Human Resource Business Partner

**Job Advert Summary**:**
Purpose of HRBP Position;**

To render Human Resources services in partnership with Line Managers to implement the Human Resources Agenda; policies and procedures effectively and efficiently.

The Agency reserves the right not to make an appointment.

**Minimum Requirements**:**
Education (formal qualification required)**:
Bachelor’s degree in Human Resources or Social Sciences or related qualification (Essential) - (At least NQF Level 7)

**Experience required - type and number of years’ experience**:
5 - 7 years of progressive HR Generalist experience

Knowledge of local Labour Legislation;

Knowledge of HR Systems and HR principles and administration;

Experience in Recruitment and Competency based Interviewing;

Experience in Performance Management;

Experience in Talent Management and Training; and

Experience in Disciplinary Procedures and corrective action.

**Duties and Responsibilities**:**
Human Resources Business Partnering**
- Provide on-going HR support to Business Units in line with the HR strategy for the organisation.
- Facilitate implementation of HR interventions to ensure effective delivery of HR requirements in the business units.
- Proactively identify key people issues and advise Line Managers on how to address the concerns in line with HR processes and policies.
- Proactively monitor implementation of HR initiatives and provide monthly reports.

**Employee Relations**
- Identify non-conformance to policies and procedures
- Conduct investigations where there is non-compliance and process breaches
- Attend to the formulation of charges; facilitation of disciplinary hearings and conciliations at the CCMA
- Provide counselling sessions to aggrieved employees
- Facilitate conflict resolution amongst staff members
- Facilitate dispute resolutions.

**Talent Acquisition**
- Facilitate the recruitment and selection process to fill vacant positions.
- Collaborate with Line Managers to identify key competency requirements in relation to evolving organisational requirements.
- Implement Competency-based techniques during the selection process.
- Prepare recruitment reports for approval by the delegated Line Managers and Executives.
- Provide feedback to applicants.
- Facilitate the on-boarding of new employees.
- Prepare and submit talent acquisition analytics on a monthly basis.

**Learning and Development**
- Ensure that all employees have Personal Development Plans.
- Prioritise learning and development interventions for implementation on a quarterly basis in consultation with Line Managers and their direct reports.
- Plan and prepare for implementation of learning and development interventions.
- Analyse effectiveness of learning and development interventions regularly.
- Provide learning and development data to assist the HR Business Unit to meet statutory obligations including Workplace Skills Plans (WSP) and Annual Training Reports (ATR).

**HR Administration and reports**
- Prepare and submit monthly and quarterly reports.
- Prepare and submit on-boarding information monthly.
- Prepare and submit termination information monthly.
- Prepare and submit training and development information monthly.
- Administer the Supply Chain Management process for HR.
- Prepare HR data for recruitment, turnover, leave, Employment Equity, Wellness information.

**Performance Management**
- Inculcate high-performance culture through effective implementation of the performance management process within the stipulated time-frames in the business units.
- Train Line Managers to use the HR System for performance contracting and performance review.
- Train staff on how to prepare for performance contracting and reviewing phases using the HR System.
- Collate divisional performance review scores for submission to the Head of HR.
- Ensure that all staff members obtain feedback on performance reviews.
- Monitor implementation of the Performance Improvement Plans in the business units.

**Separation / Terminations**
- Facilitate the voluntary and involuntary termination of employees.
- Ensure that the termination process is administered in line with the HR Standard Operating Procedures.
- Conduct trend analysis of exit interviews to proactively address employees’ concerns using best HR practices.