Human Capital Business Partner

**Take a tour of our Website**:
SPARK Schools is a social impact disruptor and is leading change in the education space through its network of affordable private schools. The SPARK Schools network provides transformational education innovation through Africa’s first blended learning model, which elevates student achievement and provides the tools teachers need to serve their students effectively.

The blended learning model, which combines classroom teaching and online instruction, allows teachers to anticipate student needs and equips schools to provide personalized education at an affordable cost. SPARK Schools is pioneering this transformative education model to ensure the accessibility of university and careers for all.

SPARK Schools has a culture of collaboration, because getting South Africa to lead global education takes a team effort. We are innovators who strive for excellence through persistence and a sense of urgency to achieve SPARK Schools’ vision, mission and social transformational objectives. Our work environment is vibrant/cheerful, fast-paced/dynamic, engaging/stimulating, tech-enabled and data driven.

SPARK Schools is a high growth, mission and values-driven, entrepreneurial organisation, operating 21 primary schools and 5 high schools and serving over 18,000 families in 2025. We are looking for dynamic people to join our team.

**Purpose of the role**:
The Human Capital Business Partner (HCBP) plays a strategic role in supporting SPARK Schools’ mission to drive student achievement by fostering an environment in which employees can excel. As a key contributor to the human capital team, the HCBP ensures efficient human capital processes and compliance, while actively supporting line managers and employees in achieving high performance. The role requires a balance of strategic guidance, strong administration, and employee relations expertise, with a focus on recruitment, training, development, and organizational growth.

The HCBP acts as a trusted advisor to leadership, facilitating a positive employee experience, supporting the development of organizational capability, and fostering a culture of “A-team players.” This role is generalist but demands a proactive, consultative approach to human capital management and organizational success.

**Directly Reports to**:Head of Human Capital

**Requirements**:
**Key Responsibilities**:
1. **Strategic Partnership and Organizational Development**
- Collaborate with school and operational leadership to identify workforce needs, ensure the effective alignment of human capital strategies with organizational goals, and support the development of a high-performing culture.
- Provide strategic input on human capital planning, including workforce forecasting, talent needs, and resource allocation.
- Contribute to leadership discussions on organizational design and change management initiatives, ensuring alignment with the school’s long-term goals.
- Build and maintain relationships with key stakeholders to understand and address human capital needs.

2. **Administration, Data, and Reporting**
- Prepare and analyze weekly, monthly, and quarterly HR reports, including employee metrics, turnover rates, and compliance reports.
- Maintain and update the IR Database, ensuring accuracy in performance management tracking and process compliance.
- Collect, interpret, and present HR data to provide insights for improving organizational performance and compliance.
- Manage physical and digital filing systems in accordance with Department of Employment and Labour requirements.

3. **Talent Acquisition and Recruitment Support**
- Collaborate with hiring managers and the Recruitment Team to ensure accurate, up-to-date job descriptions across school operational and educator roles.
- Participate in the recruitment process and support interview panels as needed.

4. **Training and Development**
- Identify training needs and recommend opportunities to foster skill development within teams, providing insights to the Head of HC.
- Develop and facilitate training on HC policies, employee relations, and compliance, ensuring that leaders have the tools to manage effectively.
- Manage employee induction and onboarding processes, ensuring thorough completion and compliance with company standards.
- Partner with school leaders to ensure training records are kept accurately and regularly submitted.

5. **Employee and Labour Relations**
- Serve as a primary point of contact for employee relations matters, providing guidance on labour law, disciplinary procedures, grievances, and dispute resolution in compliance with statutory requirements and best practices.
- Coach line managers on labour relations policies and conflict resolution techniques to strengthen their management capabilities.
- Lead investigations, draft documentation, and oversee the resolution of ER/IR cases, maintaining compliance and minimizing legal risk.
- Support line managers in identifying and implementing measu