Senior HR Business Partner

**HR Strategy & Business Plan**:

- Drive the adoption of best-in-class Human Resources practices by line management;
- Support line management in the implementation of HR strategy;
- In conjunction with line management, develop and revise a people strategy that positions the
- business for growth and build a external recruitment pool for critical positions;
- Implement talent management framework and ensure solid talent bench strength in place.

**Design & Development**:

- Encourage change management by ensuring the business structure is conducive to flexible
- growth, development of the required culture in respect of the Groups vision and values;
- Facilitate Performance and Talent Management through ensuring Best Practice sharing
- regarding job evaluation, development interventions, job profiling/grading, team and
- organizational effectiveness;
- Ensure all managers are equipped with the required expertise to manage their Performance
- Management effectively which are linked to Group goals and objectives;
- Ensure effective and efficient recruitment practices;
- Monitoring compliance to HR policies and procedures, effecting corrective action as applicable
- to the business and legislation.
- Employee Relations (ER):

- Promote sound and consistent HR practices;
- Overseeing the ER function for allocated entities ensuring compliance to overall group policy;
- Ability to represent the organization at labour disputes in conjunction with Employee Relations
- Service Provider, LabourNet;
- Ensure that managers identify poor performance issues timeously and are appropriately
- actioned;
- Potential conflict is resolved according to IR procedures;
- Disciplinary action is taken according to our disciplinary code.

**Employee Assistance**:

- Ensure internal and external infrastructure is in place to provide social services together with
- policy to assist with employee well-being and effective implementation of programmes.
- Customer Service / Quality:

- Ensure all HR and related services are delivered using Best Operating Practices;
- Ensure all queries are followed up and resolved in the shortest possible timeframe within policy
- framework;
- Methods for improving customer services are proposed, developed and continuously updated;
- Internal and external customers are constantly updated as to the progress of their queries.

**Training & Development**:

- Ensure consolidated needs are identified and documented in line with business unit and group
- policy and structure, development plans implemented and monitored;
- Promote training and development opportunities for critical skills areas.

**Learning & Growth**:

- Provide ongoing assessment and feedback on development;
- Individual goals developed and aligned to team goals;
- Team effectiveness is facilitated and assessed against best practice.

**HR Administration**:

- Management of business unit budget within parameters including:

- Ensure remuneration, benefits structures, annual increases, incentives and
- commission structures are in line with business unit / group budgets and structures;
- policies are executed efficiently and according to legal and statutory requirements;
- Monitoring of headcount and related costs;
- Monitoring recruitment costs;
- Ensure employee data management on Sage 300 People

**Education**:

- Degree in Human Resources, Education or a related field;
- CIPD qualifications are advantages

**Experience**:

- 6-8 years HRBP experience; 3 years at a senior level;
- Knowledge and experience of:

- Employee Relations (ER);
- Organisational Development;
- 1-2 years Sage 300 People (Advantages)
- Remuneration and Benefits Services;
- Wellness management;
- Business and financial acumen