Senior Business Partner, HR

**Job Advert Summary**:
**PURPOSE**:

- Increase workforce productivity by optimising Human Resources systems and processes.
- To oversee the execution of talent management, organisational design, high performance culture and transformational initiatives in the relevant areas of responsibility.

**MAJOR CHALLENGES**:

- Attract and retain critical workforce talent.
- Manage relationships with line management and unions to ensure they take accountability for their people processes.
- Maintain a high-performance work system that will develop changes in organisation's size and structure.
- Working in a matrix structure.

**Minimum Requirements**:
**QUALIFICATIONS**:

- BCom (Hons) HR Management (Essential/Minimum)
- Management Development Programme (Essential/Minimum)

**EXPERIENCE**:
6-8 years Business Unit Operational Human Resources experience. General experience in Human Resources systems, Employee Relations, recruitment and selection, talent management and organisational design. (Essential/Minimum) Operational

**REQUIREMENTS**:

- Psychometric Assessment (Essential/Minimum) (To be conducted by Exxaro)
- Certificate of Fitness (Essential/Minimum) (To be conducted by Exxaro)

**Duties & Responsibilities**:** Customer, Stakeholder and Client Relationship Management**
- Manage internal and external relationships
- Establish and maintain strong relationships with Government related departments such as Department of Labour (DOL), Department of Mineral Resources (DMR) etc.
- Delivery of skills development interventions and capacity building across the organisation
- Liaise with relevant stakeholders (where applicable) to ensure that their key business requirements are met
- Monitor and give feedback to stakeholders on progress against the Service Level Agreements (SLA)
- Identify service performance improvement opportunities associated with area of responsibility
- Ensure customers satisfaction as per agreed Key Performance Indicators (KPI's) and SLA's

**Functional Excellence**
- Develop and maintain functional policies, standards, guidelines, procedures, end-to-end processes, tools, templates etc. and enforce group-wide adherence to these
- Standardise, simplify and speed-up functional processes and eliminate duplication/bureaucracy
- Identify and manage critical functional risks through appropriate mitigation plans and actions

**Functional Management**
- Engagement/communication: Communicate and engage functional employees, including virtuals. Engage with executives, operations and cross-functionally with peers. Represent the function/Company externally as required
- Governance: Ensure function adheres to governance, policies, standards, statutory and legal compliance. Entrench a culture of discipline

**Internal Business Processes**
- Support line management in the execution of their people management accountabilities
- Oversee the professional delivery and compliance of activities in all functional areas of Human Resources (HR) e.g. remuneration philosophy adherence, data management etc.
- Plan, implement and maintain Business Unit (BU) organisational structures and work levels
- Optimise existing systems and processes to enhance delivery on organisation requirements
- Partner with Line in managing all aspects of HR (recruitment, performance management, process guidelines to attract, retain and motivate employees)
- Support and advise line management in their execution of disciplinary and grievance hearings
- Partner with line to establish and execute a high-performance culture and transformational initiatives
- Advise on HR related matters
- Provide HR support and business partner input/feedback to all other functional areas of HR
- Ensure execution of Human Resource philosophy, Human Resources Management Systems (HRMS), organisational design, strategy and applicable policies for Corporate Centre
- Ensure master data integrity for reporting and management purposes
- Support end to end processes for all mega projects (ensuring legal compliance to resourcing, remuneration, and placement)

**People Management**
- Communication/engagement: Encourage open expression of ideas/opinions and foster dialogue. Seek out different opinions. Inform people of decisions, changes and other relevant information. Proactively address conflicts and initiate difficult conversations
- Culture/functional climate: Embody, translate and entrench culture and values in function, address behaviours that undermine values. Foster effective teamwork and unity

**Safe and Healthy Work Environment**
- Maintain and ensure a healthy environment, safe operations practices. Ensure compliance with all applicable Safety Health Environmental (SHE) policies/procedures in line with set standards
- Encourage a culture that focuses on safety in all operations

**Systems Management**
- Verify accuracy of system data and quality
- Ensure relevant utilisation of system and availability of system to enable Strategic HR outcome

**Behavioural Alignment*