Senior HR Business Partner

**1. Job Summary**
- Provide business solutions to people problems by reporting on key HR metrics, workforce retention and staffing needs. Manage and streamline new and existing HR processes, manage risk, monitor staff wellness and confirm compliance with relevant regulations

**2. Key Performance Areas**
- Improve and monitor employee productivity
- Manage HR assigned Operations for identified Business Units and or departments
- Oversee HR Governance and compliance
- Manage Recruitment, Selection and Onboarding
- Handling of Labour Relations matters for allocated Business Units and or departments
- Support SHRBP with Data Analysis and Reporting
- Oversee projects undertaken by HR
- Champion Corporate Values

**3. Key Tasks**

**Improve and monitor employee productivity**
- Monitor daily, monthly and quarterly output of HR Practitioners.
- Monitor and drive the delivery of minimum requirements within service level agreements to assigned departments.
- Oversee the talent and performance management process of direct reports.
- Develop and mentor direct reports, aligned to business objectives.
- Oversee the flow of day-to-day HR operations and effective collaboration with the line managers.
- Delegate tasks to team members and set timelines as required.
- Lead and engage the team to achieve goals.
- Achieve high quality output with regards to the team and in support of the line managers.
- Manage weekly submission of HR activity targets.
- Develop quarterly HR Metrics for the SHRBP.

**Manage HR assigned Operations for identified Business Units and or Departments**
- Plan HR initiatives to achieve the HR KPIs.
- Oversee wellness and health initiatives in the line departments.
- Analyse trends and metrics in partnership with the Senior HR Business Partner to develop solutions, programs and policies.
- Provide performance management guidance to line management (e.g., mentoring, counselling, career development, disciplinary actions).
- Provide guidance and input on business unit restructuring, workforce planning and succession planning in accordance with relevant legislation.
- Identify training needs for business units and individual executive coaching needs.
- Guide management in counselling employees and engaging in process consultations.
- Participate in the evaluation and monitoring of training programs to ensure delivery of training objectives.
- Create and maintain honest, transparent and productive working relationships with stakeholders to assist in building morale, increase productivity and staff retention.
- Align staff to business objectives.
- Manage payroll processes for accurate and timeous submissions as per defined timelines.
- Collaborate with management to develop job profiles/descriptions and preparing personal development plans for Key individuals/employees.

**Oversee HR Governance and compliance**
- Support the SHRBP in implementing the HR strategies, policies, and practices.
- Provide HR policy guidance and interpretations to line managers.
- Provide employment equity compliance data and reports, develop and maintain EE Plans and complete EE Reports.
- Support the compilation if reports to the Department of Labour including but not limited to EEA; BCEA; LRA; COIDA; etc.
- Monitor the compliance of internal HR processes to limit any financial risk to the business and report any deviations to the SHRBP and the EDHR.
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Manage Personnel Information in accordance with POPIA.
- Ensure compliance with all HR policies across the business.
- Guide and advise line managers where policy/procedural deviation is permissible.
- Support the SHRPB in the transformation process throughout the business in alignment with EEA and EEC.

**Manage Recruitment, Selection and Onboarding**
- Facilitate the recruitment team in the deliverance on recruitment requirements aligned with the company requirements (monthly; quarterly and annually).
- Deliver on accurate and relevant job descriptions, and salary benchmarking
- Keep abreast of market/industry trends.
- Co-create, drive and manage the talent pipeline process through the various feeders or intervention projects.
- Collaborate with stakeholders to develop retention strategies to retain the right talent.
- Collaborate with management to develop contract terms for new hires, promotions and transfers.
- Introduce, drive, and live the corporate values through the entire recruitment and onboarding process.
- Run the orientation and onboarding processes and identify areas of improvement.
- Monitor and uphold compliance within the internal and external recruitment process to mitigate legal and financial risk.
- Implement and monitor a talent and operational HR plan to close identified gaps.

**Handle Labour Relations matters for the relevant Business Units and or Departments**
- Attend to all CCMA related issues.
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