HR Business Partner

4 weeks ago

Sandton, South Africa Ellahi Consulting Full time

**Location**:Sandton, Johannesburg (Must reside in Johannesburg)

**Salary**:R500 000- R600 000 pa CTC

**Main Purpose of the role**: To operationalize the company’s HR strategy for Agency. This will be achieved by implementing various HR processes across the HR Value chain and ensuring effective HR service delivery at functional & branch level. The HR Business Partner will act as the first of contact to employees for all HR related matters at functional or branch level.

**The HR Business Partner will provide tactical support to the Senior HR Business Partner in the following areas**:

- HR administration
- Talent Acquisition
- Performance Management
- Employee Relations
- Employee Wellness
- Employee Engagement
- Employee Value Proposition
- Learning & Development
- Talent Management

**Education requirements**:

- B Degree in Human Resources Management
- Post graduate qualification in HR Management (advantage)

**Work experience**:

- 4-5 years’ experience in a Human Resources generalist role
- Bulk recruitment experience
- CCMA experience
- Change Management experience
- Call centre, Insurance, Debt recoveries retail industry experience (advantage)

**Technical competencies required**:

- Knowledge and understanding of all relevant labour legislation; Human Resources practices, Policies and Procedures
- Working knowledge of and exposure to HR best practice in the following areas:

- Employee Relations processes procedures and practices
- Recruitment processes and practices
- Learning & development practices and processes
- Employee engagement
- EVP and the implementation thereof
- Performance Management
- HR practices (Employment Equity & B-BBEE)
- Succession Management
- Career Management
- Change Management
- Employee Wellness
- Exposure to HR Technology:

- HRIS systems; E-recruitment platforms etc.
- Proven ability to compile and manage HR
- Data - attention to detail; data integrity management; confidentiality.

**Behavioural competencies required**:

- Working with People
- Adhering to principle and values
- Coping with pressure and setbacks
- Relating and Networking
- Delivering Results and Meeting Customer Expectation
- Adapting and Responding to change
- Managing conflicting demands effectively

**Key Performance Areas**

**STAKEHOLDER ENGAGEMENT**
- Build and maintain relationships with key stakeholders in the business through active engagement and collaboration
- Offer guidance and support to employees, supervisors and managers on the implementation of all HR processes; practices and procedures

**TALENT ACQUISITION**
- Implement the end-to-end recruitment process (sourcing; interviewing; selection) at the branch/operational levels
- Implement the pre-on boarding and on-boarding process for new employees at branch/operational level
- Track the probation process at operational/branch level and provide support the management on the implementation of probation management

**HR ADMINISTRATION & SERVICES**
- Act as the first of contact to employees for all HR related matters
- Administer all HR administrative processes at functional & branch level
- Provide efficient HR service delivery across the employee life cycle
- Ensure the efficient resolution of HR related queries and service requests by collaborating effectively with all HR functional teams
- Provide support to managers and employees on all HR related practices, processes and procedures

**LEARNING & DEVELOPMENT**
- Support the implementation of learning and development interventions at branch level in collaboration with the L&D team.
- Provide input to L&D data management process as required
- Support L&D initiatives to embed a learning culture at functional & branch level

**EMPLOYEE RELATONS**:

- Implement the end to end employee relations activities at branch level
- Compile and maintain all employee relations records at branch level
- Provide administrative support to the poor performance management/Performance Improvement programmes (EPEP & PIP) process at operational/branch level
- Provide input to into reporting on Employee Relations matters to management and the Senior HR Business Partner

**PERFORMANCE MANAGEMENT**
- Support the implementation of Performance Management at Operational level by tracking and driving progress on actions throughout the Performance Management cycle
- Provide guidance and support to management and employees throughout the performance Management cycle
- Compile and maintain records on performance management activities at function and branch level

**SUCCESSION MANAGEMENT**
- Provide administrative support to Succession Management initiatives at functional & branch level (i.e. Talent identification, talent pool development plans implementation etc.)

**EMPLOYEE ENGAGEMENT**
- Ensure the implementation and socialization of the company’s EVP initiatives at functional and branch level
- Provide input to engagement factors identified at functional & branch l

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