Human Capital Business Partner

**Listing reference**: adapt_000216

**Listing status**: Online

**Position summary**

**Industry**:IT & Internet

**Job category**:HR Management

**Location**:Midrand

**Contract**:Permanent

**EE position**:Yes

**About our company**
- Adapt IT (Pty) Ltd is a subsidiary of Adapt IT Holdings Proprietary Limited and a market leader in developing specialised vertical market software and digitally-led business solutions that assist clients across targeted industries to Achieve More by improving their customer experience, core business operations, business administration and enterprise resource planning.

**Introduction**
- The HC Business Partner is a strategic liaison between HC and the business. This HC professionals has a deep understanding of the business and the people agenda, to assist to achieve more, through people. The role therefore aims to provide leadership in relations to the people agenda, by partnering with business leaders and other stakeholders to achieve the business goals. The HCBP’s responsibilities are to provide advisory services and developing overall business unit people management strategies, which includes but not limited to talent acquisition, talent management, employee and labour relations, learning and career development. In partnership with other stakeholders, the HCBP oversees delivery of full employee life cycle processes through HC best practices and focused HC solutions that aligns to the overall business strategy.

**Job description**

PRIMARY RESPONSIBILITIES FOR THE ROLE

a) People Management Strategy, Alignment and Reporting
- Contribute to the business unit strategy by partnering closely with business leaders to understand the strategic needs and to develop people management strategy that aligns to the overall business unit’s strategy.
- Support the strategy implementation initiatives of the business by leading, facilitating, communicating, and monitoring the implementation of various HCM initiatives;
- Participate and contribute to the business quarterly review process and ensure that the people management aspect is attended to;
- Develop and present HC monthly and quarterly reports to the business unit senior management committees such as Manco and/or Exco;
- Provide support to the Human Capital Executive and VBU Leader in relation to the implementation of global people management objectives and strategy.

b) Strategic Talent Acquisition
- Drive the strategic talent acquisition process in line with the workforce plan and business unit transformation priorities for the purposes of employment equity, diversity and inclusion;
- Participate in the selection process and onboarding of new employees;
- Manage delivery on talent acquisition with the support of external service providers, where applicable ;
- Provide coaching to management regarding effective recruitment and selection process

c) Stakeholder Relationship and Management
- Build effective relationships with key internal stakeholders which includes people of the business unit at all levels, HC community of practice and the external stakeholders to ensure successful delivery of the people agenda;
- Facilitate conversations, discussions or engagements and navigate complex relationships in order to build consensus, especially where conflicts occurs;
- Provide guidance, advisory services and coaching to people and management on all HC related issues and decisions required across the HC value chain; and
- Support international offices and understanding of in-country employment laws, in partnership with the relevant specialists.

d) Talent Management & Performance Management
- Champion Performance Management processes with the leadership team and business in line with the Performance Management policy;
- Provide support and drive the process of performance scorecard development;
- Drive and facilitate talent management process by assisting business to identify top talent, create talent pipelines and pools, develop succession plans, retention and development;
- Partner with the leaders to drive talent management by participating in the calibration process and identification of the rising stars;
- Identify talent management strategic interventions and contribute to the business unit strategy;
- Partner with the business to ensure that all employees have performance objectives are created in the applicable people management system;
- Analyse performance data to identify trends, strengths and areas of improvement required in the business unit;
- Coach and advise line managers on all performance management matters, including management of Performance Improvement Process (PIP) by the line manager;
e) Learning and Career Development Management
- Facilitate identification of training needs based on operational requirements and implement recommended interventions;
- Facilitate meaningful interventions for skills development spend for BBBEE purposes;
- Participate in the delivery of Adapt IT group wide initiatives and/or busines