Human Resource Business Partner

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

Provide HR Business Partnering to Leadership teams. Facilitate the delivery of the Vodacom strategic HR priorities, through defining an appropriate strategy to deployment the people plan and partner with business leadership in the execution of the plan.

The key focus will amongst others include but not limited to organisation effectiveness, talent management & building capabilities. Bringing the Human element to Technology while supporting sound business decisions.

Key accountabilities and decision ownership:

People Planning

1. Input to functional people plan that is fully aligned to Vodacom / functional strategy
2. Drive delivery of functional initiatives / projects to support Technology strategy

Organisation Effectiveness & Change

1. Support and deliver functional change programmes and OE activity in business areas
2. Interface with key stakeholders to ensure alignment with cross-functional change activity and manage the change process
3. Input to monthly and quarterly organisation reviews
4. 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:

1. Telecom Industry experience will be an added advantage
2. Knowledge and experience in Change management, people organization plans
3. Exposure to coaching leaders for behaviour change
4. Problem solving and decision making
5. Analytical thinking
6. HR reporting
7. Interpersonal skills and negotiating skills
8. Business Acumen
9. Knowledge of labour legislation
10. Knowledge of HR policies and procedures
11. Planning and Organising

Must have technical / professional qualifications:

1. Matric / Grade 12 essential
2. Ensure organisation clarity & alignment in business areas, e.g., reporting lines, role profiles, role titles and global job architecture
3. Ensure data integrity of people related information in the business unit
4. Drive organisation efficiency in business areas (ensuring compliance with agreed spans & layers targets)
5. Act as tactical sparring partner, engaging on the effectiveness of processes, systems, data and people
6. Drive the HR agenda within the BU, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements – provide advice and training to line managers
7. Propose, develop and deliver key functional change programmes in collaboration with COE.
8. Cultural Change
9. Play key role in supporting leaders to align to spirit behaviours and related people / HR policies.
10. Provide Leadership of cultural change in business areas / areas of responsibility
11. Challenge & improve people policies / processes / practices to ensure alignment with Vodafone, People strategy and new ways of working
12. Challenge & support leaders in business areas to align behaviours / attitude to Spirit and new ways of working
13. Ensure that the Health and Safety standards are maintained to required guidelines
14. Performance and Reward
15. Ensure active management of poor performers in business areas
16. Partner with the business leaders to drive group initiative on PD
17. Talent & Resourcing
18. Collaborate with the TM team to deliver a diverse succession plan. Accelerate high potential development in functional business areas
19. Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use ‘talent matrix’; ensure robust talent, succession & scenario plans are in place, facilitating the performance and potential calibration
20. Advise on performance and potential ratings for F and top talent / successors at all levels
21. Actively support all talent programmes – Inspire, MBA’s, Rising Stars, etc.
22. Support Graduate Programme and emerging talent in business areas
23. Actively manage Diversity & Inclusion agenda in business areas
24. Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business areas
25. Ensure that resourcing processes are fully aligned to business requirements (attraction, selection, onboarding, etc.)
26. Leadership and Management Development
27. 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
28. Coach executives across business areas, in collaboration with COEs
29. Organisational Capability
30. Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans
31. Ensure functional induction framework is developed and implemented & core organisational on-boarding programmes are in place and being effectively used
32. Ensure development of future capabilities required
33. Relevant 3 Year Degree / National Diploma (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) - essential
34. A minimum of 5 - 8 years' applicable experience as a Human Resources generalist across all areas of the HR spectrum essential
35. Inclusive of 3 years’ experience as an HR professional interfacing with senior leadership in a corporate environment
36. A post-graduate qualification will be advantageous