Strategic HRBP: Client Facing Clusters

Nedbank

Johannesburg

On-site

ZAR 900,000 - 1,350,000

Full time

13 days ago

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Job summary

Nedbank seeks a Strategic HRBP in Johannesburg to act as the primary strategic HR advisor to senior leaders, driving organisational effectiveness, workforce planning and talent outcomes using data and strong consulting capability.

You will partner with executives to translate business strategy into people priorities and build capability across leadership, culture and organisational design.

Qualifications

8-12 years HR experience, including HRBP/generalist exposure in complex environments.
Proven ability to partner with senior leaders and drive org change and talent outcomes.
Experience in HRBP + COE + shared services model with analytics/self-service.

Responsibilities

Strategic partnering and executive advisory to senior leaders.
Workforce planning and organisational effectiveness initiatives.
Talent succession and mobility execution across the business.
Portfolio workforce health and risk management, with focus on productivity and risk mitigation.
Data-led partnering and digital adoption to improve talent outcomes and governance.

Skills

Organisational consulting

Organisation design

Talent review

Performance management

People analytics

Change leadership

Executive coaching

Digital HR tools

Business acumen

Strategic planning

Stakeholder influence

Building partnerships

Coaching

Monitoring information

Education

Bachelor's degree in HR/Industrial Psychology/Business

Job description

Title:Strategic HRBP: Client Facing Clusters

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