HR Business Partner Lead: Specialist Business

2 days ago

Johannesburg, South Africa Santam Full time

What will you do?

Human Resources has a position available for a HR Business Partner Lead (Specialist Business), reporting to the Head: HR Delivery.

You will partner the leadership team of defined business area and human resources colleagues to implement the Group HR strategy, aligned to business needs.

Key to the success of the role is the ability to develop a strategic partnership within assigned portfolios. This comes from understanding the department or business’ key strategic challenges and providing HR intervention to help the leaders achieve their goals and create positive and productive workplaces. Your key areas of responsibility will include

Supports leadership team on people issues
Translates business requirements into effective HR practices delivering people solutions aligned to the objectives for the business area
Influences leadership around people agenda and issues
Analyse HR data and interpret ito trends and suggestions for decision making

Develops annual HR strategic plan to support the business area plan
Contributes towards the business area’s operating plan and develops a people operating plan
Evolves this in line with changing needs
Tracks and reports progress on plan to the business on a regular basis

Owns talent management for the business area
Builds leadership competence through coaching and guide line management around people processes to deliver the People Strategy
Implements talent management framework (including succession management)
Identifies the immediate and long term talent issues that impact the area and put appropriate plans in place to address
Agree suitable strategies to ensure talent pipelines are in place at leadership, technical and operational levels to meet the performance and growth objectives of the business area
Implements the employee value proposition

Manages recruitment & selection
Work closely with Talent Acquisition COE to ensure alignment to the Talent strategy of the Business unit
Identify critical and scarce skills for business unit and agree strategies with all relevant COE’s (e.g. Talent acquisition, L&D &Total Rewards) to ensure appropriate pipelines over short and longer term

Facilitates organisational design & change management
Facilitates change and transformation initiatives
Drives transformation and change initiatives across the business area and guides the business on the management of risk and the business impact
Ensures effective organisational design process and structures

Helps to shape the culture
Ensures that values and leadership standards are communicated and understood at all levels in business area
Helps the business area establish and maintain high levels of employee engagement by clarifying the levels of employee engagement and partners with the business to develop solutions to address these

Delivers Key HR initiatives as the key interface
Identifies projects and HR initiatives in line with business area needs
Works with Head of HR Delivery and COE to get buy in and support
Partner with key stakeholders within business area to ensure that all HR projects are appropriately communicated
Co-ordinates project integration initiatives into annual plan
Partner with other HRBP Leads and COE to implement strategic HR plan Your key areas of responsibility will include

Improves the overall people effectiveness of the business area
Provides high level people management advice, guidance, support
Advises and educate on HR policies and procedures
Implements all people processes and practices and ensure that they are legally compliant and fairly applied
Identifies any potential customizable HR processes and policies, presents business case to Head of HR Delivery and oversees any of these changes
Supports, develops and coaches line managers to manage employee relations issues, using HR policies and procedures

Provides specialist IR advice and support
Ensure policies, structures and procedures are properly communicated to all, consistently applied and monitored to ensure co-operation and respect amongst all levels of staff
Monitors labour trends and implement strategies and policies accordingly with emphasis on risk management
Designs and conducts coaching and training in industrial relations, labour law, negotiation skills, disciplinary procedures, grievance and conflict resolution processes
Manages all discipline, disputes and grievances through the required channels and according to parameters as described in applicable collective agreements
Protect the interests of the company by ensuring all interventions and policies are in place to mitigate any IR risk and pave the way for labour harmony
Identify and/ or evaluate causes of conflict and propose appropriate corrective action
Compile reports on IR activities throughout the business unit as well as internal labour relations trends

Facilitates reward processes
Manages the annual salary review process
Identifies need for reward programs and manages delivery from the COE

Manages le

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