Human Capital Consultant: Southern Region

**HR Strategy and Business Plan**
- Provide authoritative, specialist expertise and advice to internal and external customers based on the broader People Strategy and the implementation thereof.
- Build strong relationship, implement and monitor service level agreements made with internal and external stakeholders that meet or exceed clients expectations and recommend adjustments
- Provide inputs to the HC Strategy and business plan that facilitates achievement of the overall organisation objectives.
- Maintain effective business relationships with all key internal and external stakeholders by initiating and maintaining regular communication and support
- Provide direction and guidance to all staff and line management to ensure implementation and maintenance of sound human resources policies and practices
- Advise centre’s in the planning and implementation of human capital goals
- Monitoring the risk of human capital and make adjustments to address these gaps
- Build an interaction and engagement plan
- Set up meetings to continuously update each other on new HR developments
- Communicate and report on HR process in terms of projects/programs and implementation of policies
- Present complex HR issues and challenges with aim to resolve in the HR platform

**Workforce Planning and forecasting**
- Support line management in forecasting and planning talent pipeline requirements in line with business strategy and workforce plans
- Implement strategic plan to manage Human resources for the business
- Facilitate strategic workforce planning to analyse regional workforce trends to anticipate future recruitment needs
- Provide input into the Human Capital business strategy to ensure alignment with the HR business partnering
- Ensure recruitment in line with employment equity and transformation strategy
- Track, monitor and manage the regional recruitment plan to support the achievement of the strategy

**Talent Acquisition & Retention**
- Implement and Facilitate strategies for acquiring, developing and engaging the required capabilities for the business to yield top talent.
- Implementation and facilitation of the induction and on-boarding of all new appointments, within 3 months of their employ across all Departments
- To ensure guidance and input on business until restructures, workforce planning and succession planning
- Create a positive work climate and culture to energise employees and give meaning to work, minimise work disruptions, and maximise employee productivity
- Driving the implantation of EE, in line with the EE Plan.
- To ensure that exit interviews are conducted and exit trends shared with management

**OD, Training & Development**
- Identify performance gaps to determine learning and development needs to meet business efficiency now and in the future
- Implement the strategic plans to ensure training and organisation development interventions achieved to increase the effectiveness of the business
- Implement and facilitate employee engagement in order to achieve business objectives
- Educate and coach line management and staff and ensure maintenance of the process throughout the respective regions

**Employee Relations and Change Management**
- Execute the implementation of change and innovation initiated by HC
- Use the insights gained from the change session to provide reports and measure the success gained through the implemented strategy
- Provide high quality workplace relations advice and services to line and interpret HR policies and employment legislation
- Maintain professional interaction and ensure ethical deadlines with clients at all times by constantly building customer relationships
- Provide professional advice and consulting service to clients
- Drive Change Management initiatives for the region
- Provide reports on initiatives against plan and progress on short term initiatives
- Implement and facilitate the Employee Relations Strategy to manage the Employee relations issues in the regions.
- Consult and advise line management and employees to ensure fair and transparent process is being followed
- CCMA representation
- Implementation strategies to manage the employee relations provide inputs to manage all grievances and complaints
- Provide advice on the appropriate action to be taken to maintain a harmonious climate within the region
- Advice and report line managers on resolution remedies for employee relations issues
- Assist the line manager to conduct the investigations in the region
- Advise line managers and Executives in all ER related matters/activities
- Develop the SAMSA Local Bargaining counsels to effectively manage union relationships
- Implement Employee Relations policies and frameworks

**Performance Management**
- Provide day-to-day performance management guidance to line management (coaching, counselling, career development, disciplinary actions) provoking positive changes in the management of people and performance improvement
- Drive people processes (perfo