Senior Human Capital Business Partner

**A permanent position exists at our Head office in Sandton for Senior Human Capital Business Partner within the Human Capital Business Partners Department reporting to the Head: Human Capital Business Partners.**

**Job purpose**
- To provide a proactive, customer centric and service orientated strategic HC people advisory service to business
- To Lead, enable and support the implementation and execution of people strategies, initiatives and practices
- To Interpret, enable and support the strategic people needs of the business that are solution orientated and future focused for business sustainability, success and continuity
- To be a trusted, credible people coach and advisor to line managers and employees alike
- To Ensure the effective risk analysis, mitigation and management of people practices and processes in the business

**KEY PERFORMANCE AREARS**

**STRATEGIC ALIGNMENT**
- Partner with Head: HCBP and COE to develop HC strategies with clear initiatives and measures aligned to HC strategy as well as Corporate strategy

**FUNCTIONAL OPERATIONS MANAGEMENT**

**HC Strategy Development & Implementation**
- Translate the Divisional/business unit people strategy into operational plans for execution
- Demonstrate ability to lead and successfully implement multiple projects of a strategic nature ensuring effective monitoring, evaluation and close out
- Implement HC solutions as required by business needs, partnering with COE when necessary and ensure delivery through a project management approach
- Communicate and engage with respective Divisions’ management and/or employees
- Obtain feedback with regards to implementation and ensure such feedback is translated back to HC Strategy and processes

Enable the HC Service and Operating Model
- Ensures understanding of business unit strategies of clients and advises on people impacts to support such
- Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HC services and

processes
- Provide expert advice and coaching to all stakeholders when appropriate
- Identify new opportunities for HC to add value to the business.
- Provide inputs and guidance on HC requirements for business
- Implements, communicates and offers advice on standard HC systems, processes, policies, procedures, plans, and ensure

programs are in place and effectively utilized (reward and recognition, employee relations, workforce

**Organisational Effectiveness Intervention Implementation**
To drive the development of appropriate plans and interventions and facilitate the implementation thereof in line with business needs and in collaboration with the Human Capital Centres of Excellence, in the areas of:

- Organisational Development (OD) and Change Management
- Performance Management
- Talent Management
- Remuneration and Benefits
- Employee Relations and Transformation
- Employee Wellness
- Supports the achievement of the Employee Value Proposition to create a ‘Great Place to Work’ environment
- Provides input into the talent retention programmes/initiatives
- Acts as coach and a trusted business advisor to influence management in the areas of organisational effectiveness, implementing change, organisation architecture, building capability and the implications of short and long-term decisions
- Assists with the implementation of change plans
- Monitors the execution of the business case for change against agreed metrics.
- Coaching Line managers and employees on Performance Management processes
- Proactively implement interventions which would assess the level of engagement in the business i.e. survey’s

Reports and Financial Development
- Review analytics and organizational health measures such as disciplinarians, grievances, absenteeism and other organizational measures across the business unit
- Review detailed analytics that support people scorecards. Determine areas of concern and develop actions to address these (for example high turnover among high performers).
- Identify which of the standard people dashboards are most pertinent to the supported business unit. Highlight key

metrics and help them understand what the metrics mean for their business.

**LEARNING AND GROWTH**
- To continuously research and find new ways of doing the work.
- To take ownership of Personal Development.
- To promote knowledge sharing with team members
- Provide Coaching and guidance to HC Business Partners

**STAKEHOLDER MANAGEMENT**
- Identifies service requirements and performance and delivers on these
- Maintains regular communication and engagement with stakeholders
- Manages and resolves non-delivery and compliance issues
- Units’ objectives, standards and operating procedures are communicated to internal and external service providers as per SLA

**PEOPLE MANAGEMENT**
- Participate in Management interactions with the respective Division/s
- Monitor compliance to HC standards, processes and policies
- Provides support to all HC employees with