HR Business Partner (Hay Level 16)

Necsa; Pretoria; On-site; ZAR 600,000 - 900,000; Full time

Job summary

A leading company in the energy sector seeks an HR Business Partner in Gauteng, Pretoria, to develop HR strategies and manage talent. You will play a critical role in ensuring effective HR service delivery and alignment with the business's operational goals. Candidates should have a strong HR background with significant experience in generalist HR functions and a bachelor’s degree in human resources.

Qualifications

• At least 7 years full generalist HR experience.
• Bachelor's degree in human resources required.

Responsibilities

• Develop and implement HR strategies aligned with business objectives.
• Manage talent retention and organizational development.
• Ensure compliance with HR laws and policies.

Skills

Strategic Partnership

Talent Management

Workforce Planning

Learning and Development

Performance Management

Employee Wellness

Employee Relations

Education

Bachelor’s degree in human resources

Job description

Job title : HR Business Partner (Hay Level 16)

Job Location : Gauteng, PretoriaDeadline : June 27, 2025Quick Recommended Links

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Key Performance Areas Strategic Partnership

• Develop an HR Plan that capacitates the division to meet its operational business plan (1 year plan)
• Partner with Human Capital Development to develop the next generation of leaders Re-design organisational structures around strategic objectives
• Translate the strategy of the Division into clear plans of action for HR Services.
• Create and implement client specific HR tactics and solutions which ensures the realisation of HR business objectives.
  
  

Talent Management

• Understand/Analyse the current and future talent needs of the business and develop plans to meet the needs
• Monitor and report on talent management key result areas and indicators (bench strength, retention of staff, % of talented staff, Employment Equity)
• Conduct stay interviews with employees in critical positions to determine talent risks (retention strategy)
  
  

Workforce Planning

• Develop the business unit workforce plan to ensure that the business unit has the right people in the right places at the right time.
• Ensure appropriate budgeting to prepare the budget for the workforce plan
  
  

Learning and Development

• Create an occupationally competent and engaged workforce which builds organisational capability, providing employees with opportunities to develop new knowledge and skills.
• Support and accelerate skills development and achievement of employment equity and organisational transformation and limit the impact of skills shortages.
• Develop the divisional training plan that addresses critical skills needs of the division (both present and future) in conjunction with Business Unit Heads Performance Management
• Translate (in conjunction with Business Unit Heads and cascade Divisional performance drivers into team and individual performance targets
• Ensure that line management is skilled in applying the organisation’s performance management system.
• Ensure fair, ethical and organisational practices focusing on the achievement of performance targets (high performance culture) in a sustainable way.
• Set performance moderation panels in the division and provide guidance to the Business Unit Heads regarding the implementation of the organisation’s performance management system.
  
  

Reward and Recognition

• Identify and implement practices, procedures and systems that enable the reward system to operate effectively.
• Align and integrate reward with other HR Practices (e.g. performance reviews) for optimal impact.
• Advise management and employees on structuring their salaries
• Communicate and train employees to ensure awareness, understanding and acceptance of the reward and recognition system.
  
  

Employee Wellness

• Promote awareness of the wellness policy, strategy and procedures of the organisation
• Report to management, the effectiveness of wellness programmes and interventions in support of operational objectives
• Assist the Senior Manager: HRS to develop and suggest flexible work practices and other alternative work arrangements to promote work life balance where possible
  
  

Employment Relations

• Ensure capacity building and compliance to relevant labour legislation, code of good practice (Department of Labour) and international standards
• Monitor and evaluate the state of employment relations in the division
• Leverage employment relations to promote inclusion, promote and value diversity and prevent discrimination
  
  

HR Service Delivery

• Ensure timeous, consistent, credible and quality in the delivery of HR services, using resources productively to measure and improve on service delivery.
• Provide effective professional advice and guidance to managers and employees regarding the correct implementation of labour laws and other legislative requirements, HR policies, practices and procedures.
• Measure satisfaction with the delivery of HR services HR Risk Management
• Assess potential people factor risks to achieve divisional objectives
• Identify and evaluate the potential risk impacts with regards to operational HR activities
• Implement the appropriate people-based risk management systems, metrics, risk controls, and HR Practices which will contribute to mitigate the potential risks in consultation with the Senior Manager: HRS
  
  

Qualifications And Experience

• Bachelor’s degree in human resources
• At least 7 years full generalist HR experience
• Human Resources jobs