyze data trends and metrics to inform business decisions and people and culture initiatives
- Analyses and investigate business/people issues and trends within the business unit and recommend interventions in collaboration with leadership to create HC insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
- Monitor basic and complex employee queries or concerns.
**Stakeholder Engagement**
- Provide guidance on issues related to change, employee engagement, performance management, employee relations.
- Collaborate with business areas to create innovative solutions.
- Focus on consultative support and HC solution delivery to line management.
- Support all HC products, services, process implementation including any required changes and ensure client buy-in through influencing (context, rationale).
- Monitor basic and complex employee queries or concerns
- Deliver reliable, compliant and secure HC operations in support of the business.
- Coach and guideline managers on disciplinary enquiries, IR related intervention
**Leadership and Direction**
- Managing the Employee Life Cycle after recruitment through to exit interview
- Communicate the actions needed to implement the function’s strategy and business plan within the team
- Explain the relationship to the broader organization’s mission, vision and values
- Motivate people to commit to these and to doing extraordinary things to achieve local business goals.
- Implement and initiate the objectives and plans required to support business areas growth/performance, employee alignment, performance and engagement, culture and leadership strength.
- Monitor the "pulse" of the employees to ensure a high level of employee engagement. This involves HC Business partner function, which includes basic and complex work.
**Policy Development & Implementation**
- Ensuring that solid basic transactional HC functions are managed within the function according to required procedures and standards.
- Work with the business unit to translate business needs into HC requirements and employee experience.
- Consult on all HC policies, processes and procedures by providing advice to line business
**Information and Business Advice**
- Provide specialist guidance to managers at the business unit to enable the implementation of policy, projects, and change initiatives. Drive effective execution of HC policies and processes in their business.
- Gather Insights to make robust people and business decisions, basing this on analysis of data and sound understanding of the trends. Proactively sharing insights, risks and opportunities identified with business leadership.
**Change Management**
- Ensure that OD and change management strategies are implemented and monitored
- Facilitate change management, ensuring that mínimal risk is incurred while conducting changes, and staff morale is maintained.
- Find ways to build morale, improve workplace relationships, and boost productivity
**Organizational Capability building**
- Responsible for implementing initiatives at the business unit level and may support the design of specialized or customized communications and initiatives.
- Support stretch assignments for developmental purposes within the business areas of responsibility.
- Coach
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