HR Business Partner

The HR Business Partner partners with leaders and employees to design and deliver people solutions that enable business performance, employee engagement, and talent growth. Acting as a trusted advisor with business acumen, the HRBP balances strategic input with operational delivery, ensuring HR initiatives are embedded effectively and that policies and practices remain fair, consistent, and compliant.
Strategic HR Partnering

• Partner with business leaders to design and deliver annual BU People Plans aligned to the Group HR People Plan and business objectives.
• Translate strategic priorities into actionable HR initiatives, execute and track delivery against KPIs.
• Provide data-driven insights to influence decision-making on workforce, talent, and culture.
• Support organisational change and transformation initiatives, including restructures, team integrations, and culture programs.
• Strengthen organisational competitiveness through capability building and modern HR practices.
• Anticipate future-of-work trends and build future-ready people strategies.

Workforce Planning & Talent Management

• Lead workforce planning and forecasting with managers, ensuring alignment to growth and productivity needs.
• Drive talent mapping and succession planning processes to identify, develop, and retain high-potential employees.
• Facilitate career development discussions and support internal mobility.

Recruitment & Onboarding

• Partner with Talent Acquisition and Business on recruitment strategy and support the recruitment process (job descriptions, sourcing, shortlisting, interviews, offers) to ensure quality hires.
• Ensure seamless onboarding and induction for new hires to accelerate productivity.
• Monitor hiring quality and retention, providing feedback to improve recruitment effectiveness.

Performance, Learning & Development

• Guide managers through the performance management cycle (goal setting, feedback, reviews, calibration).
• Coach leaders on managing underperformance and enabling high performance.
• Partner with business leaders to complete Training Needs Analysis and ensure all training requirements are met.
• Support delivery of learning, leadership development, and Individual Development Plans (IDPs).

Reward, Recognition & Remuneration

• Support management of the organisation's reward framework (job evaluation, grading, salary reviews, benefits).
• Assist with remuneration governance and Remco matters, including annual increase and bonus calculations.
• Contribute to the design and delivery of recognition programs that reinforce culture, values and high performance.

Employee Relations, Risk & Compliance

• Provide expert advice to managers and employees on policies and labour legislation.
• Manage ER cases (disciplinary, grievance, incapacity) to ensure fairness and compliance.
• Ensure full compliance with BCEA, LRA, EE Act, and other relevant legislation, minimising risk.
• Maintain accurate records, policies, and ensure audit readiness.

Engagement, Culture & Wellbeing

• Run engagement surveys, analyse results, and integrate actions into the BU HR/People Plan and initiatives.
• Champion organisational values, diversity, equity, inclusion, and wellbeing initiatives.
• Facilitate HR-led events and initiatives to improve employee experience and team culture.
• Drive initiatives that improve employee retention by addressing key turnover drivers, strengthening engagement, and partnering with managers to build an environment where employees can grow and thrive.

HR Operations & Data

• Ensure accurate HRIS data entry, reporting and audit readiness.
• Support with payroll inputs and checks.
• Produce and analyse people metrics (turnover, absenteeism, recruitment, ER cases) to identify trends and recommend interventions. Assist with HR reporting, dashboards and scorecards.
• Contribute to continuous improvement of HR processes, policies, and tools, ensuring legislative compliance.
• Assist with preparation of the annual HR budget, providing accurate inputs, monitoring, forecasts, and justifications.
• Identify opportunities for HR process improvements and raise ideas that enhance team efficiency, employee experience, or operational consistency.

Team Contribution, Collaboration & Change Support

• Actively contribute to a collaborative and high-performing HR team by sharing knowledge, supporting colleagues, and maintaining strong working relationships.
• Support the delivery of HR initiatives, projects, and transformation activities by completing assigned actions, communicating effectively, and role-modelling adoption of new processes and behaviours.
• Contribute to capability building within the HR function by sharing expertise, tools, best practices, and offering peer support where needed.
• Take ownership of assigned HR operational and strategic tasks, ensuring timely, accurate and high-quality delivery that supports overall HR team KPIs and objectives.

Additional HR Projects & Duties

• Undertake any other reasonable duties, special assignments, or HR projects as requested by the Head of HR or business leadership, ensuring flexibility and responsiveness to evolving organisational needs.
• Bachelor's degree in Human Resources, Industrial Organisational Psychology, or a related field.
• Comprehensive Wellbeing Support – holistic employee wellness programs (mental, physical, financial).
• Financial Empowerment – tailored financial wellness solutions to help employees build security.
• Career Growth & Development – study assistance, mentorship programs, leadership programs, and career mobility.
• Values-Driven Culture – built on our ARISE values: Ambition, Respect, Integrity, Synergy, Enterprise.
• Recognition & belonging – meaningful recognition programs and initiatives that celebrate our people.