507
Workforce jobs in Germany
HR Business Partner (Hay Level 16)
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HR Manager - Warehousing Supply Chain
HR Manager - Warehousing Supply Chain
Red Ember Recruitment (PTY) Ltd
Johannesburg
ZAR 500,000 - 800,000
Registered Nurse
Senior Occupational Nurse
Senior Occupational Nurse
GOLD FIELDS
Westonaria Local Municipality
ZAR 500,000 - 800,000
Urgently required
Yesterday
Specialist Medical Equipment Engineer (Decontamination)-Operational Estates
Specialist Medical Equipment Engineer (Decontamination)-Operational Estates
NHS Ayrshire & Arran
Evaton
GBP 40,000 - 60,000
Urgently required
Yesterday
SHEQ Manager
Activities Co-ordinator
Senior Package Engineer
Connect with headhunters to apply for similar jobsPhlebotomy Lead - Morningside
Phlebotomy Lead - Morningside
Ampath Laboratories
Johannesburg
ZAR 300,000 - 400,000
Urgently required
Yesterday
People Experience Partner – Hospitality & Agri-Tourism Sector
People Experience Partner – Hospitality & Agri-Tourism Sector
Karen Tupper Recruitment
Cape Town
ZAR 50,000 - 200,000
Urgently required
Yesterday
Plant Manager
Administration Assistant
Storeperson
Care Workers Needed
Front Shop Manager – Bassonia
Front Shop Manager – Bassonia
Clicks Group
Johannesburg
ZAR 300,000 - 450,000
Urgently required
Yesterday
Electrician (Solar & Bess)
Senior Piping Designer
Electrical Engineer
HR Manager
Managing Executive: Unsecured Lending (Retail SA)
Productivity Specialist
Senior Research Manager : Education & Training Sector
Senior Research Manager : Education & Training Sector
Insight Giant Corporate Training
Pretoria
ZAR 700,000 - 900,000
Urgently required
3 days ago
Senior Project Planner
Ficaa And Quality Monitoring Administrator
Ficaa And Quality Monitoring Administrator
Momentum
Bellville
ZAR 350,000 - 500,000
Urgently required
3 days ago
Care Assistant
HR Business Partner (Hay Level 16)
Necsa
Pretoria
ZAR 600,000 - 900,000
Job description
Job title : HR Business Partner (Hay Level 16)
Job Location : Gauteng, PretoriaDeadline : June 27, 2025Quick Recommended Links
Job Location : Gauteng, PretoriaDeadline : June 27, 2025Quick Recommended Links
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- 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.
- 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)
- 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
- 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.
- 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.
- 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
- 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
- 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
- Bachelor’s degree in human resources
- At least 7 years full generalist HR experience
- Human Resources jobs
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.
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