HR Business Partner

**Location**:Sandton, Johannesburg (Must reside in Johannesburg) **Salary**:R500 000- R600 000 pa CTC **Main Purpose of the role**: To operationalize the company’s HR strategy for Agency. This will be achieved by implementing various HR processes across the HR Value chain and ensuring effective HR service delivery at functional & branch level. The HR Business Partner will act as the first of contact to employees for all HR related matters at functional or branch level. **The HR Business Partner will provide tactical support to the Senior HR Business Partner in the following areas**: - HR administration - Talent Acquisition - Performance Management - Employee Relations - Employee Wellness - Employee Engagement - Employee Value Proposition - Learning & Development - Talent Management **Education requirements**: - B Degree in Human Resources Management - Post graduate qualification in HR Management (advantage) **Work experience**: - 4-5 years’ experience in a Human Resources generalist role - Bulk recruitment experience - CCMA experience - Change Management experience - Call centre, Insurance, Debt recoveries retail industry experience (advantage) **Technical competencies required**: - Knowledge and understanding of all relevant labour legislation; Human Resources practices, Policies and Procedures - Working knowledge of and exposure to HR best practice in the following areas: - Employee Relations processes procedures and practices - Recruitment processes and practices - Learning & development practices and processes - Employee engagement - EVP and the implementation thereof - Performance Management - HR practices (Employment Equity & B-BBEE) - Succession Management - Career Management - Change Management - Employee Wellness - Exposure to HR Technology: - HRIS systems; E-recruitment platforms etc. - Proven ability to compile and manage HR - Data - attention to detail; data integrity management; confidentiality. **Behavioural competencies required**: - Working with People - Adhering to principle and values - Coping with pressure and setbacks - Relating and Networking - Delivering Results and Meeting Customer Expectation - Adapting and Responding to change - Managing conflicting demands effectively **Key Performance Areas** **STAKEHOLDER ENGAGEMENT** - Build and maintain relationships with key stakeholders in the business through active engagement and collaboration - Offer guidance and support to employees, supervisors and managers on the implementation of all HR processes; practices and procedures **TALENT ACQUISITION** - Implement the end-to-end recruitment process (sourcing; interviewing; selection) at the branch/operational levels - Implement the pre-on boarding and on-boarding process for new employees at branch/operational level - Track the probation process at operational/branch level and provide support the management on the implementation of probation management **HR ADMINISTRATION & SERVICES** - Act as the first of contact to employees for all HR related matters - Administer all HR administrative processes at functional & branch level - Provide efficient HR service delivery across the employee life cycle - Ensure the efficient resolution of HR related queries and service requests by collaborating effectively with all HR functional teams - Provide support to managers and employees on all HR related practices, processes and procedures **LEARNING & DEVELOPMENT** - Support the implementation of learning and development interventions at branch level in collaboration with the L&D team. - Provide input to L&D data management process as required - Support L&D initiatives to embed a learning culture at functional & branch level **EMPLOYEE RELATONS**: - Implement the end to end employee relations activities at branch level - Compile and maintain all employee relations records at branch level - Provide administrative support to the poor performance management/Performance Improvement programmes (EPEP & PIP) process at operational/branch level - Provide input to into reporting on Employee Relations matters to management and the Senior HR Business Partner **PERFORMANCE MANAGEMENT** - Support the implementation of Performance Management at Operational level by tracking and driving progress on actions throughout the Performance Management cycle - Provide guidance and support to management and employees throughout the performance Management cycle - Compile and maintain records on performance management activities at function and branch level **SUCCESSION MANAGEMENT** - Provide administrative support to Succession Management initiatives at functional & branch level (i.e. Talent identification, talent pool development plans implementation etc.) **EMPLOYEE ENGAGEMENT** - Ensure the implementation and socialization of the company’s EVP initiatives at functional and branch level - Provide input to engagement factors identified at functional & branch l