Human Resource Business Partner

Fraser Alexander (Pty) Ltd.; South Africa; On-site; ZAR 600,000 - 750,000; Full time

Job summary

Fraser Alexander (Pty) Ltd. is seeking an HR Business Partner to provide strategic workforce planning, talent management, and people risk management to leaders across the business.

You will align people decisions with sustainable performance and advise on policy, driving performance management and employee relations while supporting ESG initiatives. This role also covers payroll oversight, recruitment governance, and change management to enable ongoing transformation within the organization.

Qualifications

• Experience in developing and interpreting HR policy.
• Ability to drive performance management and coaching.
• Strong employee relations and workplace investigations ability.
• Capability to identify and manage people-related risk.
• Experience in talent management and organisational capability.

Responsibilities

• Develop, review and recommend HR policy enhancements.
• Provide policy guidance and interpretation to line management.
• Ensure compliance with relevant labour legislation.
• Consult with management, providing HR guidance.
• Assist in developing divisional scorecards and cascaded plans.
• Provide performance management guidance and coaching.
• Promote employee engagement and feedback.
• Analyse workforce information to improve performance.
• Implement talent management programmes within the division.
• Audit payroll compliance and oversee monthly inputs.
• Oversee recruitment, selection and onboarding processes.
• Support transformation and EE targets and workforce planning.
• Identify HR risks and support ESG initiatives.
• Identify training needs and support IDPs, and manage the L&D budget.

Skills

Policy guidance

Performance mgmt

Employee relations

Risk management

Talent management

Job description

The position exists to provide strategic advise and assists leaders to achieve business objectives through effective workforce planning, talent management, organisational capability, culture, and people risk management. The HRBP ensures that people decisions support sustainable business performance.

RESPONSIBILITIES

Policy

• Develop, review and recommend policy enhancements
• Provide company policy guidance and interpretation
• Ensure compliance with relevant labour legislation
• Facilitate and manage the implementation of all company policies and procedures
• Consult with line management, providing appropriate HR guidance

Performance and Talent Management

• Assists the General Manager in developing the divisional scorecard and cascading to different levels
• Provide performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions)
• Facilitate and promote employee engagement and feedback
• Analyse workforce information and productivity measures and work with plant or regional managers to implement an effective performance management appraisal system
• Analyse the results of the process and facilitate the implementation of interventions to improve performance results
• Implement the organisation’s talent management programme through the Division

Payroll

• Audit FAWOW compliance to ensure quality control.
• Oversee accuracy on monthly payroll inputs
• Ensure engagements and terminations are processed timeously and submitted to payroll within agreed timelines with supporting documents attached

Recruitment and Selection

• Develop contracts terms for new hires, promotions and transfers
• Provide guidance and input on business unit restructures, workforce planning and succession planning
• Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed in line with the recruitment policy
• Ensure proper induction and integration of new employees
• Ensure the division achieve transformation and EE targets including management of workforce plan.

Risk and ESG

• Identify and report HR related risks (Inclusing potential risk) and develop strategies and implelment plams to minimize/ eliminate risk
• Support the organisation’s ESG strategy and programmes

Training

• Identify training needs for business units and individual executive coaching needs
• Participate in evaluation and monitoring of training programs and IDPs to ensure success
• Follow up to ensure training objectives are met
• Manage divisional Learning and Development budget.

Employee Relations

• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Manage and resolve complex employee relations issues
• Assist line to ensure that all employee related matters are handled according to policies and procedures e.g., grievances and disciplinary actions
• Represent the Company at the CCMA

Customer Relations

• Work with client areas to build management responsibility and capability for managing ER issues improve the effectiveness of employee consultations
• Consult with internal clients to ensure their understanding of HR Compensation and Benefits policies, procedures and decisions
• Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR management areas where an issue/project may impact other areas
• Ensure that organisational structure/ organograms are updated and aligned with business requirements
• Advise and implement organisational change management