Human Resources Business Partner

2 months ago

Johannesburg, Gauteng, South Africa TalentCru Full time

TalentCru's Human Resources Business Partner Opportunity

A leading workforce solutions company, driven to grow people, businesses, and economies through connections, has an exciting opportunity for a Human Resources Business Partner in a dynamic environment.

The HR Business Partner will be tasked with providing expertise, advice, and support in the development of the HR business partner process, principles, and guidelines, as well as related HR consultancy services to enhance business service delivery and enable performance targets.

Key Responsibilities:

  • Partner with Divisional Leadership and managers to understand business goals and objectives, and provide strategic HR guidance and support.
  • Collaborate with key stakeholders to develop and implement people strategies that support the organization's growth, performance, and long-term success.
  • Proactively identify interconnected problems and determine the impact, patterns, and trends thereof to recommend best-fit alternatives, anticipating future challenges in a specific area of specialization.
  • Act as a trusted advisor on people-related matters, providing insights, recommendations, and solutions to address business challenges and opportunities.

HR Solutions and Services:

  • Plan for delivering work outputs related to a particular service or operational area, managing interdependent functional activities, and direct best-practice, priorities, standards, and procedures to ensure efficiency related to an area of specialization.
  • Assist and support the seamless implementation of HR solutions and services that support the achievement of Human Capital objectives, including recruitment, talent management, performance management, and employee engagement.
  • Provide guidance and support to HR Consultants and Coordinators on the effective implementation of HR policies, procedures, and programs.
  • Ensure compliance with employment laws, regulations, and company policies in all HR initiatives and activities.
  • Ensure consistent application of reward and benefits practices and methods to enable the efficient attraction and retention of talent across the organization.
  • Ensure alignment against set standards and practice guidelines related to HR administrative support that is provided to the business.
  • Ensure all employee relations-related support to business is consistent and according to standard.

Talent Management:

  • Provide consulting support to divisional leadership, managers, and HR teams on people capability management, including talent development, succession planning, and organizational design.
  • Identify development opportunities to close skills gaps, retain talent, and build a sustainable talent pipeline.
  • Conduct needs assessments and gap analyses to identify areas for improvement in people capabilities and assist with the development of tailored solutions to address identified needs.

Employee Engagement and Culture:

  • Implement initiatives to enhance employee engagement, satisfaction, and retention, including employee recognition programs, feedback mechanisms, and cultural initiatives.
  • Promote a positive work environment and organizational culture aligned with the organization's values, purpose, and vision.
  • Champion diversity, equity, and inclusion (DEI) efforts to create an inclusive workplace where all employees feel valued, respected, and empowered to contribute their best.
  • Cascade the organization's transformation agenda by ensuring Divisional compliance and alignment to legislative requirements, promoting a fair and inclusive workplace. This includes drafting employment equity plans, employment equity analysis, and implementation of all regulatory requirements.

Performance Management:

  • Implement performance management processes and frameworks to drive accountability, transparency, and performance excellence across the division.
  • Provide guidance to leadership and management on performance management frameworks and key performance indicators and metrics to measure the effectiveness of the division and ensure continuous improvement.
  • Analyze divisional performance data and metrics to identify trends, insights, and areas for improvement, and provide actionable recommendations to senior leadership.

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