HR Business Partner

3 days ago

Midrand, South Africa IIE MSA and IIE Varsity College Full time

**Direct Reporting Line**

**Managing Director : IIE's Varsity College and IIE MSA**

**Varsity College and IIE MSA **is an educational brand of The Independent Institute of Education (The IIE). The IIE enjoys the reputation of being at the forefront of private higher education in South Africa and is registered with the Department of Higher Education and Training (DHET) to provide higher education qualifications accredited by the Council on Higher Education (CHE).

**The IIE Varsity College and IIE MSA have a vacancy for an HR Business Partner at the Waterfall National Office based in Midrand.**

**Duties and Responsibilities**:
**Design and Implement the Brand HR Plan**
- In partnership with the brand’s Leadership team, develop and implement the HR plan to enable the business in achieving business objectives.
- Provide proactive support, advice and solutions to Leadership team and deliver input to business strategy.
- Develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
- Monitoring HR plan and action achievements and report on status.
- Design and development of HR frameworks to support the operalisation of the HR plan across the Brand.
- Resourcing of the HR function in order to execute the plan.

**Talent Management**
- Develop and implement a talent development plan.
- Implement the Talent Management Framework in the Brand/s in line with Group and Brand Standards and Framework
- Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units
- Identify and propose effective talent retention programs for key/scarce skills
- Implement a robust training and development plan for key talent to ensure development and retention
- Advise/ guide staff in personal and career development
- Reporting and tracking success of talent management programmes with various business unit managers.

**Talent Acquisition, planning and on-boarding**
- Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth
- Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
- Oversee the design and implementation of a recruitment framework and process.
- Oversee the selection of service providers to ensure alignment to HR Plan.
- Management of the on-boarding framework.

**Transformation and Inclusion**
- Design a clear business transformation and inclusion plan.
- Identify or create opportunities to identify, recruit and retain diverse talent.
- Drives transformation and inclusion initiatives across the business.
- Tracks and reports on achievement of transformation and inclusion targets and initiatives.

**Organisational Cultural Initiatives**
- Develop initiatives in order to uphold the culture of the organisation.
- Roll out of the values and behaviours initiatives to inculcate the culture of the business.
- Assess consistency of culture across the business and provide education on brand culture.
- Managing change across the business to ensure that the messaging is in line with the culture and brand.
- Ensure company values are upheld in how business goals are achieved.
- Assessment, development and implementation of an employee wellness programme.
- Monitor and track the impact and relevance of the employee wellness programme

**Enabling a High Performance Culture**
- Design the Performance Management Methodology and approach across the business.
- Roll out of the Performance Management process and ensure the training and education of managers and employees to drive employees.
- Advise and guide managers in managing the performance of their staff so as to foster productive working relationships and a high performance culture.
- Manage the performance management cycle and system support.

**Compensation and Benefits (Total Rewards)**
- Implementation of a Compensation and Benefits Strategy.
- Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
- Identify salary anomalies and problem areas and advise on solutions.
- Manage the annual salary increase process across the business.
- Develop and implement the required incentive structures to ensure the desired outcomes are achieved and appropriately rewarded.

**Employee Relations**
- Contributes to the design and Implementation of HR policies and procedures as aligned to ADvTech.
- Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
- Identify and address possible risk situations proactively, in consultation with the Line Manager.
- Upskills Line Management with regards to Labour Legislation and Employee Relations.

**HR Analytics and reporting**
- Compile and present meaningful, accurate

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