HR Business Partner

2 months ago

Johannesburg, Gauteng, South Africa RTT Full time
Job Purpose:

The purpose of the HR Business Partner is to provide end-to-end HR services to allocated Business Units and/or Departments. The HR service delivery is enabled through developing a strong understanding of the business strategy, Group people strategy, operating model, performance objectives, and associated requirements around people.

The HR Business Partner is accountable for ensuring that the right people are employed at the right time with the requisite competencies and skills. In addition, the role partners with business to identify any human capital trends and implement interventions to improve the wellbeing and performance of the workforce (i.e., turnover, absenteeism, engagement, etc.).

Key Responsibilities:
  • Business Partnering:
    • Develop a clear and comprehensive understanding of the Business Unit strategy, operating model, ways of working, and business imperatives.
    • Contribute to the development of the people strategy and provide input based on BU strategy and business requirements.
    • Remain up-to-date with trends in people practices externally and benchmark any practices that may be relevant to the BU's business requirements.
    • Monitor trends and changes to legal and regulatory requirements that may impact business and people strategy.
    • Use all available information to develop business unit-specific people plans in collaboration with BU leadership and HR Executive as part of the planning cycle.
  • Act as a Practice Lead for Allocated Subject Matter Area:
    • Research policy/practice requirements to support HR as per allocated SME area, which may include but is not limited to:
    • Job Design and Evaluation
    • Performance Management
    • Workforce Planning (permanent staff, critical scarce skills)
    • Individual Development
    • Career Planning and advise on career paths
    • Systems Management
    • Employment Equity
    • HR Metrics, Dashboards, and Reporting
    • Employee Wellbeing
    • Employee Recognition
    • Diversity and Inclusion
    • Consult with relevant stakeholders and draft policy and/or processes and procedures.
    • Present draft policy and/or processes and procedures for review and approval.
    • Design and implement policy, processes, procedures, and working documents, systems, or tools.
    • Ensure that all employees have a clear understanding of the policy, practice, process, or tools and source training where required.
    • Develop an implementation plan and actively drive the achievement of the plan.
    • Own the implementation of the practice, policy, or initiative and ensure that peers and business unit leadership implement according to plan.
    • Implement HR policies, procedures, and practices for allocated BU.
  • HR Metrics Reporting:
    • Utilize metrics and data points to analyze any opportunities or areas of concern related to people.
    • Define the key problem areas and recommend solutions and action plans to solve problems/leverage opportunities.
    • Provide HR dashboards and reports for the HR Executive and BU leadership on all HR-related data metrics.
    • Support and assist line and staff in navigating HR systems.
    • Ensure HR employee data integrity.
    • Drive the implementation of new HR systems, processes, and tools within the BU.
    • Assume direct accountability for specific EE reporting for allocated BU.
  • Continuous Improvement:
    • Evaluate and monitor outcomes of HR practices, solutions, and initiatives to determine success rate.
    • Review and continuously improve practices within the ambit of responsibility and/or make recommendations to the HR Executive for improvement of people practices.

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