Multinational leader in the hardware and building retail industry requires the services of a HR BUSINESS PARTNER for Western Cape region. The support office is based in the vicinity of Cape Town International Airport.

This position requires a strong individual who can manage the human resources function (60% Industrial Relations) for 26 branches, this includes extensive traveling.

REQUIREMENTS:
• Human Resources Degree / HR related Degree or equivalent
• A minimum of 3 years sound experience in a similar position preferably in the retail industry.
• Conducting HR administrative functions (audits, reports etc.)
• Strong IR experience (60 % of work capacity) including experience in chairing disciplinary hearings, representing the company at CCMA conciliations & arbitrations and conducting union wage negotiations.
• Proven experience in performance and talent management
• Experience in selection processes at junior and senior levels
• Computer literate in MS Office (MS Word, Excel, Outlook & Powerpoint)
• Willingness to travel extensively including valid driver’s licence and own reliable vehicle.
• Excellent knowledge of relevant legislation (Basic Conditions of Employment, Labour Relations Act, Skills Development Act, Employment Equity Act, Occupational Health & Safety Act)

SKILLS/COMPETENCIES:
*Strong verbal and written communication skills;
• Highly motivated, energetic, self-starter who has the ability to be proactive;
• Well balanced EQ;
• Can act independently & ability to work under pressure;
• Excellent planning, organising and controlling skills;
• Ability to build trust and rapport with employees and managers;
• Sound judgement and decisiveness – high level of integrity;
• Accuracy and ability to pay attention to detail.

KEY PERFORMANCE AREAS:
• Acts as a point of contact for the employees and managers in the business
• Proactively supports the delivery of HR Processes in the business
• Manage complex and difficult HR Projects cross-functionally/divisions
• Actively identifies gaps, proposes and implement changes necessary to cover risks
• Facilitates selection of key talents for the business
• Acts as the performance improvement facilitator and provokes positive culture change and in the people management
• Designs succession plans for key talents and key job positions
• Challenges the organizational structure of the business and proposes changes
• Supports maintenance of company culture and ethics within the business
• Drives and supports decisions and compliance within Policy and legislative parameters