682

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HR Business Partner (Hay Level 16)

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HR Business Partner (Hay Level 16)

Necsa

Pretoria

ZAR 600.000 - 900.000

Descripción del empleo

Job title : HR Business Partner (Hay Level 16)

Job Location : Gauteng, PretoriaDeadline : June 27, 2025Quick Recommended Links

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Key Performance Areas Strategic Partnership

Develop an HR Plan that capacitates the division to meet its operational business plan (1 year plan)
Partner with Human Capital Development to develop the next generation of leaders Re-design organisational structures around strategic objectives
Translate the strategy of the Division into clear plans of action for HR Services.
Create and implement client specific HR tactics and solutions which ensures the realisation of HR business objectives.

Talent Management

Understand/Analyse the current and future talent needs of the business and develop plans to meet the needs
Monitor and report on talent management key result areas and indicators (bench strength, retention of staff, % of talented staff, Employment Equity)
Conduct stay interviews with employees in critical positions to determine talent risks (retention strategy)

Workforce Planning

Develop the business unit workforce plan to ensure that the business unit has the right people in the right places at the right time.
Ensure appropriate budgeting to prepare the budget for the workforce plan

Learning and Development

Create an occupationally competent and engaged workforce which builds organisational capability, providing employees with opportunities to develop new knowledge and skills.
Support and accelerate skills development and achievement of employment equity and organisational transformation and limit the impact of skills shortages.
Develop the divisional training plan that addresses critical skills needs of the division (both present and future) in conjunction with Business Unit Heads Performance Management
Translate (in conjunction with Business Unit Heads and cascade Divisional performance drivers into team and individual performance targets
Ensure that line management is skilled in applying the organisation’s performance management system.
Ensure fair, ethical and organisational practices focusing on the achievement of performance targets (high performance culture) in a sustainable way.
Set performance moderation panels in the division and provide guidance to the Business Unit Heads regarding the implementation of the organisation’s performance management system.

Reward and Recognition

Identify and implement practices, procedures and systems that enable the reward system to operate effectively.
Align and integrate reward with other HR Practices (e.g. performance reviews) for optimal impact.
Advise management and employees on structuring their salaries
Communicate and train employees to ensure awareness, understanding and acceptance of the reward and recognition system.

Employee Wellness

Promote awareness of the wellness policy, strategy and procedures of the organisation
Report to management, the effectiveness of wellness programmes and interventions in support of operational objectives
Assist the Senior Manager: HRS to develop and suggest flexible work practices and other alternative work arrangements to promote work life balance where possible

Employment Relations

Ensure capacity building and compliance to relevant labour legislation, code of good practice (Department of Labour) and international standards
Monitor and evaluate the state of employment relations in the division
Leverage employment relations to promote inclusion, promote and value diversity and prevent discrimination

HR Service Delivery

Ensure timeous, consistent, credible and quality in the delivery of HR services, using resources productively to measure and improve on service delivery.
Provide effective professional advice and guidance to managers and employees regarding the correct implementation of labour laws and other legislative requirements, HR policies, practices and procedures.
Measure satisfaction with the delivery of HR services HR Risk Management
Assess potential people factor risks to achieve divisional objectives
Identify and evaluate the potential risk impacts with regards to operational HR activities
Implement the appropriate people-based risk management systems, metrics, risk controls, and HR Practices which will contribute to mitigate the potential risks in consultation with the Senior Manager: HRS

Qualifications And Experience

Bachelor’s degree in human resources
At least 7 years full generalist HR experience
Human Resources jobs

* El índice de referencia salarialse calcula en base a los salarios que ofrecen los líderes de mercado en los correspondientes sectores. Su función es guiar a los miembros Prémium a la hora de evaluar las distintas ofertas disponibles y de negociar el sueldo. El índice de referencia no es el salario indicado directamente por la empresa en particular, que podría ser muy superior o inferior.