Senior HR Business Partner

Hollard; Johannesburg; On-site; ZAR 800 000 - 1 200 000; Full time

Job summary

A dynamic insurance company seeks a Senior HR Business Partner to act as a strategic advisor, fostering business transformation and organizational resilience through people strategies. This role emphasizes high-impact HR solutions and proactive leadership in change management, integrated talent solutions, and effective employee relations. The ideal candidate will promote company culture, wellness initiatives, and ensure diverse workplace representation. With strong advisory skills and data-driven decision-making abilities, this role is crucial in aligning HR practices with business objectives.

Qualifications

• Proven experience in HR leadership roles with a focus on strategic advisory.
• Strong track record in leading organizational change and transformation.
• Ability to analyze data to enhance HR practices and decision making.

Responsibilities

• Serve as a trusted advisor to leadership aligning people strategies.
• Drive and support business transformation initiatives.
• Oversee HR operations including recruitment and performance management.

Skills

Strategic Advisory

Change Leadership

Stakeholder Partnership

Data-Driven Decision Making

Operational Excellence

Job description

Job Purpose

The Senior HR Business Partner is a strategic advisor to leadership, driving business transformation and organizational resilience by aligning people strategy with business objectives. This role delivers high-impact HR solutions, fosters innovation, and enables sustainable growth through expert partnership, proactive change leadership, and integrated talent practices.

Key Responsibilities

• Strategic Advisory: Serve as a trusted advisor to leadership, influencing business decisions and aligning people strategy with organizational objectives.
• Business Transformation: Drive and support business transformation initiatives, ensuring HR practices enable organizational resilience and sustainable growth.
• Strategic architect of the entire employee life cycle: Shaping, integrating, and optimizing talent acquisition, onboarding, development, engagement, performance, retention, and exit processes to enable business growth and organizational excellence.
• Integrated Talent Solutions: Deliver high-impact HR solutions that address talent attraction, development, retention, and succession planning in line with business needs.
• Change Leadership: Lead proactive change management efforts, facilitating smooth transitions and fostering a culture of innovation.
• Operational Excellence: Oversee the effective implementation of HR operations, including job analysis, recruitment, onboarding, performance management, and employee relations.
• Employee Relations: Provide strategic leadership by guiding and implementing effective solutions for workplace issues, supporting organizational stability and a positive culture.
• Stakeholder Partnership: Build and maintain strong relationships with key internal and external stakeholders, ensuring HR initiatives are aligned and supported across the business.
• Data-Driven Decision Making: Utilize HR metrics and analytics to inform strategy, measure impact, and continuously improve HR practices.
• Culture and Wellness Champion: Promote and act as a custodian of the company’s values, purpose, and wellness initiatives, driving engagement and a positive workplace culture. Advance employment equity by setting and achieving measurable diversity targets, and continuously evolving people practices to foster an inclusive, representative workplace.