Human Capital Business Partner

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.

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 Line Managers to individuals discussed
• Assist OD in facilitate HIPO identification process and monitor development, plan progress and movement
• Facilitate succession management process and in conjunction with OD, ensure that succession pools are in place for key positions.

Employee Relations

• Conduct stakeholder analysis and develop an engagement plan to ensure that all stakeholders are appropriately engaged/consulted/communicated
• Support and guide Line Managers on all consultation and legal processes including attendance lists and minutes
• Facilitate conflict resolution between Employees
• Support and guide Line Managers on the grievance procedure and keep record of attendance registers
• Manage grievance in line with the grievance procedure
• Support and guide Line Managers on the disciplinary investigations
• Ensure substantive and procedural fairness is maintained in Corrective Conduct Reviews (CCRs) in line with employee relations training and Employment Code
• Prepare and represent the company with support of National HC Manager at CCMA conciliations
• Assist National HC Manager in preparation and representation of evidence for CCMA arbitrations
• Backup all correspondence (including e-mails) and send all records, formal company responses and documentation for all grievances, investigations, CCR's and CCMA matters for filing
• Observe and alert the National HC Manager of all potential risks, changes to conditions of service, including job content) where there is a potential people impact.
• Support and guide Line Managers on the people impact assessment
• Conduct ER analysis to identify trends on disciplinary cases, grievances, wellness-related issues and recommend remedial plans to Line Managers
• Initiate wellness days to promote employee well-being in line with identified remedial plans and ER wellness calendar
• Monitor and track implementation of the approved remedial plans
• Promote and advise employees to make use of ICAS services for any wellness related issues

Transformation & Diversity

• Constitute and ensure that an EE/SD Forum representative of the workforce is functional and in line with legislative requirements
• In line with business requirements and workforce planning, ensure adherence to the EE and Diversity plan (to be approved by the EE/SD Committee and General Manager) for area of responsibility and monitor adherence thereof
• Track and monitor staff movements and ensure appointments, promotions and transfers are aligned to EE, SD, Diversity and AIC targets
• In conjunction with OD, ensure the talent pipeline and succession plan is in line with EE, SD, Diversity and AIC targets
• Ensure summary of legislation (BCEA, LRA , SDA and OSHA), EE/SDplan, minutes of ESD Forum, EEA2 report and acknowledgement letter of EE Report from the DoL are displayed on all the notice board of all the departments.

Employee Engagement

• Drive employee participation in the employee engagement survey
• Facilitate completion of employee engagement survey action plans with line managers and OD
• Assist OD in monitoring communication of employee engagement survey results and action plans
• Submit report to management team on employee engagement action plan progress

Exit Management

• Conduct exit interviews, analyse exit trends and recommended remedial actions in area of responsibility (region/department) and submit for consolidation to the OD team
• Ensure that employees are aware of the last payment date
• Maintain a list of employees to maintain contact with for potential re-employment in the future and submit quarterly list to the Talent Acquisition Team to maintain a centralised data-base.

HR Projects and Change Management

• Assist employees to transition from current to new ways of doing business by ensuring proper consultation, communication and feedback to create awareness and understanding of business decisions and impact in line with adopted change management approach and roll-out plan
• Assist with equipping and providing employees with the required tools and skills to embrace the change

Stakeholders (internal & external customers, suppliers, shareholders, communities)

• Build and maintain strong, professional working relationships with line managers and employees in area of responsibility as well as other HC functions (Training and OD)
• Attend regional/departmental team meetings and huddles

Internal and External Stakeholders

The role requires close engagement and collaboration with key internal and external stakeholders.

Internal Stakeholders

Executive: HC; senior and line managers/supervisors and employees in area of responsibility, Payroll Team, Training Team, OD team

External Stakeholders

Recruitment agents.

Academic Qualifications

Essential:

• Relevant HC Tertiary Qualification (Diploma or Degree)

Note:
The role will require the incumbent to travel within their region of responsibility and ad hoc national travel.

Work Experience

Essential:

• 8 – 10 Years' HC Generalist Experience?

This job requires that the employee maintains the highest level of Honesty and Integrity as he /she will have access to company assets, cash handling and confidential record storage areas. This requires that a formal personal background check is undertaken.
If you have not heard anything from us after 2 weeks of applying, please consider your application unsuccessful. Applications closing date 02 November 2025