HR Business Partner Mea

**JOB TITLE**:HR Business Partner MEA **DEPARTMENT**:Human Resources **REPORTING TO**:HR Director MEA **LOCATION**: Johannesburg, South Africa **ADDITIONAL INFO**: **PURPOSE OF POSITION** To partner strategically with business leaders at a MEA regional level to drive and implement talent management initiatives for the business, whilst ensuring that all related HR initiatives are implemented and operating at optimal. **KEY RESPONSIBILITIES** **ORGANISATION DESIGN** - Clearly understand the business vision and strategy - Advise and participate in Organizational Design (OD) aligned to the business strategy. - Manage the change and communication process. - Assist managers with determining succession gaps and implementing agreed upon interventions to close gaps. - Continuously measure the effectiveness of the OD and change management programs in place and report to the business **TALENT MANAGEMENT** **Acquisition** - Consult with business leaders to better understand the business priorities and talent needs to deliver on those priorities. - Coach and constructively challenge managers in selecting, evaluating and promoting talent using existing tools. - Review all Position Descriptions in line with changes within the environment of responsibility. - Ensure standard work is followed in the resourcing process and proper on-boarding happens timely within the target date of delivery. - Facilitate the induction and probationary processes of all new employee. - Ensure compensation and benefit packages are aligned to budget and internal salary benchmarks. **Talent Assessment and Development** - Facilitate the talent development process as well as implementation of employee retention interventions in area of responsibility. - Guide managers in setting appropriate annual performance goals in line with business priorities. - Facilitate the performance management process and assist with performance improvement plans for non-performers. - Consult with business leaders to determine development needs of specific teams and departments. - Guide managers in assessing talent in their departments and setting meaningful development plans. **Employee Experience** - Using survey results, identify engagement drivers and assist managers to devise action plans to improve employee experience in their departments. - Guide managers in linking survey action plans to business priorities. - Conduct bi-annual snapshot surveys to assess effectiveness of action plans and recommend improvements where required. - Drive Inclusion, Diversity & Equity within areas of responsibility. **Industrial Relations** - Liaise with external labour law experts for guidance where necessary. - Advise managers on appropriate disciplinary action. - Manage disciplinary process where necessary. **ANALYTICS AND REPORTING** - Analyse data and compile HR and statutory reports on a monthly and on annual basis whilst liaise with leadership for consolidation. - Use analytics to support strategic decision making. - Measure the commercial impact of their business partnering on an on-going basis. **GENERALIST HR** - Provide generalist HR support on employment matters to managers and employees in line with company policies, procedures and within the legislative framework. - Review and update policies in line with Group HR policies as well as legislative requirements when necessary - Conduct site visits (set up virtual meetings) to address any HR related challenges in area of responsibility and counsel employees where required. - Maintain, file and update HR documents related to area of responsibility on the shared data base. - Facilitate the collation of payroll related documentation for timely submission. - Administer and train on the use of the internal employee HR online systems. - Internally administer employee benefits - Implement and drive recognition programme for the region. - Participate in HR Projects within the limits of own competencies. **DELEGATION OF AUTHORITY** As per Board-approved DOA and as necessary for functions outside the DOA. As delegated by the HR Director, when necessary. **POSITION RELATIONSHIPS** **Internal** - All Business Unit Heads - Line Managers - Payroll Department - Technical Training Manager - Employees - VBSL **External** - Recruitment Service Providers - Labour Consultants - Industry associations - Any other suppliers **MEASURES OF PERFORMANCE (INDICATORS)** **Leading Indicators** - Sustained use of Standard Work in area of responsibility - Vacancy Aging - Diversity slate at Talent Acquisition stage **Lagging Indicators** - YoY improvement of engagement level in area of responsibility - Sustained TTF of 95% - An improved Internal Fill Rate of >50% - Diversity talent funnel - #LI-DC2 **PERSONAL QUALIFICATIONS & EXPERIENCE** **Required** **Education/achievements** - HR Tertiary Qualification or related **Preferred** - Post-graduate qualification including research methodology **Experience/Knowledge** **Required** -