Human Resource Business Partner

Role purpose: The role of the Human Resources Business Partner is responsible to create an enabling environment to drive performance and employee engagement across the business areas by partnering with business leaders to define and implement relevant and appropriate People plans. Provide HR Business Partnering to Leadership teams. Facilitate the delivery of the Vodacom strategic HR priorities, through defining an appropriate strategy to deploy the people plan and partner with business leadership in the execution of the plan. The key focus will amongst others include but not limited to organization effectiveness, talent management & building capabilities. Bringing the Human element to Technology while supporting sound business decisions. Key accountabilities and decision ownership: People Planning Input to functional people plan that is fully aligned to Vodacom/functional strategy Drive delivery of functional initiatives/projects to support Technology strategy   Organization Effectiveness & Change Support and delivery functional programs and OE activity in business areas Interface with key stakeholders to ensure alignment with cross-functional change activity and manage the change process Input of monthly and quarterly organization reviews Delivery against FTE, contractor & employment Opex targets in business areas and support business in managing the payroll budget and Headcount Core competencies, knowledge and skills: Telecom Industry experience will be an added advantage Knowledge and experience in Change management, people organization plans and Exposure to coaching leaders for behavior change   Competencies: Problem solving and decision making Analytical thinking HR reporting Interpersonal skills and negotiating skills Business Acumen Knowledge of labour legislation Knowledge of HR policies and procedures Consultation skills Planning and Organizing   Must have technical / professional qualifications: Matric / Grade 12 essential Ensure organization clarity & alignment in business areas, e.g., reporting lines, role profiles, role titles and global job architecture Ensure data integrity of people related information in the business unit Drive organization efficiency in business areas (ensuring compliance with agreed spans & layers targets) Act as tactical sparring partner, engaging in the effectiveness of processes, systems, data and people Drive the HR agenda within the BU, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements – provide advice and training to line managers Propose, develop and deliver key functional change programs in collaboration with COE. Cultural Change Play key role in supporting leaders to align to spirit behaviors and related people/HR policies. Provide Leadership of cultural change in business areas/areas of responsibility Challenge & improve people policies/processes/practices to ensure alignment with Vodafone, People strategy and new ways of working Challenge & support leaders in business areas to align behaviors/attitude to Spirit and new ways of working Ensure that the Health and Safety standards are maintained to required guidelines Performance and Reward Ensure active management of poor performers in business areas Partner with the business leaders to drive group initiative on PD Talent & Resourcing Collaborate with the TM team to deliver a diverse succession plan Accelerate high potential development in functional business areas Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use ‘talent matrix’; ensure robust talent, succession & scenario plans are in place, facilitating the performance and potential calibration Advise on performance and potential ratings for F and top talent/successors at all levels Actively support all talent programmed – Inspire, MBA’s, Rising Stars, etc. Support Graduate Program and emerging talent in business areas Actively managing Diversity & Inclusion agenda in business areas Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas Ensure that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)   Leadership and Management Development Ensure understanding of management development programs to ensure effective development at key transition points on the management/leadership ladder and drive uptake of development programs relevant to BU specific priorities Coach executives across business areas, in collaboration with COEs Organizational Capability Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans Ensure functional induction framework is developed and implemented & core organizational on-boarding programs are in place and being effectively used Ensure development of future capabilities required