Human Resource Business Partner

Tower Group South Africa (PTY) Ltd; Midrand; On-site; ZAR 300 000 - 400 000; Full time

Job summary

A leading HR consultancy in Gauteng is seeking a Human Resources Business Partner to enhance performance and employee engagement. This role entails collaborating with leadership to execute HR strategies, manage talent development, and facilitate organisational change. The ideal candidate will have a degree in Human Resources along with 5-8 years as an HR generalist, including significant interaction with senior management. This role promises to deliver significant impact in driving HR initiatives across the business.

Qualifications

• 5-8 years of applicable experience as an HR generalist essential.
• 3 years' experience interfacing with senior leadership in a corporate environment.

Responsibilities

• Drive organisational efficiency and alignment in business areas.
• Support leaders in implementing talent management strategies.
• Manage change processes in collaboration with key stakeholders.

Skills

Problem solving

Analytical thinking

Interpersonal skills

Negotiating skills

Business acumen

Knowledge of labour legislation

Education

Relevant 3-Year Degree or National Diploma

Post-graduate qualification

Job description

Overview

The role of the Human Resources Business Partner is responsible for creating an enabling environment to drive performance and employee engagement across the business areas by partnering with business leaders to define and implement People plans.

Provide HR Business Partnering to Leadership teams, facilitating the delivery of Vodacom's strategic HR priorities by defining an appropriate strategy for deploying the people plan and partnering with business leadership in its execution.

The key focus will include, but is not limited to, organisational effectiveness, talent management and building capabilities, bringing the human element to technology while supporting sound business decisions.

Key Accountabilities and Decision Ownership

• People Planning
  - Input to functional people plan that is fully aligned to Vodacom/functional strategy.
  - Drive delivery of functional initiatives/projects to support Technology strategy.
• Organisation Effectiveness & Change
  - Support and deliver functional change programmes and OE activity in business areas.
  - Interface with key stakeholders to ensure alignment with cross‑functional change activity and manage the change process.
  - Input to monthly and quarterly organisation reviews.
  - Deliver against FTE, contractor & employment Opex targets in business areas and support business in managing the payroll budget and headcount.
• Core Competencies, Knowledge and Skills
  - Telecom industry experience will be an added advantage.
  - Knowledge and experience in change management, people organisation plans and coaching leaders for behavioural change.
  - Competencies: problem solving and decision making, analytical thinking, HR reporting, interpersonal and negotiating skills, business acumen, knowledge of labour legislation, HR policies and procedures, consultation skills, planning and organising.
• Technical / Professional Qualifications
  - Matric / Grade 12 essential.
  - Ensure organisational clarity & alignment in business areas (reporting lines, role profiles, titles, global job architecture).
  - Ensure data integrity of people‑related information in the business unit.
  - Drive organisational efficiency in business areas (compliance with agreed spans & layers targets).
  - Act as tactical sparring partner, engaging on the effectiveness of processes, systems, data and people.
  - Drive the HR agenda within the BU, ensuring all people managers are equipped to deliver against annual recurring people‑management requirements – provide advice and training to line managers.
  - Propose, develop and deliver key functional change programmes in collaboration with COE.
  - Provide leadership of cultural change in business areas, challenging and supporting leaders to align behaviours to spirit and new ways of working.
  - Maintain Health and Safety standards to required guidelines.
• Cultural Change
  - Play key role in supporting leaders to align to spirit behaviours and related people/HR policies.
  - Challenge & improve people policies/processes/practices to align with Vodafone, People strategy and new ways of working.
  - Challenge & support leaders in business areas to align behaviours/attitude to Spirit and new ways of working.
  - Ensure Health and Safety standards are maintained.
• Performance and Reward
  - Ensure active management of poor performers in business areas.
  - Partner with business leaders to drive group initiatives on PD.
• Talent & Resourcing
  - Collaborate with the TM team to deliver a diverse succession plan and accelerate high‑potential development.
  - Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use ‘talent matrix’ and ensure robust talent, succession & scenario plans are in place.
  - Advise on performance and potential ratings for F and top talent/successors at all levels.
  - Actively support all talent programmes – Inspire, MBA’s, Rising Stars, etc.
  - Support Graduate Programme and emerging talent in business areas.
  - Actively manage Diversity & Inclusion agenda in business areas.
  - Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas.
  - Ensure resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.).
• Leadership and Management Development
  - Ensure understanding of management development programmes to ensure effective development at key transition points on the management/leadership ladder and drive uptake of development programmes relevant to BU specific priorities.
  - Coach executives across business areas, in collaboration with COEs.
• Organisational Capability
  - Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans.
  - Ensure functional induction framework is developed and implemented & core organisational onboarding programmes are in place and being effectively used.
  - Ensure development of future capabilities required.
• Qualifications
  - Relevant 3‑Year Degree / National Diploma (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) – essential.
  - A minimum of 5–8 years' applicable experience as an HR generalist across all areas of the HR spectrum essential.
  - Inclusive of 3 years’ experience as an HR professional interfacing with senior leadership in a corporate environment.
  - A post‑graduate qualification will be advantageous.

Personal Attributes

• Problem solving and decision making.
• Analytical thinking.
• HR reporting.
• Interpersonal skills and negotiating skills.
• Business acumen.
• Knowledge of labour legislation.
• Knowledge of HR policies and procedures.
• Consultation skills.
• Planning and organising.