Department of Human Resources

3 months ago

Pretoria, South Africa University of Pretoria Full time

**UP Professional and Support**:
DEPARTMENT OF HUMAN RESOURCES

HUMAN RESOURCES BUSINESS PARTNER: PARTNERSHIPS AND SERVICES (TWO POSTS)

PEROMNES POST LEVEL 6
- The University of Pretoria's commitment to quality makes us one of the top research Universities in the country and gives us a competitive advantage in international science and technology development._

To provide first-line human resources services and advise line managers on HR strategies, policies, and procedures. The HR Business Partner will serve as a key interface between the HR department, line management, and employees at the Faculty or Professional Services Department by providing an effective and efficient HR service that is aligned to the strategic objectives of the University.

RESPONSIBILITIES:
The Business Partner will:
**Strategic HR Business Partnership**
- Lead and manage the implementation and delivery of key HR initiatives in the Faculty or Professional Services department, across the full spectrum of the employee life cycle, which will include but not be limited to the following:

- Talent management and succession planning management,
- Talent acquisition, sourcing, attracting, and selecting top talent for UP. Implementation of the recruitment strategy, conducting interviews, and managing the hiring process.
- Managing employee onboarding process, which lead to the seamless integration of the new employee into the business. Assisting them to understand the organizational culture and their role in the business
- Training and development,
- Employment equity and transformation,
- Organization development and design,
- Employee relations,
- Workforce planning, recruitment, and selection,
- Remuneration and benefits and related HR administration.
- Create and drive the HR agenda for the University and ensure alignment with the overall UP strategy.
- Embed the University’s core values in all people's practices; supporting the cultural transformation of the business and driving improvements in engagement and recognition.
- Partner with the line manager in defining and implementing strategic HR interventions that enable or enhance the achievement of business objectives.
- Drive a high-performance culture focusing on coaching, continuous improvement, and building HR capabilities.
- Coach and develop agile and resilient line managers who can manage through continuous change whilst engaging their teams.

**Relationship Management and Communication**
- Initiate, build, and maintain strong positive partnerships with key stakeholders at all levels of the institution, identify workforce issues, and provide appropriate interventions;
- Make a positive contribution to performance improvement of portfolio areas;
- Work collaboratively and in partnership with all other members of the HR department;
- Build trusted, cross-cultural relationships and collaborate with employees, line managers, trade unions, and other stakeholders to drive the delivery of the business and people strategies;
**HR Governance, Risk and Reporting**
- Implement HR business processes and report on levels of compliance;
- Identify and address HR-related risks (including potential risks) and develop strategies and implementation plans to minimize and or eliminate risk;
- Drive governance and compliance with HR policies;
- Forge and encourage close working relationships with all stakeholders to deliver on their respective service level agreements;
- HR analytics collect, analyze, and interpret HR data to provide insights on workforce trends, employee engagement, talent management, and other HR-related metrics.
- Coordinate and compile monthly, quarterly, and annual reports to drive strategic HR Business partnering agenda.

MINIMUM REQUIREMENTS:

- Honours degree or equivalent postgraduate qualification in Human Resource Management, Industrial Psychology or related field;
- Five years of HR generalist experience;
- Staff supervision experience;
- Possession of a valid driver’s license.

REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):
COMPETENCIES
- Broad technical knowledge and skills in selection, recruitment and placement, employee relations, talent management (learning and development, performance management, workforce planning, and succession management), remuneration and benefits and organizational development;
- Exceptional written and verbal communication skills;
- Advocacy, facilitation, and mediation skills;
- Applied knowledge of the Immigration Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, and the Labour Relations Act;
- Computer literacy in MS Word, Excel, and PowerPoint (Intermediate level);
- Knowledge and experience in an HR system which includes data capturing, extraction, and analysis of transactional data;
- Knowledge and skills in project and change management.

RECOMMENDATIONS:

- A Master’s degree in Human Resource Management or Management
- Relevant experience in a higher education or s

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