Strategic HRBP: Audit

Nedbank; Johannesburg; On-site; ZAR 900,000 - 1,300,000; Full time

Job summary

Nedbank seeks an experienced HR leader to act as the primary strategic HR advisor to senior leaders, driving workforce planning, organisational effectiveness and talent outcomes using data and insight.

The role partners with executives to translate business strategy into people priorities, shapes capability demand, and supports change across HRBP, COE and shared services to achieve enterprise goals.

Qualifications

• 8-12 years HR experience, including significant HRBP/generalist experience in complex environments.

Responsibilities

• Strategic partnering and executive advisory
• Leads workforce planning by defining capability demand and shaping build/buy/borrow actions
• Advises on organisational effectiveness levers to improve productivity and accountability
• Supports AI and digital role evolution by identifying automatable work and new capability requirements
• Aligns changes to job architecture frameworks and coordinates enablement requirements
• Measures post-change outcomes and adjusts interventions using evidence-based insights
• Facilitates talent reviews and succession planning sessions with actionable outcomes
• Identifies critical roles and capability clusters to build sustainable pipelines
• Uses talent intelligence to guide scarce capability placement
• Partners with Talent COE to tailor enterprise programmes to priority gaps
• Catalyses internal mobility by identifying cross-team opportunities
• Drives quality performance cycle execution and accountability
• Embeds operating-model culture through leader routines and expectations
• Uses data to identify workforce risk patterns and mitigate
• Coordinates with ER specialists while protecting HRBP capacity
• Uses dashboards and analytics to explain workforce health and performance
• Champions self-service and digital HR tools
• Partners with People Analytics to refine metrics
• Ensures responsible handling of people data
• Provides COEs with feedback on product gaps from business pain points

Skills

Organisational consulting

Executive coaching

Stakeholder influence

People analytics

Change leadership

Education

Bachelor's degree in HR/Industrial Psychology/Business

Honours preferred

Tools

HR analytics platforms

Digital HR tools

Job description

To act as the primary strategic HR advisor to senior leaders, driving organisational effectiveness, workforce planning, and talent outcomes using data, insight, and strong organisational consulting capability .

Job Responsibilities

Strategic partnering and executive advisory

• Partners with senior leaders as a trusted advisor, translating business strategy into people priorities that enable execution, including workforce shape, leadership capability and culture.
• Uses understanding of the business value chain, operating model and constraints to provide pragmatic, commercially grounded advice.
• Coaches and challenges leaders on complex people decisions where choices create downstream risk or misalign with enterprise principles.
• Promotes outcomes-based HR partnership, shifting leaders from transactional HR requests to shared ownership of talent and performance.
• Builds strong relationships across COEs and Shared Services so the business experiences HR as integrated, responsive and predictable.

Workforce planning and organisational effectiveness

• Leads workforce planning by defining capability demand, identifying supply options and shaping build, buy or borrow actions with leaders.
• Advises on organisational effectiveness levers, including spans and layers, role clarity, decision rights and simplification opportunities that improve productivity and accountability.
• Supports AI and digital role evolution by identifying automatable work, role redesign needs and new capability requirements.
• Aligns changes to job architecture frameworks and coordinates enablement requirements, including change, communication and leader routines.
• Measures post-change outcomes and adjusts interventions using evidence-based insights.

Talent succession and mobility execution

• Facilitates talent reviews and succession planning sessions that produce actionable outcomes beyond rating discussions.
• Identifies critical roles and capability clusters, guiding leaders to build sustainable pipelines through development, mobility and targeted hiring.
• Uses talent intelligence, including performance data, potential indicators and external market trends, to guide scarce capability placement.
• Partners with the Talent COE to tailor enterprise programmes to priority gaps and track measurable uplift.
• Catalyses internal mobility by identifying cross-team opportunities and removing movement blockers aligned to the future-fit HR model.

Portfolio workforce health and risk management

• Drives quality performance cycle execution by coaching leaders on goal clarity, differentiation, calibration discipline and sustained underperformance management.
• Embeds required operating-model culture by translating accountability, client-centricity and risk discipline into leader routines and expectations.
• Uses data to identify workforce risk patterns, such as rating leniency, underperformance hotspots and regrettable attrition, escalating early with mitigations.
• Enables managers proactively through readiness sessions ahead of key cycles and effective use of toolkits.
• Coordinates with specialists on complex ER matters while maintaining an advisory focus and protecting HRBP capacity from casework.

Data-led partnering and digital adoption

• Uses dashboards and analytics to explain workforce health, talent risk and performance outcomes, translating insights into decisions and actions.
• Champions self-service and digital HR tools to reduce manual workarounds and improve process reliability.
• Partners with People Analytics to refine metrics leaders value, including talent availability, time-to-fill, readiness and productivity.
• Ensures responsible and compliant handling of people data, especially where documentation and auditability are critical.
• Provides COEs with feedback on product gaps from real usage and business pain points to strengthen enterprise solutions.

Preferred Qualification

• Bachelor's degree in HR/Industrial Psychology/Business; Honours preferred.
• Coaching certification beneficial.

Minimum Experience Level

• 8-12 years HR experience, including significant HRBP/generalist experience in complex environments.
• Demonstrated success partnering with senior leaders, delivering org change and improving talent outcomes.
• Experience working within an HRBP + COE + shared services model and leveraging analytics/self-service

Technical / Professional Knowledge

• Organisational consulting and diagnostic capability
• Organisation design and effectiveness (spans/layers, decision rights)
• Talent review facilitation and succession planning depth
• Performance management and calibration integrity
• People analytics interpretation and insight storytelling
• Change leadership and adoption enablement
• Stakeholder influence and executive coaching
• Workforce risk and ER navigation (oversight, escalation discipline)
• Digital HR tools proficiency and self-service optimisation
• Business Acumen
• Strategic Planning
• Building Partnerships
• Coaching
• Facilitating Change
• Digital Acumen
• Monitoring Information