HR Business Partner

4 weeks ago

Cape Town, South Africa Lead Capital Group Full time

**Role Purpose**

**HR Strategic Planning**
- Provide management oversight and leadership.
- Develop an HR strategy for the business which is in line with the organizations, goals and objectives.
- Develop and implement a manpower planning helping the new/existing staff to have the needed staff with the right competence on time.
- Devise and implement metrics as and when needed.

**Hiring & Recruitment**
- Oversee full-cycle recruitment process
- Directly recruit senior-level positions; Employ traditional sourcing strategies, actively network and employ innovative, creative recruiting methods to hire the best talent
- Facilitate and coordinate recruitment and selection process according to EE policies and procedures; set in place the recruitment officer as appropriate;
- Coordinate recruitments and orientations/transition of both new/ exiting staff staff.
- Review and approve job position requests, job descriptions and make recommendations, ensuring accuracy and consistency
- Coordinate vacancy posting in internal and external media as appropriate.
- Coordinate interviews and provide interview outcome summary.
- Ensure, the tracking system of the recruitment process and compile monthly report on recruitment are maintained.
- Review all job offers and contracts and ensure internal equity

**HR Administration & Compliance**
- Co-Lead implementation for EE
- HR Operating Policies and Procedures
- Oversee HR-related administrative duties and ensure they are compliant with existing BCEA reporting requirements
- Ensure Policies and procedures are in compliance with all labor laws,.
- Ensure Staff Handbooks are developed and in place; Review of policies and procedures, making recommendations
- Ensure, File and update of all staff personnel and statutory documents and ensure that all staff information are properly kept, updated and confidentially maintained
- Monitor and coordinate staff contract management.
- Lead exit management procedure to ensure seamless and positive transition for exiting employee
- On an as needed basis liaise with the labour attorney on HR issues that requires legal interpretations
- Represents LCG in HR consortiums meetings; mainly EE

**Compensation & Benefits Management**
- In partnership with the Owners, define and review salary structure
- Facilitate administration of staff benefits and compensation in line with payroll ; e.g. incentives & bonuses
- When possible, ensure the budgeting and implementation of an HR payroll system in place
- Ensure the process of the monthly HR payroll documentation on timely basis ensuring completeness and accurate documentation
- ensure all staff are properly oriented and trained on the completion and submission of Daily attendance sheets.

**Performance Management**
- Lead the performance management process including creating a plan to manage annual reviews, conduct training on goal-setting, utilize budgets to organize development activities and work one-on-one with managers and employees
- Coordinate and ensure timely completion of the annual performance evaluation process.
- Coordinate and ensure timely completion of the annual merit plan process
- Employee Relations & Discipline
- Lead all employee relations with professional grace; lead investigations to resolve issues/conflict in the workplace with close collaboration with CCM, TL, Ops Manager
- Act as an impartial mediator in disciplinary procedures and ensure it is administered in an equitable and fair manner and meets all legal and labor regulations and requirements
- Maintain an effective negotiation process and harmonious employee/employer relationship
- Advise supervisors in determining appropriate disciplinary plans of action

**HR Team Management**
- Serve as the primary source of HR knowledge in response to employee and/or Management requests, be well versed in IBCEA,LRA, and provide weekly, monthly and quarterly HR metrics as required
- Ensure all Generalist HR activities are carried-out in adherence to these standards
- Work with the Senior Management team to determine workforce needs, identify competency gaps, and devise a development and workforce plan to facilitate roles and staff retention
- Manage, train, mentor HR team; including performance objectives, recruitment and commitment to development

**Staff Care**
- Develop supportive plans of action for staff care as part of the overall response strategy, ensuring a comprehensive approach to support the well-being of staff and foster a positive working environment. Recommendations in this plan should address actionable activities and advice to support the morale and the social, physical, and psychological well-being of staff.
- Conduct assessments for staff care needs within office
- Work to actively engage in building trust with staff at all levels and in all roles.
- Conduct formal and informal trainings and ensure structures are in place to support stress management activities and structures.
- Utilize various methods to understand

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