HR Business Partner

Main duties and responsibilities

Implementation of strategy

• Challenge, support and add value to the office in pursuit of its objectives and overall business strategy. 
• Ensure and/or manage delivery of the HR Strategy within the office in a way that takes into account the priorities and culture of the Office while striving for firm wide consistent practice.   
• Provide support to the Head of HR, EMEA on all annual HR processes which include salary review, performance review, Aspire programme and promotion.  

Performance Management Reviews

• Ensure the annual performance review and career pathways process is completed in a timely and fair manner; facilitate office wide moderation to ensure a robust and consistent distribution of ratings.
• Encourage the pursuit of excellence in performance at all levels.
• Coach and influence managers from a people perspective, developing their people management/leadership skills and constructively challenging inappropriate behaviours/actions.
• Support disciplinary processes and ensure they are appropriate and are conducted fairly in accordance with SA labour legislation.
• Work closely with partners on employee retention and succession planning.

Recruitment

• Provide the office with recruitment support, including ensuring all roles have appropriate candidate job description, the office appropriately supported in recruitment decisions and recruitment excellence is maintained at all times. 
• Ensure preferential rates are agreed with recruitment agencies and the central recruitment team. 
• In conjunction with Business Managers and Office Heads, identify and authorise vacancies, ensuring appropriate resourcing across the office. 
• Screening and shortlisting of applications for interviews to be conducted by the recruiting partner.
• Support the Graduate Recruitment Team to ensure the Graduate Recruitment process is smooth. Assist with screening candidates and attending Assessment Centres.
• Onboarding and Induction of new employees.

Employment Equity Plans

• Submit Employment Equity Plans and Skills Development Plans within specified timeframes to the Labour Department. Consult and give input into development of employment equity plans and Skills Development Plans. 
• Responsible for submitting all statutory returns, including those relating to Employment Equity, Occupational Health and Safety, SARS Tax Reconciliation.

Compensation

• Provide office leaders with assistance and guidance in respect of compensation and incentive planning.  
• Manage the annual salary review process in conjunction with the Head of HR, EMEA.
• Sign off with the office leadership team on all promotions, salary increases and bonuses. 
• Monitor staff grading and pay scales against other SA law firms.
• Liaise with the Compensation & Benefits team to ensure employee benefits programs are appropriate and cost effective. Contribute to salary surveys to ensure salaries are competitive.

Payroll

• Communicate changes to the global payroll team, in line with payment timetables and reporting requirements. 
• Checking of the payroll data to ensure accuracy.
• Timely submission of the SARS EMP payments, mid-year and annual recons.
• Ensure that all 3rd parties are paid on time (Alexander Forbes, CAMAF, Profmed).
• Attending to all payroll queries. 

Training

• Work with central L&D team to ensure that development programmes are relevant to office needs and promoted accordingly.
• Identify and implement, in conjunction with central L&D, training interventions to meet office needs.
• Promote employee wellness through the EWP, arrange annual wellness days and encourage attendance.
• Arrange meetings with medical aid and provident fund service providers for new starters and as requested by employees. 

Employee Relations

• Champion the development of people management skills within the office.
• Work closely with the Head of HR (EMEA) to manage exits in order to advise on and ensure best practice processes are adhered to.
• Manage key ER concepts such as diversity and inclusion, disciplinary and grievance etc.
• Working with the Head of HR (EMEA) to manage relocations and secondments.
• Exit interviews for leavers and managing the exit interview reporting. 

Commercial Awareness

• Work with the Office leadership team in achieving efficiencies through business improvements.
• Keep up to date on business issues affecting the office and Firm in order to understand their specific opportunities and challenges and provide an efficient and proactive service.

Regulatory

• Responsible for ensuring that registrations are maintained for all fee earners with the appropriate Law Society. 
• Be a part of the management committee for the Firm's provident fund and attend regular meetings.

Relevant Experience

• Significant HR Generalist experience, ideally 8 years+.
• A sound understanding of SA labour legislation.
• Exposure to CCMA.. 
• HR management experience

Key Skills

• Proven ability to influence, challenge and provide robust views in a supportive manner.
• Proven ability to gain credibility at all levels quickly and have excellent relationship management skills. 
• Communication: Listening, questioning and conveying ideas, facts and opinions in clear and understandable terms.
• Business Expertise: Understanding the business environment in which the Firm operates and considering the commercial and wider performance implications of decisions and actions.
• Strong listening and problem - solving skills.
• Ability to provide both hands on, operational and strategic level support. 
• Ability to assist in development and implementation of office policies in line with global firm approach.

Personal Qualities / Behaviours

• Professional, calm manner, robust.
• Good attention to detail. 
• Able to work independently and as part of a global team.
• Good sense of humour.
• Willingness to work flexibly and assist in other areas if the needs arise.

At Pinsent Masons we value diversity and inclusion. We are committed to creating a better workplace where all our talent can succeed and feel like they belong. We want to attract, retain and develop people at all levels and encourage applications from all suitably qualified candidates whatever your ethnicity, religion, age, physical or mental disability/ long term condition, sexual orientation, gender identity or expression or any other characteristics protected by local law in the jurisdictions in which we operate. #LI-BOSS