HRBP

Full Circle Recruitment Services; KwaZulu-Natal; On-site; ZAR 500 000 - 700 000; Full time

Job summary

A leading recruitment firm is seeking a Human Resources Business Partner to drive employee engagement and business performance across departments. This role requires expertise in employee relations and compliance with labour legislation. The ideal candidate should have a Bachelor's degree in Human Resource Management and 4-6 years of progressive HR experience, including responsibilities for performance management and talent development. The office is located in La Lucia Ridge, KwaZulu-Natal.

Qualifications

• 4-6 years progressive Human Resources experience required.
• 2-3 years in a generalist or HR Business Partner-type role.
• Experience in employee relations and CCMA representation.

Responsibilities

• Provide expert advice on employee relations matters.
• Ensure compliance with labour legislation.
• Conduct exit interviews to gather insights.

Skills

Employee relations expertise

Performance management

HR analytics

Talent management

Education

Bachelor's Degree in Human Resource Management

Postgraduate qualification in Human Resources

Job description

JOB TITLE: HUMAN RESOURCES BUSINESS PARTNER

JOB LEVEL: TECHNICAL

JOB TYPE: PERMANENT

DEPARTMENT: HUMAN RESOURCES

REPORTING TO: HUMAN RESOURCE SENIOR MANAGER

OFFICE LOCATION: LA LUCIA RIDGE, KWAZULU NATAL

CLOSING DATE: 19 JANUARY 2026

KEY PURPOSE

The Human Resources Business Partner (HRBP) will play a critical role in enabling business performance and employee engagement across assigned departments. By partnering closely with management, the HRBP will design and implement people solutions that enhance individual, team, and organisational effectiveness, contributing to the achievement of business objectives through effective people management.

KEY RESPONSIBILITIES

Employee Relations

• Provide expert advice and support to line managers on all employee relations matters, including misconduct, performance management, incapacity, disciplinary enquiries, grievances, and CCMA cases.
• Ensure all employee relations processes comply with applicable labour legislation and internal policies, maintaining procedural and substantive fairness.
• Draft disciplinary documentation, including letters of concern,­ warnings, charges, and outcomes.
• Guide managers on consistent application of disciplinary and grievance procedures and appropriate sanctions.
• Facilitate and support mediation of sensitive workplace matters.
• Represent the organisation at the CCMA where required, ensuring preparation of bundles and witnesses.
• Monitor employee trends (e.g., absenteeism, lateness, prior discipline) and advise management on appropriate interventions.

Talent, Performance and Succession

• Promote and conduct exit interviews, particularly within high‑turnover and scarce‑skills areas, and provide insights and recommendations.
• Coordinate workplace experience opportunities to support future talent pipelines.
• Support talent sourcing initiatives such as career fairs and graduate engagement.
• Drive performance and career discussions within departments to ensure clarity on expectations, development needs, and career aspirations.
• Coach line managers on conducting effective performance and career conversations and implementing development plans.
• Support and guide performance improvement processes for underperformance.
• Ensure succession planning is reviewed when vacancies arise, with a focus on internal talent development.

Organisational Effectiveness & Employee Wellbeing

• Support organisational culture, engagement, and communication initiatives.
• Analyse culture and onboarding survey results and partner with leaders on action plans.
• Coordinate wellness initiatives in line with the annual wellness calendar.
• Facilitate access to trauma counselling and Employee Assistance Programme (EAP) support when required.
• Support employees with benefits‑related queries (medical aid, retirement fund, leave, payroll).
• Monitor sick leave trends and support interventions such as disability management where necessary.
• Guide managers through disability and injury‑on‑duty processes in line with legislation and policy.

Learning & Development

• Partner with Learning and Development to identify and source appropriate training interventions.
• Support alignment of learning initiatives with Employment Equity and succession planning objectives.

HR Analytics & Reporting

• Analyse people metrics and trends (turnover, exit data, engagement) and recommend corrective actions.
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• Prepare and submit monthly HR reports within agreed timelines.
• Provide insights and trend analysis to HR leadership and business stakeholders.

HR Governance, Administration & Projects

• Ensure accuracy and integrity of employee records systems, and Earl documentation.
• Maintain employee files and ensure documentation is scanned and uploaded to relevant systems.
• Support payroll administration, including capturing new employees.
• Coordinate HR meetings, events, and administrative activities.
• Support HR‑led projects and continuous improvement initiatives aligned to the HR and business strategy.
• Review and update HR policies and processes to ensure ongoing relevance and compliance.
• Adhere procurement policies when sourc service providers.
• Maintain strict confidentiality and always uphold ethical standards.

MINIMUM REQUIREMENTS

Education

• A Bachelors Degree or National Diploma in Human Resource Management

Advantageous

• A postgraduate qualification in Human Resources, Labour Relations, or Business Management.
• Professional registration or progress toward registration with SABPP, IPM etc.

EXPERIENCE

• Minimum of 4–6 years progressive Human Resources experience, with at least 2–3 years in a generalist or HR Business Partner–type role.
• Demonstrated experience in employee relations, including disciplinary processes, grievances, incapacity management, and CCMA representation or preparation.
• Proven record of partnering with senior and line management to deliver people solutions aligned to business objectives.
• Experience analysing HR metrics and people data to inform decision‑making and recommend interventions.
• Exposure to organisational development, culture, and engagement initiatives.