Human Resources Business Partner

**Main purpose of the job**

The primary focus of the role is to be a trusted partner to business that ensures effective management and enablement of human resources. Responsible for working within the operation to shape and influence the People Agenda.

**Business Partnering**
- Act as the primary HR contact for the respective operations.
- Coach and develop leaders on a number of HR and business-wide initiatives, including cultural change programmes and engagement strategies.
- Assess, evaluate, and develop the right skills in the right places across the business, facilitating strategies to fill gaps where needed.
- Evaluate and build business capability through facilitating talent management, succession, and resource planning in conjunction with the HR Manager.
- Champion and implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
- Work closely and collaboratively with the HR team as well as CoE's to improve processes, systems, and ways of delivering HR services to ensure a proactive, efficient, and fit-for-purpose service.
- Drive transformation through providing support and guidance on talent acquisition and administrative components.
- Identify HR trends that have a potential impact on business and function objectives.
- Execute communications on key initiatives.
- Input into standard operating procedures within environment to create efficiencies.
- Provide tactical and strategic direction to the HR Business Partners supporting employees, management, and other HR functions.

**Information and Business Advice**
- Provides employee relations support for complex issues of an operational nature.
- Analyses complex employee relations issues and advises on employment rights and responsibilities, interpretations of relevant policies, contracts, and legislation.
- Manages grievances and complaints.
- Takes an active role in managing and mediating disagreements and conflicts.
- Strategically manages relationships with employees and line managers.
- Assist with preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.
- Support managers at disciplinary enquiries.
- Represent the organization at CCMA.

**Governance and Risk**
- Input into business operations risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.
- Provide feedback to the relevant stakeholders within HR to initiate improvement projects that will increase profits or protect against risks in the function.
- Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
- Work closely with the HR Leadership team to continuously monitor and identify opportunities for improvement in the efficiency and quality of HR services.
- Engage line management to advocate and demonstrate compliance with HR policy and champion interventions.

**HR Data Analytics and Insights**
- Provide reports and metrics to business to allow for informed decision making
- Analysis of people and payroll data in key functional areas to identify efficiencies and cost optimization
- Develop new HR reporting tools
- Identify opportunities to enhance employee engagement and/or improve business performance.

**Employment Equity Management**
- Accountable for both procedural and substantive employment equity (EE) compliance
- Manage potential reputational and compliance risks relating to EE
- Drive commitment and supporting strategies to improve business
- Communicate and educate all relevant stakeholder groups on regulatory impacts and best practices
- Drive transformation throughout the organisation
- Minimize identified EE Risks in the business through the engagement with Line Managers in order to formulate the EE Plan and required interventions.
- Research best practice/ benchmarks and incorporate into EE Practices.
- Analyse trends in reporting and make recommendations.

**Work collaboratively**
- Build a culture of respect and understanding across the organisation
- Recognise outcomes which resulted from effective collaboration between teams
- Build cooperation and overcome barriers to information sharing, communication and collaboration across the organisation
- Facilitate opportunities to engage and collaborate with internal and external stakeholders to develop joint solutions

**Self-Management**
- Follow through to ensure that personal quality and productivity standards are consistently and accurately maintained
- Plan and prioritise, demonstrating abilities to manage competing demands
- Demonstrate abilities to anticipate and manage change
- Demonstrate flexibility in balancing achievement of own objectives with abilities to understand and respond to organizational needs

**Leadership**
- Through effective inspirational leadership, facilitate the creation of accountable, full-service teams who understand and strive to meet