Human Capital Business Partner

Description

To consult, advise, mentor and coach employees and managers to achieve business outperformance by architecting and deploying workforce solutions that support the people centered business philosophy and results. Understand the communities in which business operates and identify key programs/initiatives to support business in becoming a social enterprise. Drive innovation and agility through workforce development. Curate the workforce with non-traditional talent. Forecast future capabilities and enable continuous learning. Facilitate and participate in intentional collaboration within and across teams to support disruptive thinking and the development of holistic solutions to business problems. Support leaders and teams to be deliberate and intentional in collaborative thinking and partnerships in addressing business problems and developing holistic, integrative solutions. Facilitate an environment of innovation and reimaging the future world of work by implementing organisational development initiatives that support a culture of curiosity; learning; trust; and open, honest conversations with teams and leaders. Support leaders and teams to navigate through uncertainty and ambiguity. Implement management and leadership programs that build change leadership and resilience. Collaborate with specialist Human Capital teams to understand new ways of working to support future world of work thinking, understand people levers and impact on profitability and creation of shared value. Actively listen with the intent of providing sound and balanced Human Capital advice. Coach leaders to improve overall performance and build confidence in leading and managing teams on key Human Capital initiatives. Motivate and keep Human Capital team engaged to deliver quality advice and solutions. Coach leaders and employees on the interpretation and application of key Human Capital concepts, using active listening and deep understanding of business problems identified, and solutions developed. Coach leaders and employees to develop skills, confidence and comfort with engaging in work contexts that are ambiguous and uncertain using resilience and curiosity to manage business and human capital resources. Engage with business leaders to emphasise the importance and purpose of writing job profiles and maintaining their relevance and accuracy, highlighting that job profiles form the basis of a wide array of other HC processes. Coach business leaders to navigate courageous conversations to facilitate alignment and delivery of business strategy and address key behavioural traits to support individual and team outperformance. Manage team in respect of recruitment decisions, performance moderation, talent management process, disciplinary action, recognition and retention of employees. Build team succession plans for roles in own area and influence resource planning. Facilitate the generation of clear contracting and assessment of performance expectations in line with identified objectives and enable a learning and growth culture. Implement people resource planning in line with delivery and performance objectives, within budget and in partnership with specialised areas. Drive the process of scoping accurate job profiles that reflect the core elements of jobs to be performed. Engage in job content interviews with job content experts; engage with job content experts for the review and approval/finalisation of job descriptions. Implement talent management practices in line with HC policies and procedures. Provide direction, coaching, and regular feedback to leaders and employees to improve performance and implement performance improvement initiatives. Ensure that skills are transferred in specific functions to reduce key person dependencies. Implement transformation and diversity initiatives Review data to identify current and future human capital needs. Ensure relevant resolution of conflict and respond to complaints or concerns raised. Identify efficiencies in the provision of Human Capital solutions, partnership and enablement journeys, whilst ensuring business partnering effectiveness and contribution to the performance level in the area of accountability. Interact with Leaders to drive engagement, identify strategic talent priorities, and develop talent. Conduct surveys to assist with problem resolution and solutioning to human capital business challenges. Conduct research into key Human Capital concepts to deepen skills, knowledge and understanding of business challenges faced in area of responsibility. Facilitate sense making sessions to help leaders and employees engage, interrogate and interpret critical business and human capital initiatives/decisions. Develop deep understanding of the business to support business and leaders to deliver against the business strategy. Implement integrated, contextually relevant, holistic Human Capital solutions to business problems that create business value. Identify and review policies, processes and practices that hinder flexible, agile and customer centric responses to business and human capital challenges. Provide business and human capital insights at Exco and Manco meetings using data analytics to identify trends, problem solving and holistic solutionist thinking. Partner with business to determine human capital impact of business strategy. Identify and facilitate cross functional touch points, ensuring engagement between areas in blending new functions, jobs and roles. Participate in key Human Capital forums to develop thinking and solutioning that supports the creation of a workforce of the future. Proactively partner with business and specialist Human Capital teams to identify and prepare workforce impact and Human Capital problem resolution. Leverage and integrate specialist Human Capital capabilities to create flexible co-ordinated journeys for business, aligned to the Human Capital and business strategies. Partner with business and specialist Human Capital to design, develop and implement solutions that enable business outperformance. Manage the efficient delivery of Human Capital solutions within area of accountability. Adapt, implement and monitor a tactical and operational Human Capital plan to close identified gaps. Build active partnerships and networks within the Human Capital community focusing on sharing knowledge; building solutions to collective business problems; and foster learning, collaboration and collective solutioning at a functional level. Be the custodian of HC processes, including job profiling. Advise and implement leading industry practices so that job profiling, as the foundation of HC solutions, is implemented appropriately. Provide balanced and credible advice and thinking, to problem solving based on an understanding of the business; review of data; and expert understanding and application of human capital policies, practices and processes. Develop a business vocabulary to implement key human capital initiatives that are contextually relevant in area of responsibility. Implement and manage Human Capital capabilities that enhances sustained business outperformance, talent enablement and development. Participate in key Human Capital Forums to understand the future world of work thinking and projects envisaged in support of this. Facilitate sessions with business leaders and build change leadership in support of sense making, collecting insights and developing plans to assist with implementation. Volunteer to champion projects aligned to business challenges and own self development. Demonstrate an understanding of the HC value chain and the interrelationships between components, engaging with various stakeholders in work conducted to support the facilitation of an effective ecosystem of partners. Review real-time data to proactively identify trends and problem areas, to meaningful solve business problems and enable effective decision making. Empower managers and leaders to lead and transform the business by providing credible data insights on key human capital metrics i.e. wellbeing stats and impact to productivity, workplace analytics and impact to mental wellbeing and burnout. Analyze and interpret different data points to identify trends, build contextually relevant solutions and facilitate decision making. Analyze and organize data to relay an impactful human capital storyline based on business insights. Partner with specialist human capital teams to build predictive modeling using existing data and experiences to model future trends and proactively solve for these. Understand how the business landscape is shifting and partner with specialist Human Capital teams to build Digital transformation and data insight journeys; and assist leaders and employees to build confidence with digital dexterity in support of platform thinking and enablement. Identify, recommend and/or implement practices that enhance the employee experience related to HC activities.

Job Details

Take note that applications will not be accepted on the below date and onwards, kindly submit applications ahead of the closing date indicated below.

02/11/24

All appointments will be made in line with FirstRand Group’s Employment Equity plan. The Bank supports the recruitment and advancement of individuals with disabilities. In order for us to fulfill this purpose, candidates can disclose their disability information on a voluntary basis. The Bank will keep this information confidential unless we are required by law to disclose this information to other parties.

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