HR Business Partner

**Job Title**

HR Business Partner

**Job Purpose**

To provide strategic end-to-end HR services across the HR value chain, to the business. Establishes and drives HR programs, policies and initiatives that align with the business objectives, while enhancing the employee value proposition and creating a positive employee experience. Balance the roles of management representative and employee advocate in a fair, responsible, independent and professional manner.

**Role Location**

Growthpoint Head Office in Sandton, Johannesburg. The Company will accommodate some flexibility in this regard.

**Working Conditions**

This position operates within a hybrid environment and works on a normal 40-hour week. Busy periods may require extra hours to ensure deadlines are met.

**Reporting Manager**

The HR Business Partner reports to the Head of Human Resources.

**Duties and responsibilities**

1 Partner with Business Leaders and Employees
- Close collaboration with department heads and executives to understand their unique needs and challenges.
- Translate these needs into actionable HR strategies and initiatives.
- Develop and maintain strong relationships with all stakeholders to achieve high levels of trust, respect and professionalism.
- Responsible for the full HR function across the employee value chain, from recruitment to termination - including reward and IR matters, amongst others.
- Identify resourcing needs/challenges within portfolio and run a smooth and efficient recruiting process.
- Enable and assist in the attraction, development, retention and motivation of key talent to maintain Growthpoint’s competitive advantage.
- Build strong relationship with sector management and teams
- Partner with sector management and employees to effectively drive and manage performance.
- Active member of the HR leadership team and Sector leadership team.

2 Develop and implement HR Programs
- Develop an environment that enables and empowers employees to achieve performance excellence.
- Lead and manage the people management related agenda with sector management.
- Proactively support delivery of HR processes and systems.
- Drive transformation with the relevant recruiting managers.
- Measure and analyse HR key performance indicators to drive functional and business performance improvements.
- Lead core HR processes across products (performance calibration, compensation cycle, promotions)
- develop people strategies and design approaches for identifying and enhancing organisational effectiveness and employee satisfaction.
- Contribute to OD and change management initiatives; design and implementation thereof

3 Provide expert guidance
- Actively identify gaps, propose, and implement changes as necessary to mitigate risks.
- Drive succession planning and talent development and review process in partnership with the OD centre of excellence.
- Educate team members on compensation practices, performance feedback, performance calibration, and career transitions.

4 Employer Branding
- Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
- Challenge team cultures and behaviours to ensure that they are consistent with organisational culture and values at all times.
- Drive a culture of high performance where talent is recognised, stretched and rewarded, and where poor performance managed pro-actively

5 Other stakeholder management
- Manage relationships with all system and EB service providers, as well as with third-part service providers and regulators
- Collaborate with other departments both within HR (payroll, OD, EB, Reporting & Governance) as well as teams throughout GPT
- Manage the HR Administrators - lead, motivate, develop and retain the incumbents in this role.
- Assist managers and employees with their queries in a timely and collegial manner, with accurate information.

6 HR Projects and Reporting
- Monthly management reporting within HR, and submission of reports for consolidation to EXCO, Board, Regulators (DoEL and SETAs)
- Accurate and timely completion of various HR schedules to enable comprehensive data recording, accurate data tracking and analysis, and insightful HR data metrics. Ensure data integrity and quality.
- Tracking and reporting of progress towards transformation targets (EE and SD) - suggesting plans to management, to achieve set targets - implement.
- Correct and timely provision of HR data for ESG, integrated reports and IBIS reports
- Drive, participate in and add value to various HR projects - to ensure delivery within budget and timelines

**Experience**
- At least 5 years HR BP/Generalist experience of which three must have been at Middle to Senior Management level
- Compensation and Benefits experience.
- Employee Relations experience, including representation at the CCMA.
- Organisation design experience - Talent Management including Change Management and succession planning.
- Design