HR Business Partner

Optimal Growth Technologies; Gauteng; On-site; ZAR 500 000 - 750 000; Full time

Job summary

A growing HR consulting firm in South Africa is seeking an HR Business Partner for a 6-month contract. This role involves providing strategic HR support, driving employee engagement, and managing organizational change. The ideal candidate has a proven track record in talent management and a strong understanding of cultural transformation. Competitive remuneration is offered.

Qualifications

• Strong experience in HR strategic partnering and change management.
• Proven ability to drive employee engagement and cultural change.
• Experience in talent management and organizational effectiveness.

Responsibilities

• Provide strategic HR support to manage and grow the business.
• Drive delivery of the transformational people agenda.
• Act as a catalyst for organizational change.

Skills

Strategic HR support

Employee engagement

Change management

Organizational design

Talent management

Education

Degree in Human Resources or related field

Job description

Role title

HR Business Partner

Location

Bryanston

Contract duration

6 months

Role purpose

• Works closely with the Executive Head in partnership with the company’s leadership to closely manage and grow the business by providing strategic and hands‑on HR support & delivery.
• This includes driving the delivery of the transformational people agenda.
• Responsible for creating an enabling environment to drive a high performing entrepreneurial culture and employee engagement across the organization.

Key Accountabilities

HR Strategic Partnering

• Responsible for executing on the company’s people strategy.
• Together with Executive develop key portfolio strategies and frameworks (L&D, etc).
• Work closely with senior leaders to drive and deliver their people plan that supports the business growth.
• Partner with business to ensure the optimum org design is in place to deliver a fit for future business.

Organisation Effectiveness & Change

• Support and deliver functional change programmes and organisational effectiveness or OD activities in the business areas.
• Interface with key stakeholders to ensure alignment with cross‑functional change activity.
• Deliver against FTE, contractor & employment OPEX targets in business areas and support business in managing the payroll budget and headcount.
• Act as tactical sparring partner, engaging on the effectiveness of processes, systems, data and people.
• Drive the company’s People plan within each BU, ensuring that all people managers are equipped and able to deliver against agreed plans.
• Propose, develop and deliver key functional change programmes.

Cultural Change

• Act as a catalyst for change by helping the organization as they transform.
• Seen as a trusted and respected change agent who can influence, persuade & support the business.
• Challenge & improve people policies/processes/practices to ensure alignment with the company’s People plan & new ways of working.
• Challenge & support leaders in business areas to align behaviours/attitude to new culture framework.

People Planning

• Input to functional people plan that is fully aligned to the company’s strategy & operating model.
• Drive delivery of functional initiatives/projects to support the company’s strategy.

Talent Management and Reward

• Continuously drive performance dialogue awareness in partnership with business.
• Work in partnership with senior leaders on future fit resourcing plan.
• Support senior leaders on the Talent Management scope: Talent Acquisition, Talent Development, Talent Retention and Engagement.
• Execute on the organization’s Reward framework and principals.

• Input in companys functional and leadership development framework.
• Work with senior leaders to build critical functional & leadership capabilities to enable the business areas to deliver against their plans.
• Ensure development of future capabilities for PAN African capabilities.
• Manage company’s L&D budget.

Employee Engagement & Experience

• Partner with leadership to ensure teams have a clear understanding of the relationship between their business function, team and individual goals and their role in contributing towards delivery of the overall strategy.
• Focus business areas on continuously improving employee engagement by facilitating the development of People Survey action plan, etc.
• Promote and initiate initiatives to drive & shape the company’s business.
• Identify and address issues and propose solutions related to employee engagement.
• Continuously shape the employee experience journey for key employee touch points across the business.

Relationship Management & Partnering

• Build a high support & challenge relationship with the senior leadership teams.
• Implement all Performance Driven Reward plans in business areas and ensure recognition of staff.
• Deliver a pipeline of diverse future leaders and accelerate high potential development in functional business areas.
• Identify and deliver leadership team effectiveness solutions.