HR Business Partner - Shared Services

Guardian Recruiting; Durbanville; On-site; ZAR 800 000 - 1 100 000; Full time

Job summary

A prominent recruiting firm is seeking an experienced HR Business Partner for shared services in South Africa. This role involves strategic HR management across operations and a strong focus on employee engagement and compliance. Candidates should have at least 5 years of HR experience, with a thorough understanding of South African labor laws and strong interpersonal skills. The position also supports cross-border initiatives and aligns local strategies with global directives.

Qualifications

• Minimum of 5 years of progressive HR experience in a fast-paced environment.
• In-depth understanding of South African labour legislation.
• Exposure to U.S. employment practices is an advantage.

Responsibilities

• Develop and implement HR policies aligned with company objectives.
• Partner with leadership to drive HR initiatives.
• Ensure compliance with local labour laws.
• Lead HR audits and compliance reviews.

Skills

Strong communication

Interpersonal skills

Analytical abilities

Proactive and adaptable

Strategic thinking

Problem-solving capability

Education

Bachelor's degree in Human Resources Management

Job description

Position Overview

The HR Business Partner Shared Services plays a key role in shaping and executing the Groups people strategy across our South African operations and global teams.

This role blends strategic HR approach with operational excellence, ensuring our HR frameworks foster organizational success, compliance, and a positive employee experience.

As a trusted partner to leadership and employees, you will provide expert guidance across core HR functions, including:

• HR Policy and Compliance
• Employee Engagement and Morale
• Employment Equity (EE)
• Compensation and Benefits
• Offer generation, onboarding, and induction.
• Performance Management

You will also act as the primary HR liaison between South Africa and the United States, promoting cross‑office alignment and a unified company culture.

Key Responsibilities HR Policy, Compliance and Operations

• Develop, implement, and continuously improve HR policies, procedures, and Standard Operating Procedures (SOPs) aligned with company objectives.
• Ensure all HR frameworks and programs consistently reflect the companys values, support strategic priorities, and promote a fair, compliant, and high‑performance workplace culture.
• Ensure compliance with local labour laws, health and safety regulations, and ethical industry standards.
• Partner with senior leadership to drive group‑wide HR initiatives aligned with company objectives.
• Maintain accurate HR documentation, benefits data, and employee records.
• Support payroll and benefits administration in partnership with external providers.
• Provide administrative oversight for office management to ensure a productive work environment.
• Effectively communicate policy updates across all levels of the organization, ensuring understanding, consistency, and alignment with best practices.
• Address and resolve people‑related matters with balanced, commercially pragmatic solutions that support both employee well‑being and business objectives, escalating when necessary.
• Lead regular HR audits and compliance reviews to uphold organizational integrity, ethical standards, and adherence to legal and regulatory requirements.

Employee Engagement and Morale

• Partner with leaders to build a positive, high‑performance culture that supports engagement, retention, and growth.
• Lead offer generation, employee onboarding, induction, and orientation programs for a seamless integration experience.
• Provide HR advisory support on employee relations, performance management, and workforce planning.
• Provide business‑focused and best practice HR support to designated areas of the business.
• Function as the central HR liaison for employees, ensuring responsive and solution‑oriented support and seamless access to HR resources.
• Monitor local staffing metrics including headcount, turnover, and attrition to ensure local vacancies are filled efficiently and strategically, in alignment with workforce planning objectives and organizational growth goals.

Strategic HR Business Partnering

• Serve as the HR Business Partner and key conduit between the Groups South African and U.S. teams, driving and ensuring alignment, collaboration and consistency across local and global HR policies, processes, and initiatives.
• Support cross‑border HR initiatives, including policy harmonisation and engagement strategies.
• Provide strategic guidance to management on HR matters, including conflict resolution, disciplinary processes, and employee development initiatives.
• Foster collaboration and communication across time zones and cultural contexts.

Employment Equity (EE) Planning and Implementation

• Coordinate the development, submission, and monitoring of the companys Employment Equity Plan (EEP).
• Support the development and implementation of EE plans, targets, and progress reporting in line with South African legislation and the Groups commitment.
• Conduct comprehensive workforce analyses to identify underrepresentation and barriers to equity in recruitment, promotion, and development.
• Provide input into strategies that drive, attract, retain, and develop diverse talent across all levels of the organisation.
• Ensure compliance with all EE legislation, including preparation and submission of statutory reports (EEA2 and EEA4).
• Track, analyse, and report on EE data related to recruitment, promotions, training, and terminations to evaluate progress against defined targets.
• Maintain full compliance with the Employment Equity Act by preparing for Department of Labour inspections, facilitating audits, and implementing corrective actions where required.
• Partner with leadership to integrate EE and inclusion objectives into broader HR policies, talent management frameworks, and succession planning processes.
• Review and recommend updates to EE policies, procedures, and practices to ensure alignment with evolving legislation and organisational goals.

Requirements

• Education : Bachelors degree in Human Resources Management, Industrial Psychology, and or a related field.
• Experience : Minimum of 5 years of progressive HR experience, with a proven ability to thrive in a hands‑on, fast‑paced start‑up or evolving organisational environment.
• Knowledge : In‑depth understanding of South African labour legislation (BCEA, LRA, EE Act, Skills Development Act). Exposure to U.S. employment practices is an advantage.
• Skills : Strong communication, interpersonal, and analytical abilities. Proven ability to build trusted partnerships across all levels.
• Attributes : Proactive, objective, adaptable, and empathetic with strong business acumen, strategic thinking, and problem‑solving capability.

Kindly note that by submitting your application for this career opportunity you agree that Guardian Recruiting may use your application for the purpose of the recruitment and selection of the said position and this information may be shared with the relevant stakeholders in the business.

Please note that only shortlisted candidates will be contacted.

Should you not have heard back within a two‑week period, please assume that your application was unsuccessful.