Human Capital Business Partner

South Africa's leading Car Rental Group

**Location: Isando, Johannesburg**

**Salary**:R40 000 - R 48 000 plus travel allowance

**Core purpose of the role**:To manage designated regional/departmental HC functions to contribute to and ensure the implementation of HC strategy and policy at regional/departmental level.

**Academic Qualifications**
- Relevant HC tertiary qualification (diploma or degree)
- Essential

**Work Experience**
- 8 - 10 years’ HC generalist experience - Essential

**Knowledge**

Essential:

- Well-developed and up-to-date knowledge of
- Labour Legislation, HC legislation and best practice
- Understanding of the company’s business processes, policies and procedures
- Knowledge of Payroll processes
- Knowledge of benefits (GLA, provident fund, disability, medical aid etc.)
- Knowledge of current recruitment best practice
- Developed knowledge of talent management
- Knowledge of workforce planning

**Skills**

Essential:

- Highly developed communication skills to influence and present to others
- Highly developed listening skills
- Highly developed internal resilience (EQ)
- Computer, system and technology skills (Intermediate MS Office)
- Broad negotiation skills within limits of authority
- Solutioning and problem solving skills
- Conflict resolution and mediation skills
- Multi-tasking skills
- Ability to work independently and as part of a team
- Ability to remain professional, objective and maintain confidentiality

**Personal Attributes**

Essential:

- Commitment to behaving correctly and ethically
- Remain resilient with stress and pressure
- Concern for communicating clearly
- Orientation towards growing and nurturing relationships
- Focus on getting things done
- Focus on initiating action
- Preference for team working
- Preference for planning and organizing
- Concern for working within parameters
- Concern for leading others and our culture

Important:

- Commitment to maintaining business awareness
- Concern for caring for others
- Preference for thinking practically
- Focus on analysing and solving problems
- Appreciation for challenging other with respect
- Concern for valuing and appreciating others

**Competencies**

Essential:

- Upholding standards
- Understanding people
- Examining information
- Meeting timescales
- Team working
- Taking action
- Providing insights

Important:

- Following procedures
- Managing tasks
- Establishing rapport
- Resolving conflict
- Adopting practical approaches
- Challenging ideas
- Empowering individuals
- Producing output

**Key deliverables and outputs**

Strategic/Financial

HC Advice and Consulting
- Visible, regular and continuous engagement with Line Managers and Employees to assess business needs
- Support Line Managers to define/identify people priorities in areas of responsibility
- Support Line Managers by providing people-related advice, best practice and solutions relevant to the need

Operational

HC Governance and Risk Management
- Ensure HC processes and procedures are governed and consistently adhered to
- Ensure compliance with policy and legal requirements
- Proactively identify and mitigate people-related risks

**Workforce Planning and Talent Acquisition**
- Review workforce planning, in conjunction with GM/senior leaders to support effective resource optimisation in line with talent requirements and templates
- Review organisational structures with Line Manager to determine fit-for-purpose structure in line with strategy
- Contribute to the sourcing strategy for area of responsibility to support workforce requirements (Talent Pool) with focus on internal transfers and promotions where possible
- Utilise approved recruitment service providers for critical and scarce skills in the market where necessary
- Manage and monitor the recruitment process in line with agreed SLA with the talent acquisition team (time to fill vacancy)
- Ensure that Line Managers are continuously informed on progress

**On-boarding & Learning and Development**
- Coordinate and / or facilitate the implementation of on-boarding programme for all new employees
- Ensure competency assessments are conducted on request
- Identify and monitor learning and development gaps/needs in area of responsibility
- Ensure that all employees have a skills matrix and ensure that it is actioned accordingly

**Performance Management**
- Guide Line Managers in cultivating a performance driven culture, in line with Organisational Development direction

**Reward & Recognition**
- Ensure people are paid equitably in line with the Remuneration and Benefits policy
- Identify pay anomalies and recommend remedial actions in consultation with GM / Departmental Head
- Ensure implementation of remedial actions (if approved) and communicate to affected employees
- Analyse increase and incentives data

**Succession Management**
- Assist OD in facilitation of the Intellectual Capital Review (ICR) process (including career management) and ensure that feedback is given by Li