Human Capital Business Partner

Indipath Recruitment; Johannesburg; On-site; ZAR 300 000 - 600 000; Full time

Job summary

An established industry player is seeking a dynamic HC Business Partner to bridge the gap between Human Capital and business. This role is pivotal in aligning people strategies with business objectives, ensuring a positive employee experience, and enhancing engagement and productivity. The ideal candidate will possess deep business acumen and the ability to navigate complex challenges while providing innovative solutions. If you are passionate about fostering a productive culture and driving organizational success, this opportunity is perfect for you.

Qualifications

• Minimum 7 years of experience as a Generalist in HR.
• Excellence in a specific HR area is advantageous.

Responsibilities

• Partner with leaders to implement effective HC policies.
• Facilitate onboarding and performance management processes.

Skills

Stakeholder Management

Employee Relations

Performance Management

Talent Management

Change Management

Coaching

Organizational Development

Education

Bachelor's Degree in Human Resources

CCMA Knowledge

Tools

Microsoft Office Suite

Job description

The main purpose of the HC Business Partner is to be a strategic advisor and partner to business and bridge the gap between Human Capital and Business. The HC Business Partner must possess deep business acumen, understand their business area and its challenges to help address people needs in the business. They must be able to work at different levels (strategic, operational and tactical) and be able to influence effectively across all levels and also be able to navigate through ambiguity, recognising when it is appropriate to introduce structure and process without disrupting business operations. The HCBP will be responsible for aligning the BankservAfrica people strategy with the organisations business priorities. The HCBP will support business in:

• Providing employees with a good employee experience throughout the Employee lifecycle and actively involved in Inducting and Onboarding new employees and facilitating performance management and talent management processes.
• Supporting and providing effective strategies to prevent and manage Employee Relations in their respective areas.
• Attracting, developing top talent.
• Improving employee engagement and productivity.
• Minimising legal and compliance risk.
• Achieving its business objectives.

POSITION INFO:

You will engage with the following stakeholders:

• HC Management and employees.
• Line Managers.
• External service providers.
• CCMA and Labour Court officials.

Your key responsibilities include:

• Partner with Senior Leaders and Line Managers to develop and implement effective HC policies and practices that will support the strategic growth of the business.
• Partner with Line managers to ensure their commitment to the delivery of the people agenda and timeous implementation of actions required.
• Fully responsible for all HC related matters and position self as the ‘face of HC’ for their business.
• Offer thought leadership regarding organisational and people-related strategy execution.
• Research, develop and implement innovative solutions that address organisational needs.
• Project ownership and participation in the development and implementation of strategic HC projects and programmes that support the business and people strategies.
• Provide timely information and/or education for all levels of the organisation on HC matters.
• Facilitate the Induction and Onboarding of new employees and preparing line managers to support new employees, ensuring a positive employee experience.
• Educate, coach, support and partner with Line managers on Performance Management and Employee Development goals ensuring alignment to business strategy.
• Facilitate the cascading of the annual scorecards – from the Corporate Scorecard all the way to individual Contribution Plans as one way of maintaining a high-performing organisation.
• Provide HC expertise in the areas of Employee Relations, Development and Coaching, Compensation and Organisational Development.
• Provide specialist expertise to line management with regards to Organisational Development.
• Collaborate with the bigger HC team to champion and support business on building, growing and sustaining a healthy productive culture.
• Develop People strategies and approaches for identifying opportunities/challenges to improve people performance towards organisational goals.
• Facilitate the Talent Management process ensuring strategies are developed and implemented to address Talent Attract, Talent Identification, Talent Retention and Talent Development.
• Foster a positive Employee Experience with employee wellbeing at its core and facilitate programmes and initiatives to improve wellbeing.
• Use people data effectively to predict trends, pre-empt possible risks and report on progress and health of business area.
• Act as the Change champion for improvements in Human Capital processes and systems.

QUALIFICATIONS / KNOWLEDGE:

• Minimum 7 years’ experience as Generalist.
• Excellence in a specific HR area would be advantageous.
• CCMA knowledge and experience.
• Required Microsoft office suite.
• Knowledge of BCEA, LRA, Employment Equity Act.

EXPERIENCE:

• Contributes to budget setting.
• Manages and controls individual and relevant projects/intervention costs.

Stakeholder Management:

• Develops and maintains good internal stakeholder relationships.
• Manages own time to ensure effective working relationships with internal and external stakeholders.
• Communicates with others clearly and considerately.
• Recognises when issues need to be resolved and with whom.

Delivery of Processes:

• Contributes to and delivers on Business Unit goals and activities aligned to strategy.
• Manages delivery of short/medium term goals effectively.
• Delivers client or company specific projects in line with company standards.
• Demonstrates innovative thinking in area of expertise.
• Embraces change and implements it in own areas of work.
• Applies knowledge and expertise for results.
• Delivers on Service Level Agreement.
• Plans and organises work activities according to timelines and targets.
• Provides feedback on work within own area of expertise.
• Displays professional discipline (punctuality etc.).
• Stays abreast of technical skills.

Combined Assurance:

• Provides input into relevant departmental policies and procedures.
• Complies with relevant policies and procedures, regulation, and legislation.
• Identifies, mitigates and escalates risks appropriately.

People and Culture:

• Recruitment Leadership and Values Succession and Retention Learning and Development (Individual and Team).
• Understands and proactively navigates the employee lifecycle.
• Actively pursues own development.
• Lives Company values.
• Mentors team members to ensure skills transfer and contribute to a positive team culture.
• Ensures self and team stay abreast of technical skills and industry developments.