Human Resource Business Partner – Distribution Centres

MRZ Recruitment; Pinetown; On-site; ZAR 600,000 - 900,000; Full time

Benefits offered by this job

None

Job summary

MRZ Recruitment is seeking a Human Resources Business Partner to act as the strategic partner for Distribution Centres. You will align HR strategy with operations, lead talent management, handle employee relations, and drive workforce analytics.

Responsibilities include partnering with leadership, coaching managers, and ensuring compliance with labour laws. This role requires robust ER/IR experience and multi-site exposure.

Qualifications

• Bachelor’s degree in HR management or related field is required.
• Postgraduate HR or Labour Relations qualification is advantageous.
• Extensive HR and labour relations knowledge is expected.

Responsibilities

• Partner with DC leadership to align HR strategies with business objectives.
• Drive talent management and succession planning across sites.
• Coach managers on performance management and PIPs.
• Ensure labour legislation compliance and handle CCMA matters.
• Analyse workforce data and produce monthly HR dashboards.

Skills

Stakeholder management

Employee relations

Organisational development

Workforce planning

HR analytics

Coaching & advisory

Change management

Education

Bachelor’s degree in human resources management, Industrial Psychology, Labour Relations or a related field

Postgraduate qualification in Human Resources or Labour Relations will be advantageous

Tools

Microsoft Excel

HRIS

Power BI

Reporting systems

Job description

The Human Resources Business Partner (HRBP) serves as the strategic people partner to assigned Distribution Centres, ensuring alignment between the Group HR strategy and operational objectives. The role is responsible for partnering with operational leadership to build a high-performing, compliant, and engaged workforce through effective workforce planning, talent management, employee relations, organisational development, and people analytics.

The HRBP provides strategic guidance and operational HR support while ensuring compliance with labour legislation, company policies, and best HR practices. The role influences business decisions through data-driven insights and partners with leaders to improve organisational capability and employee experience.

Duties & Responsibilities:

Strategic HR Business Partnering

• Partner with Distribution Centre leadership to align HR strategies with business objectives.
• Translate Group HR strategy into practical people plans that support operational performance.
• Provide strategic HR advice and coaching to managers on people-related matters.
• Identify organisational risks and opportunities and recommend appropriate interventions.
• Support and facilitate organisational change initiatives.

Talent Management & Succession Planning

• Drive talent management and succession planning initiatives across Distribution Centres.
• Identify high-potential employees and develop succession plans for critical positions.
• Implement retention strategies to attract and retain key talent.
• Support leadership development and career progression initiatives.
• Identify organisational learning needs and partner with Learning & Development to implement solutions.

Performance Management

• Drive the implementation of the performance management framework.
• Coach managers on effective performance management practices.
• Facilitate performance review and calibration discussions.
• Monitor organisational performance trends and recommend capability-building interventions.
• Support the implementation of Performance Improvement Plans (PIPs).

Employee Relations & Labour Relations

• Manage disciplinary, grievance, incapacity and poor performance processes.
• Conduct investigations into employee relations matters.
• Provide guidance on labour legislation and company policies.
• Represent the organisation at CCMA conciliations and arbitrations.
• Prepare legal documentation, case files and supporting evidence.
• Analyse employee relations trends and implement proactive interventions to reduce labour risk.

Organisational Culture & Employee Experience

• Drive initiatives that reinforce organisational values and culture.
• Support employee engagement and wellness programmes.
• Monitor employee morale and recommend interventions to improve engagement.
• Promote a positive employee experience across all Distribution Centres.

Stakeholder Management

• Build strong partnerships with operational leaders and key internal stakeholders.
• Collaborate with HR Centres of Excellence and support functions.
• Maintain productive relationships with external stakeholders, including bargaining councils, the CCMA, Department of Employment and Labour, training providers and employee benefit providers.
• Act as the trusted HR advisor to operational management.

Workforce Analytics & Reporting

• Analyse workforce data to identify trends and business opportunities.
• Monitor employee turnover, absenteeism, labour relations and workforce metrics.Produce monthly HR reports and dashboards.
• Present insights and recommendations that support informed business decisions.
• Measure the effectiveness of HR initiatives through data analysis.

HR Governance & Compliance

• Ensure compliance with labour legislation, company policies and HR governance standards.
• Support Employment Equity implementation and Department of Employment and Labour inspections.
• Oversee IOD governance and related compliance activities.
• Monitor compliance with recognition agreements and labour protocols.
• Implement proactive strategies to minimise labour disruptions and operational risk.

HR Projects

• Coordinate and implement HR projects across Distribution Centres.
• Ensure effective communication and change management for all HR initiatives.
• Monitor project participation and implementation effectiveness.
• Provide reporting and data analysis on HR project outcomes.

Learning & Development

• Support the implementation of Learning & Development frameworks.
• Partner with operational trainers to ensure effective delivery of training programmes.
• Monitor completion of mandatory training.
• Evaluate training effectiveness and maintain accurate training records.

Requirements:

Qualifications

• Bachelor’s degree in human resources management, Industrial Psychology, Labour Relations or a related field.
• Postgraduate qualification in Human Resources or Labour Relations will be advantageous.

Experience

• 5–8 years' Human Resources experience.
• Minimum of 3 years' experience as an HR Business Partner.
• Experience within a multi-site operational environment such as Distribution, Logistics, Manufacturing, FMCG or QSR.
• Extensive Employee Relations and Labour Relations experience.
• Proven experience representing organisations at the CCMA.

Knowledge

• Labour Relations Act (LRA)
• Basic Conditions of Employment Act (BCEA)
• Employment Equity Act (EEA)
• COIDA
• Skills Development Act (SDA)
• HR governance and compliance
• Performance management
• Talent management and succession planning
• Workforce planning
• Employee engagement and organisational development
• HR analytics and reporting
• Microsoft Office Suite (Advanced Excel)
• HRIS and reporting systems
• Power BI or similar reporting tools
• Distribution Centre and Supply Chain operations