HR Business Partner

6 months ago

Cape Town, South Africa JUWI GmbH Full time

**HR Business Partner (M/F/d)**:
Cape Town, South Africa

Work experience

Human Resources
- At JUWI you have the chance to work on a real project for the future of our planet. JUWI Hellas was founded in 2008 and is part of the international JUWI Group, one of the world’s leading renewable energy companies.
Our business is focused on deploying the highest quality Renewable Energy projects. JUWI Hellas offers a wide range of services from project development to engineering, construction and operation of RE projects.
To date, JUWI Hellas has successfully implemented PV Stations with a total capacity of more than 300MW while it operates projects with a total capacity of approximately 680MW.
We are looking for you as a
**HR Business Partner (M/F/d)**: full time - unlimited

**Your Tasks**:
**Objectives**
This role is responsible for proactively leading all aspects of tactical HR support for managers and employees across the business. Reporting to the Head of HR, the HR Business Partner will support in identifying and executing initiatives that will enable business performance in line with the full HR Value Chain. The HR Business Partner will partner directly with functional business teams and be proactive in working with managers to maximize people performance.
**Primary Responsibilities**
Policies and Procedures
- Assist with the development of HR policies and procedures
- Update presentations, procedures manuals, etc.
- Train employees on HR policies and procedures
- Ensure all employees are adhering to HR policies and procedures and provide guidance and support in this regard
- Managing and mitigating all people risks and ensuring compliance to company policies and relevant regulations

Compliance and Reporting
- Gather, capture and submit of Employment Equity data.
- Draft and monitor the EE Plans for the entire Group
- Provide information required for Department of Labour Inspections and related submissions.
- Ensure Regulatory Compliance through engagement/ collaboration with relevant internal and external stakeholders to ensure compliance with the Skills Development Act
- Compile, implement, manage, and facilitate WSP & ATR and ensure yearly submissions

Training and Development
- Review Training & Development Processes in relation to Operational Strategy quarterly, ensure accurate record keeping and alignment with BBBEE and Skills Development spend
- Conduct skills audit to ensure that critical skills gaps are identified to form part of the planned training programme and are aligned to the relevant SETAs critical skills requirements
- Maintain accurate records for all employee training and be able to retrieve such during any audits (including BBBEE)
- Ensure training effectiveness is evaluated after each training, including requirements for SETA submission and BBBEE verification purpose
- Investigate and initiate a bursary program for relevant departments
- Collaborate with management and tertiary institutions to identify graduates
- Manage closely the progress of employees who are selected for graduate development
- Review current internship program

Performance Management
- Ensure that the performance appraisal process is conducted fairly and consistently.
- Facilitate and assist line managers with Target agreements & PDD’s.
- Implementation of the full performance management cycle in the business unit/department

Onboarding
- Manage and maintain the induction process for all new starters
- Review, present & update the HR Induction presentation
- Ensure all departments are adhering to the agreed priority mapping for induction presentations
- Prepare & draft all offers and contracts of employment for new starters
- Communicate new starter details with IT and Business Admin
- Ensure all onboarding documents are sent to new starters on the day of joining
- Manage the probationary process with line managers for the company

Career Planning
- Design and implement career development programs to help employees identify their career goals and pathways within the organization.
- Work with employees & line managers to create Individual Development Plans that outline their career objectives, skills needed, and actions required for career advancement.

Succession Planning
- Develop and implement succession management, in collaboration with departmental managers
- Identify critical roles and positions within the organization that are vital to its success and continuity.
- Evaluate current employees to identify potential successors for key positions by assessing their skills, performance, and leadership potential.
- Ensure that knowledge and skills are transferred from current incumbents to potential successors, through job shadowing, mentorship, or cross-training initiatives.
- Implement leadership development programs and initiatives in support of the JUWI group leadership principles that will builds a pipeline of capable leaders for the organization.
- Continuously monitor the progress and readiness of poten

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