Human Resources Business Partner

To deliver the HR strategy by partnering with the business to ensure that the necessary tools for effective employee relations, talent and performance management are implemented, thus supporting the business strategy. To drive HR best practice in line with current legislative requirements.

**Outputs and Responsibilities**

**Resource Planning**
Drive adherence to talent acquisition policies and procedures
facilitate panel interviews as & when required
Facilitate employment checks as and when required
Manage vacancies within a time to fill requirement of 35 days
drive the achievement of Employment Equity goals
advise line management on recruitment standards, budgeting documentation and processes
ensure timeous submission of documentation of new hires to payroll
manage employee LTO in line with Turnover targets
Manage process relating to resignations, retirement, dismissals, retrenchments, and severance
Conduct exit interviews with resigned employees

**Talent Management**
Facilitate departmental talent forums.
Develop Departmental talent plans and the execution of action items thereof
Train & coach line managers on the talent management process and implementation of the talent management plan
Facilitate the career pathing process
Facilitate skills planning and IDP’s for all employees
Train and coach line on the performance management framework
Drive performance management practices and standards
Ensure that all employee performance agreements and reviews are in place
Coach and guideline on the poor performance management process

**Skills Development**
Facilitate the implementation of the departmental skills plan with the Learning and Development team
Make recommendations to the Learning and Development Manager regarding improvements or changes to such things as needs analysis generation, training delivery, assessment and work optimization
Facilitate the effective induction and onboarding of new hires

**Employee Relations**
Plan, schedule, train, coach and continuously assess all line managers’ competence regarding Employee Relations practices
Consult with line management regarding grievance, disciplinary, appeals and CCMA hearing outcomes to ensure consistency and best possible outcomes and monitor trends at individual complex
Evaluate the implications of potential hearing
Ensure the correct formulation of preferred disciplinary
Liaise closely with the HR manager regarding problematic cases, expected or actual restructuring /operational requirements, potential industrial conflict/work stoppages/strikes and group grievances
Prepare cases and consult with HR Manager regarding CCMA and Labour Court matters as applicable
Provide required ER statistics re dismissals, warnings, grievances, CCMA referrals, etc. to the HRM/HR Exec
Provide support to staff on HR issues, as and when required

**Employee Wellness Programme**
Coordinate and facilitate the use of the Employee Assistance Program effectively
Ensure that the updates and timeous communication on EAP topics is sent out to employees
Ensure that feedback reports are provided from service provider
Coordinate and organise formal wellness functions and events nationally with the EAP representatives

**Reporting**
Provide required ER statistics (Dismissals, warnings, grievances, CCMA referrals) to the HR Manager
Provide required Training statistics to the Learning and Development Manager, including Attendance Records, training expenses and assessments of competence
Provide required statistics to the Talent and Acquisition Specialist, including vacancies, talent pools, development plans and recruitment costs

**Culture and Climate**
Ensure HR service delivery for internal and external customers
Drive organizational cultural activities in line with the business strategy and Organizational values
Drive cultural survey completion and action planning
Drive recognition program

**General**
Provide input to the Development, of all HR policies and procedures.
Maintain and update HR information Systems
Assist with the managing HR related cost savings, headcount and budgets
Adhoc HR projects, when required

**Education/Qualification**
Matric
National Diploma/Degree Human Resources Management

**Skills and Competencies**
HR Best practice
Strong Understanding of LRA,BCEA, Skills Development Act, Employment Equity Act
Strong communication skills on all levels
Conflict management and Problem solving
Ability to work under pressure
Well-disciplined individual
Attention to Detail
Planning and prioritising
Change Management
Talent management
Understanding of business operations
Ability to translate strategic direction into an operational plan
In depth knowledge of company policies, processes, and procedures
Strong business partnering skills
Strong interpersonal skills; ability to work well on cross-functional teams and foster team commitment to tasks
Leadership maturity
Project management skills
Deadline driven

**Experience (experience required for the job)**
Minimum 3 years