Human Resources Business Partner

Dis-Chem Life; Gauteng; On-site; ZAR 600,000 - 900,000; Full time

Benefits offered by this job

Exposure to complex ER/IR matters

Professional development in regulated域

Represent in labour-related matters

Job summary

Dis-Chem Life is seeking a Human Resources Business Partner to lead employee relations and HR activities across the business. You will guide leaders through disciplinary matters, investigations, and performance processes while ensuring compliance with labour legislation and company policies.

As a trusted advisor, you will identify trends, mitigate risks, prepare hearing documentation, and support hearings. This role requires strong communication, analytic thinking, and a collaborative, compliant

Qualifications

• Grade 12 / Matric certificate.
• Diploma or degree in Human Resources, Labour Relations, Industrial Psychology, or a related field.
• Minimum 3–5 years experience in HR and Employee Relations.
• Experience with CCMA processes and labour dispute management.
• Strong report writing, case administration, and advisory skills.

Responsibilities

• Manage disciplinary, grievance, incapacity, consultation, probation, and performance processes.
• Conduct investigations and gather evidence for employee relations matters.
• Prepare recommendations based on findings and risks.
• Guide management on labour legislation and company policies.
• Support hearings and case administration, including CCMA documentation.

Skills

Employee relations

Labour law

Investigations

CCMA processes

Stakeholder management

Policy compliance

Education

Diploma or Degree in Human Resources, Labour Relations, Industrial Psychology, or related field

Job description

Purpose of the Role

At Dis-Chem Life, our people are at the heart of everything we do. The Human Resources Business Partner plays a critical role in protecting and strengthening our culture by ensuring that employee relations practices are fair, consistent, legally compliant, and aligned with our values.

This role exists to create a workplace where accountability, performance, trust, and respect can thrive. By guiding leaders through complex people matters, mitigating business risk, promoting procedural fairness, and ensuring compliance with labour legislation, the Human Resources Business Partner helps create an environment where employees can perform at their best while supporting the sustainable growth of the business.

As a trusted advisor to management, the Human Resources Business Partner enables commercially sound people decisions that balance employee wellbeing, business requirements, legislative obligations, and organisational integrity.

Role Summary

The Human Resources Business Partner is responsible for driving and supporting all employee relations and human resources activities across the business. This includes managing disciplinary matters, grievances, incapacity processes, consultations, investigations, performance management, probation management, and dispute resolution activities.

The role works closely with operational leaders and stakeholders to provide guidance on labour legislation, company policies, procedural compliance, and employee relations risk management. The incumbent is responsible for conducting investigations, preparing disciplinary and CCMA documentation, compiling evidence bundles, managing case administration, supporting hearings, and ensuring all matters are managed in accordance with legislative and organisational requirements.

The Human Resources Business Partner also plays a key role in identifying employee relations trends, mitigating organisational risk, reporting on employee relations activities, and ensuring accurate record keeping while promoting fair, balanced, and commercially sound people practices across the business.

Benefits

• Exposure to complex employee relations, labour law, and organisational risk management matters.


• Professional development opportunities within a growing and regulated financial services environment.


• Opportunity to represent the business in labour-related proceedings and develop specialist employee relations expertise.


• Collaborative and people-focused culture.


• Meaningful work that contributes to organisational effectiveness, compliance, and employee wellbeing.

Key Responsibilities

Employee Relations and Industrial Relations Management

• Manage disciplinary, grievance, incapacity, consultation, probation, and performance management processes.


• Conduct investigations and gather evidence relating to employee relations matters.


• Prepare recommendations based on investigation findings and associated risks.


• Ensure the consistent application of policies, procedures, and disciplinary standards.


• Prepare hearing documentation, notices, witness statements, investigation reports, and disciplinary packs.


• Coach managers and witnesses on procedural requirements and hearing preparation.


• Guide management on labour legislation, company policies, and employee relations best practices.


• Support corrective action plans and interventions arising from employee relations matters.

CCMA and Dispute Resolution Support

• Prepare and manage case files, evidence bundles, arbitration packs, and supporting documentation.


• Represent the business during labour-related proceedings together with external stakeholders where applicable.


• Liaise with Employer Organisations, legal representatives, commissioners, managers, and stakeholders.


• Monitor labour dispute timelines, referrals, hearings, and arbitration dates.


• Conduct case assessments and evaluate legal, financial, procedural, and operational risks.


• Ensure all documentation is complete, compliant, and submitted within prescribed deadlines.

Risk Management and Compliance

• Identify employee relations, legal, operational, and reputational risks.


• Recommend risk mitigation strategies and corrective actions.


• Escalate high-risk matters with clear recommendations and supporting rationale.


• Monitor trends and recurring employee relations concerns.


• Ensure compliance with applicable labour legislation and regulatory requirements.


• Support Fit and Proper interventions and debarment reviews where required.

Reporting and Business Support

• Compile and present employee relations reports and management information.


• Analyse trends, risks, and case outcomes to support business decision-making.


• Provide feedback and recommendations to leadership on active matters and emerging risks.


• Support continuous improvement initiatives aimed at strengthening employee relations practices.

Administration and Record Management

• Maintain accurate and complete employee relations records.


• Prepare investigation files, hearing bundles, disciplinary documentation, and supporting evidence packs.


• Ensure audit-ready documentation and confidentiality of all employee records.


• Maintain case tracking systems and document repositories.


• Support payroll and business reporting requirements related to employee relations outcomes.

Qualifications

• Grade 12 / Matric Certificate.


• Diploma or Degree in Human Resources, Labour Relations, Industrial Psychology, or a related field.

Experience

• Minimum 3 to 5 years' experience within Human Resources and Employee Relations.


• Proven experience managing disciplinary, grievance, incapacity, consultation, and dispute resolution processes.


• Experience within a medium to large organisation or consulting environment.


• Exposure to CCMA processes and labour dispute management.

Technical Knowledge

• Sound understanding of South African labour legislation.


• Knowledge of disciplinary procedures, employee relations practices, and CCMA processes.


• Experience conducting investigations and preparing disciplinary documentation.


• Strong report writing and case administration skills.

Additional Requirements

• Clear criminal and credit record.


• Valid driver's licence and own reliable transport.


• Willingness and ability to travel for CCMA and employee relations matters.

Advantageous

• Experience within insurance, financial services, or other regulated industries.

Core Competencies

• Industrial Relations and Labour Law Knowledge


• Investigation and Case Management


• Risk and Compliance Management


• Communication and Influence


• Conflict Resolution


• Analytical Thinking and Problem Solving


• Planning and Organising


• Attention to Detail


• Stakeholder Management


• Confidentiality and Integrity


• Reporting and Business Insight