Hr Business Partner

Minopex; Johannesburg; On-site; ZAR 600 000 - 850 000; Full time

Job summary

A leading human resources consultancy is seeking an HR Business Partner in Johannesburg to provide HR advisory services and support business operations. The ideal candidate must have a degree in HR and at least 5-7 years of experience in similar roles. Key responsibilities include organizational design, talent acquisition, and performance management. This position offers competitive remuneration and opportunities for growth.

Qualifications

• Minimum of 5-7 years of Human Resources Management experience as an HR Business Partner or equivalent role.
• Deep knowledge of HR-related labour legislation.
• Project Management execution skills and knowledge.

Responsibilities

• Provide ongoing organizational design and workforce planning support to line management.
• Advise on recruitment compliance and facilitate interviews.
• Guide line management in performance management processes.

Skills

Performance Management

Employee Engagement

Talent Acquisition

HR Governance

Training & Development

Education

HR Degree or National Diploma

Tools

Sage People

SAP

Advanced MS Excel

Job description

Showing 30 Hr Business Partner jobs in Johannesburg

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HR Business Partner

2000 Johannesburg, Gauteng Red Ember Recruitment (PTY) Ltd

Posted 627 days ago

Job Description

Permanent

Red Ember Recruitment is recruiting for an HR Business Partner for our client based in Kempton Park.

The role of the HR Business Partner (HRBP) is to provide a seamless HR advisory, and solutions link between the HR Centres of Expertise and business operations. The successful HRBP will work closely with General Managers, Operations Managers, Area Managers, Site Managers, Branch Managers, and other key stakeholders to provide transactional Human Resources support and guidance across the employee life cycle.

Key Responsibilities

Organization design and workforce planning

• Provide ongoing organizational design and workforce planning support/guidance to line management (operations and support functions)
• Liaise structural updates and amendments between operations and the payroll department
• Provide HR expertise and guidance in respect of job design and job description development
• Guide Job Segmentation process and validate outcomes

Talent Acquisition

• Advise operations and act as the link between recruitment and hiring managers
• Advise and ensure recruitment compliance in line with the Recruitment Policy and alignment with the Employment Equity Plan
• Facilitate interviews with the recruitment team and hiring managers
• Work closely with hiring managers, and recruitment to ensure smooth on-boarding and induction of new employees

Employee Onboarding & Integration

• In collaboration with line management and the learning and development team guide and oversee the onboarding process to ensure new employees are properly inducted into the business and have the best possible onboarding experience
• Report on onboarding performance
• Assist/guide the line managers in respect of employee onboarding and integration

Performance Management

• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary procedures, etc.)
• Guide the department heads with the designing of KPIs as well as overseeing and managing the performance appraisal system that drives high-performance
• Ensure the consistent application of the performance management principles, processes, and practices through line manager support and coaching
• Guide business on the Performance Improvement Planning process
• Monitor the implementation of the performance management policy, practices, and systems by ensuring effective compliance and performance management processes
• Monitor and track compliance and due dates in respect of the completion of performance appraisals
• Assist managers to identify performance gaps and define appropriate training and/or action plans
• Assist/support/guide managers with poor performance management

Training & Development

• Guide and advise on the identification of training needs within business units and individual coaching and mentoring needs
• In liaison with the L&D department, drive the creation and implementation, and execution of personal development plans aimed at achieving excellence in the roles across business units & departments
• Support business with PDP development and execution

Succession Planning

• Provide guidance and input on business unit restructures, workforce planning, and succession planning as and when required
• Coach line managers in the application of the succession planning methodology, processes, and tools

Employee Engagement & Retention

• Conduct regular meetings with respective business units/departments to ensure alignment of people and business objectives
• Preparation and issuance of termination documentation
• Exit interview coordination and conduct exit interviews from the managerial level upwards
• Prepare exit interview analysis and reports

Employee and Industrial Relations

• In liaison with the Industrial Relations team, coach, and support line management concerning disciplinary and grievance procedures and requirements
• Serve as a link between management and employees as well as helping them resolve conflicts and provide counseling where necessary
• Drive business unit/departmental wellness programs

Remuneration & Payroll

• Guide the line management with the remuneration philosophy, policy, and practices
• Facilitate and liaise between the payroll department and line managers for the necessary payroll input and administration tasks.

Transformation (Diversity & Inclusion)

• Translate transformation objectives and goals into business unit/departmental-specific targets and strategy
• Coach line managers to transformation objectives, targets, and plans
• Ensure equitable representation of suitably qualified employees from designated groups in occupational categories and levels within an aligned to the Employment Equity Plan

HR Governance

• Lead/coordinate the implementation, monitoring, and reviewing the HR Policies and Procedures as required
• Effectively perform and guide HR administrative functions related to HR and Talent Management
• Work closely with the relevant HR functions to create and execute HR business cases and HR due diligence exercises, particularly as it relates to “new take-on” activities
• Human Resources stakeholder management
• Ensure adherence to relevant laws, policies, and standard operating procedures within Human Resources Requirements
• HR Degree or National Diploma
• Minimum of 5-7 years of Human Resources Management experience as an HR Business Partner or equivalent role
• Experience and knowledge of Remuneration, Talent Management, Transformation, Talent Acquisition, Learning and Development, Workforce Planning, Organisational Design, Industrial Relations, Employee Engagement and Performance Management
• Knowledge of HR ERP systems (Sage People or SAP preferably)
• Deep knowledge of HR and related labour legislation
• A above-average knowledge of HR theories, principles, and practices
• Proven track record in Diversity and Relationship Management
• Advanced Computer Literacy
• Advanced MS Excel skills
• Project Management execution skills and knowledge
• Must be willing and able to travel