Human Resources Business Partner

**Overall Purpose of the Job**:
The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees (who are mainly academic staff across all the schools within the Brand Division - Abbotts, Evolve Online and The Bridge Schools). The incumbent will be expected to successfully develop and implement HR strategy and deliver comprehensive HR support and service to all employees within this school division. The responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employee diversity and transformation, salary and benefits management, employee relations (culture-building), talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, HR projects and managing staff.

**Output 1 - Brand HR Plan**:

- Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
- Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
- In partnership with the brand’s Management team, develop and implement the HR plan including a customised employee value proposition to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
- Provide proactive support, advice and solutions to school leadership teams and head-office based leaders that enables the business strategy and goals.
- Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

**Output 2 - Talent Management**:

- Implement the Talent Management Framework in line with Organisational Design (OD) Standards and Framework.
- Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with ADVTECH strategic objectives and policies.
- Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
- Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with OD Standards and Framework.
- Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
- Identify and propose effective talent retention programmes for key/scarce skills.

**Output 3 - Transformation**:

- Support processes and initiatives to achieve Employment Equity (EE) and Transformation objectives.
- Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
- Identify or create opportunities to identify, recruit and retain diverse talent.
Ensure tracking and monitoring of EE targets as per Department of Labour targets.
- Actively lead initiatives that expand diversity of thinking and approach.

**Output 4 - Talent Sourcing, Planning & Onboarding**:

- Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth.
- Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brands within this School Division.
- Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
- Advise and help design fit for purpose org charts for the business as part of optimising business performance and maintaining accountability.

**Output 5 - Talent Development and Coaching/Mentorship**:

- Develop and implement a talent development plan.
- Ensure sufficient development opportunities are made available to staff.
- Support the management team in ensuring that they give feedback and development opportunities to their key talent.
- Advise/ guide staff in personal and career development.
- Implement a robust coaching and mentorship programme for key talent and management team.
- Training and development as per agreed Performance Development Plan.
- Keep abreast of talent development trends in line with supporting business growth.

**Output 6 - Performance Management**:

- Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
- Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
- Advise and guide managers in managing the performance of their staff so as