HR Business Partner

Our client in the explosives manufacturing industry is currently looking for an HR Business Partner with mining experience and in-depth knowledge of industrial relations, will be responsible for implementing people processes; improving HR processes, practices, and systems to achieve enhanced effectiveness and efficiency; and proactively supporting and educating employees and line management on HR processes. This role also supports the execution of the people plan tactically. Duties include but are not limited to the following:
Recruitment and onboarding of employees.
- Takes an active part in the selection process, in collaboration with the HRBP and line management.
- Manages the employment contracting, enrolment, and onboarding process.
- Analyses trends and proposes alternative recruitment sources.
- Effective and efficient management of the recruitment and onboarding processes.

Talent Management
- Implements talent management processes by educating line managers and employees on the processes.
- Manages the talent management processes and monitors adherence.
- Analyses all talent management-related data and recommends changes where necessary to facilitate process improvement.
- Talent management processes implemented and used effectively.
- Deadlines adhered to and processes completed on time.
- Talent management data integrity.

Employee Relations/Industrial Relations
- Assists in providing a first line labour relations consulting service.
- Promotes dispute prevention.
- Evaluates merits of the case and advises on process and preparation required.
- Attends hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness.
- Facilitates timeous resolution of grievances.
- Understands Labour Legislation, related policies and procedures and communicates applicability to line management and employees.
- Clearly knows and understands employee relations policies and processes.
- Understands and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk.
- Ensures relevant hearings and grievance meetings are set up.
- Reviews the work of subordinates in terms of their drafting of relevant documentation.
- Enables the transformation of the ER culture, especially within line management.
- Implements partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department.
- Compliance with procedural and substantive fairness requirements.
- Accurate, relevant, and complete documentation and system management.

Remuneration and Employee Benefits
- Understands all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers.
- Does calculations and formulae related to remuneration and benefits.
- Does salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness.
- Does audits and highlights inequalities in remuneration and benefits.
- Compensation and benefits understood by employees.
- Accurate calculation of remuneration, rewards, and benefits.

Staff movement and separation of employees
- Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation).
- Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity).
- Efficient and effective implementation of staff movement and separation processes and procedures.

Process efficiency
- In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.
- Leads the implementation and execution of solutions.
- Knows and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders.
- Regularly reviews work against compliance and required objectives and standards.
- Directs employees and line management with the correct route to take with more complex HR issues.
- Ensures the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR.
- Increased HR process efficiencies in business.
- Effective implementation of relevant HR solutions.
- Clear single point of contact for HR related issues.
- Enhanced service to employees and line managers.

Change Agent
- Implements clearly defined change management processes and facilitates the successful implementation of change projects.
- Utilises necessary material to support line management and employees in adhering to change expectations.
- Change management projects and processes implemented.

Leadership and Growth Results
- Supports and articulates vision and values and goals aligned to business direction.
- Continuously seeks to improve personal mastery, professional and business growth (ensuring technical /professional development in specia