People Partner

The Role

The People Partner implements the HR processes aligned to key business and HR priorities. Acts as the primary point of contact to leaders and employees in the provision of people management strategies, practices and interventions. Ensures that the relevant culture, leadership, talent attraction, onboarding, development, talent management, engagement and retention strategies, programmes and interventions are in place to enable sustainable business results. The People Partner will report directly to the Senior People Partner.

Strategy Implementation

• Provides support to the Senior People Partner in relation to the implementation of business objectives and strategy.
• Implement processes linked to Integrated Employee Value Model which drives a culture of high performance, such as on-boarding, probation, Balanced Scorecards, Individual Development Plans etc.
• Facilitates, communicates and monitors the implementation of various HR initiatives within the Group

Development and Delivery of Process

• Identify and deliver continuous improvement/best practice initiatives. Develop processes within the operational framework to ensure robust HR Management
• Ensure continuous communication of changes in policy and/or process with the relevant BU’s
• Implement common-core business processes.

Stakeholder Management

• Build effective relationships with key internal stakeholders, working closely with the Executive and Management team to support the business goals while ensuring alignment with HR strategies.
• Identification and delivery of effective HR Solutions to enable the change objectives to be
• met.
• Provision of expertise, knowledge and support to business stakeholders.
• Responsible for identifying any potential risks to the employee/manager/business relationship and escalating to the Senior People Partner and CPO when appropriate.

Talent and Performance Management

• Maintain selection strategy that provides high calibre people for immediate and future needs.
• Manage selection and recruitment processes
• Provides coaching to the business area leadership team, regarding the management of others in the business area
• Support the management of the employee engagement process on an ongoing basis or as required.
• Support the effectiveness of the business through the development of specific and general training and development initiatives

Learning and Development

• Identify training needs based on operational requirements, and implement respective training interventions
• Conduct Skills Assessments and keep record via skills matrix
• Ensure timeous submission of Annual Training Report and Workplace Skills Plan
• Management of EWSETA Skills development levies and learnership/internship grants

Reporting and Analytics

• Provide business with accurate reporting as it relates to key HR metrics that will augment the business goals and drive organizational effectiveness
• Analyse key metrics and identifying people trends to maximise improvement opportunities and organisational effectiveness.
• Ensure all HR ad-hoc queries and reports are delivered accurately and timeously -Reports include Weekly reports, Monthly reports and ad-hoc reports.

Compliance and Governance

• Execute in adherence to all relevant regulatory and business practices.
• Active risk management by applying and promoting a culture of on-going detection and resolution of Statutory, Regulatory compliance breaches.
• Oversee all HR Audit exceptions and ensure the implementation of preventative measures in the unit.
• Drive the resolution management of the identified top 5 HR risks
• Support and advise line managers on employee relations issues and on the implementation and adherence to HR policies, procedures and labour processes as defined in the LRA.

Culture

• Champions the company values through employee and manager engagement and leading by example.
• Leads, influences and inspires others towards a common objective.
• Leads business transformation initiatives in partnership with the Leadership Team
• Plays a leadership role in enabling diversity and inclusion in the Group in line with the Company’s Inclusion, Diversity and Transformation vision

• Professional Qualifications/Honours Degree in Human Resources or Industrial Psychology
• Minimum 5 years’ experience in HR Generalist or within a similar role, both hands on operational HR business partnering
• Significant experience supporting staff on a range of HR issues with a focus on employee relations, talent management and learning and development
• A true business partner, able to translate the business priorities into effective HR programs, with focus on strengthening the organization and leadership.
• Demonstrated ability to successfully influence and communicate with all levels from employees to senior management.
• Experience of researching and interpreting labour law and regulatory issues in South Africa
• High level of computer literacy with expert proficiency with Excel and experience of using and proficiency in MS Word, Outlook, and PowerPoint
• Demonstrated ability to work effectively in a matrix organization.
• Willingness to travel locally, regionally and internationally as needed.
• Demonstrated success working in a highly collaborative environment.