Partner - Human Resources

Human Resources Partner, Gqeberha; Eastern Cape

The Human Resources Partner executes the Business Unit or Region HR frontline implementation, enablement and delivery of the people agenda.

Key Deliverables

The HR Partner will be accountable to achieve the following objectives:

Governance

Tactical Meetings

• Provide input in tactical meetings when required

• Provide inputs into the business / function unit or Region transformation initiatives when required

• Provide inputs into the risk mitigation and controls

• Prepare documentation required for sign-off / making decisions regarding tactical changes

Escalations

• Escalate issues that will result in severe time, scope, productivity, and cost or resource impact

• Provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery within the delegations of authority framework

Performance

• Ensure execution in alignment with divisional or Regional strategy

• Provide input into SLA approval and exception performance review

Reporting

• Report on a regular basis to reporting manager relating to progress made within business / function unit or Region and in accordance with the measurement metrics set by the organisation

• Report on an ad hoc basis on specific projects as and when necessary

Operational Delivery

Assist the HR Consultant to manage, localize and implement the people strategy and agenda relating to:

• Organization Design

• Workforce Planning and Analytics

• Performance Management

• Talent Management

• Leadership & Career Management

Employee Relations

• Facilitation of disciplinary hearings, grievances, and appeal hearings

• Implementation of related processes, policies and guidelines as per MTN policies and related labour legislation framework

• Continually monitor effectiveness and compliance with guidelines

• Create open communication channels regarding ER issues

• Advise & guide the line managers & employees on consistent application of the Disciplinary & Grievance Processes

Human Capital Management (Recruitment, Selection and onboarding of candidates & Exit)

Support management of headcount within the business or Region inline business goals and budgets

Assess employees' levels of Competence against the relevant profiles/frameworks

Assist in compilation of competency based questionnaires to be used in the interview

Facilitation of the interviews and taking an active role in the overall selection of the candidates

Ensuring appointed candidates are settled with regard to HR related activities i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc.

Support employee induction and orientation

Ensures internal controls are complied with to minimise recruitment risk

Input into succession planning and influence decisions around key posts earmarked for successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements

Ensure compliance to set Employment Equity targets and policies

Provide support to line management in managing the staff exit process

Conduct exit interviews and produces a quarterly report on trends

Performance and Talent Management

Facilitate the implementation of Performance Management Process in the respective Business Units and Region

Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines

Support clarification of roles and responsibilities for both line managers and employees regarding the IPF

Support the facilitation of action plans being put to place regarding performance improvement for under performers as identified and performed by line management;

Actively Monitor Succession Planning and Ensure the Development of Key Talent;

Guide and facilitate career path process together line and individual employees

Implementation of talent management strategies and policies

Organisational Design and Learning & Development

Have an understanding of how to develop Job Profiles in accordance to MTN Methodology

Coordinate all OD, culture alignment and Learning & Development interventions and any other approved interventions

Management of BU organisational structures and manpower balancing

Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward

Human Resources policies and procedures

Communicate and educate the Business units on all HR policies, procedures and processes

Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc.

Relationship Management

Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line managers, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility

To promote and ensure fair employee practices and people culture development

To facilitate and promote a positive climate of mutual trust and respect

Remuneration

Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'

Manages remuneration costs in relation to the contribution to business objectives (includes being up to date with the latest information through published salary surveys and other related sources)

Through payroll processing area, ensures an efficient payroll service to line

Monitors overtime trends and if necessary implements corrective action

Regional Support

The Human Resources Partner is expected to:

• Provide support to all business and functional units based in the Region

• Execute the key deliverables, governance, reporting, etc in the context of the Region

• Act as key HR generalist support role within Regions representing all HR verticals and COE functions in execution of the people agenda (Reward, Employee Experience, Employee Relations, Service Operations)

• Operate in a matrix organization that requires strong alignment and collaboration with HR Business Partner peers and COE functions on the people agenda

• Ensure alignment with the Senior HR Business Partner and implement the vertical business / function business agenda and people plan

Qualifications and Experience:

• Minimum of 3 year tertiary degree / diploma (Human Resource/ Behavioral Sciences/ Business Studies / Management and/or Equivalent)
• Minimum of 3 years' experience in working in the HR domain in telecommunication environment with specific focus on OD, performance management, talent management and workforce planning
• Demonstrated experience partnering with clients on solving business/operational issues through the application of progressive people systems (Human Resources) practices.
• Project management experience
• Worked across diverse cultures and geographies
• Experience working in a medium to large organization