Human Capital Business Partner
Afro Miaki Group PTY(LTD)
Sandton, Gauteng, ZA
1d ago
source : Careers24

PURPOSE :

  • This role is accountable for the delivery of all Human Capital services in a Division.
  • It supports all teams / functions in a Division with end-to-end people management practice execution, including workforce planning, talent management, talent development, talent engagement and reward and recognition.
  • The role works closely with all Line Managers and Human Capital Centres of Excellence to ensure the delivery of a positive employee experience, execution of business goals, and reward and consequence management as necessary.
  • KEY OUTPUTS : Strategic HC Business Partnering & Advisory :

  • Partners with business to develop and implement holistic HC solutions that empower the business to achieve its objectives.
  • Participates in Divisional and / or Functional strategy sessions in order to identify the emerging Human Capital requirements.
  • Applies HC legislation & policies when advising Line managers and employees in order to maintain harmony within the workplace.
  • Applies HC systems and practices to support the business in sourcing, developing and driving the productivity of employees.
  • Manages and executes all localised HC activities in line with the company HC Calendar
  • Provides day-to-day performance management guidance to the business through coaching, career development, counselling, and disciplinary actions. Workforce Planning :
  • Baseline and forecast headcount requirements.
  • Baseline and forecast competency and capability requirements.
  • Continuously monitor resourcing requirements against budget and strategic business imperatives
  • Brief and Talent Acquisition on the resourcing requirements (short, medium & long term)
  • Manages turnover cost vs. new hire cost and develops interventions to address risk areas in the business. Performance and Talent Management :
  • Applies the performance & talent management methodologies adopted by the company in execution of these practices at a localised level.
  • Trains and / or up-skills Line Managers and Employees on the management of performance in order to build organisational capacity to perform and deliver the companys strategy.
  • Ensures adherence to Performance Management cycles in order to drive a high performance organisation.
  • Participates in the company wide performance calibration engagements and talent mapping.
  • Partners with business to develop and manage the succession pipeline.
  • Intervenes between line managers and employees on performance related disputes.
  • Supports the business in managing career conversations between employees and line managers in order to ensure delivery of the employee value proposition and retention of critical talent. Organisation Design :
  • Supports the business in the implementation of operating model or structural changes.
  • Partners with the Organisation Design COE to assist business in the definition of ideal organisation structures.
  • Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the businesss overall efficiencies.
  • Ensures the adherence to Organisation Design principles in the Division (role naming conventions and career paths) Employee Engagement & Change Management :
  • Acts as the lead Change Champion for any business transformation activities in the unit
  • Leads the employee engagement diagnostic processes
  • Partners with the business leadership and Organisation Development
  • COE to implement plans that shift the dial on a positive employee experience Transformation, Equality & Inclusion :
  • Partner with the COE to define the Transformation targets for the Division
  • Partner with COE to develop relevant plans to execute the transformation agenda in the Division
  • Identify and operationalise Business Unit specific actions to contribute towards the bank-wide Transformation Plan
  • Provide management information and monitor trends in respect of
  • Employment Equity target and measures
  • Continuously monitor and be the transformation champion in all people management engagements in the business, ensuring the transformation agenda is prioritised and tangible results are achieved. HC Analytics :
  • Provides guidance and direction to the HC Consultant to generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
  • Provides guidance and direction to the HC Consultant to generate accurate and meaningful people reports (e.g. People Balance Sheet) for the Division
  • Establishing a cause-and-effect relationship between what HC does and business outcomes and then creating relevant strategies
  • Connect HC data with business data to demonstrate an aspect of the organisation that business leaders should be informed about to help them make decisions.
  • Is an active user on all Human Capital Systems, within authorised limits, in order to enhance decision making by management and ensure data accuracy. Labour Relations Advisory :
  • Collaborates with legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline and employee grievances.
  • Represents the company at mediation and arbitration forums and defends the position of the company.
  • Handling of disciplinary and grievances matters in areas of responsibility. Culture :
  • Live and exemplify the company values
  • Drive and promote a high-performance culture
  • Actively participate and Champion the 3600 feedback process within the unit. Compliance & Governance :
  • Executes 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
  • Execute all HC audit exceptions and ensure the implementation of preventative measures in the Division.
  • Drive the resolution of the identified top 5 HC risks in Division Stakeholder Management :
  • Build and manage objective working relationships with various stakeholders with the aim of being recognised as a trusted advisor and living the company principles and values.
  • Communicate effectively and ensure closed loop feedback to clients, to maintain and enhance the HC team brand of client centricity MINIMUM QUALIFICATIONS AND KNOWLEDGE : Required Qualification :
  • A Degree in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or related field is required Experience :
  • 5 years generalist experience in Human Resources functions with end-to-end employee lifecycle management experience (3 years of which should be at supervisory level) Technical Pre-requisite
  • Consultation skills / strategic partnering
  • HC all rounder
  • Talent Mapping / Profiling
  • Possessing a deep understanding of the labour regulations
  • Knowledge of competency based recruiting
  • Data reporting capabilities
  • Experience in developing and analysing surveys and metrics.
  • Conversant with Labour Statutes and ER
  • Knowledge of dispute resolution process
  • Knowledge of various wellness intervention strategies
  • Advanced proficiency in Microsoft Excel & PowerPoint
  • Customer centricity / service exposure and orientation
  • Effective communication skills
  • Awareness and exposure to competency-based recruiting
  • Experience in developing and analysing surveys and metrics
  • Advanced and predictive analytics
  • Knowledge of various wellness intervention strategies
  • Knowledge of dispute resolution process
  • Knowledge of various Talent Mapping / Profiling methodologies and tools
  • Knowledge of labour regulations and understanding on how they impact the company
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