Job Title:

Human Resources Business Partner

Job Summary:
• To support the DC by providing an efficient and effective overall HR Generalist service to the
Operations Functions thereby ensuring true business partnering.
• To ensure alignment between HR Strategy and the business strategies.
• To support the DC in delivering the overall appropriate people management solutions.

Key Responsibilities:
PRINCIPAL ACCOUNTABILITIES; -

1. To act as a proactive partner for the operations functions as defined by the Line Manager ensuring
high level of service excellence and support.

2. Communicates with and advises Line Managers regarding all HR related practices, policies and
procedures thereby providing an efficient partnering service to Line and enhancing the established
business relationship.

3. Communicate, consult and assist Line Managers regarding all IR matters to ensure fair labour
practices and positive morale.

4. Supports the management of career development talent management and succession management
processes for operations by:

a. Preparing for and conducting functional TRM’s in conjunction with the Talent Manager.
b. Taking follow up specific actions as a result of TRM’s.
c. Compiling resourcing needs (both local and expatriate) based on TRM’s in conjunction with the
Talent Manager.
d. Proactively providing inputs to the consolidated company TRM’s.
e. Supporting the DC-in the overall Talent Review Process.

5. Facilitates the Performance Management processes (performance planning, monitoring and review)
for all operations’ functions to enhance the performance culture.
6. Facilitates the overall Talent Process for both management and non-management employee levels
in conjunction with the Talent Manager.

7. Supports Line Managers in the development and management of functional Employment Equity
plans, in consultation with DC, which will ensure equitable representation at all levels in the
business.

8. Coordinates and co-facilitates the position grading process and management of the salary review
processes (annual / interim increases or promotions) ensuring compliance with company
remuneration policies.

9. In consultation with the DC, assists in the development and implementation of strategies to embed
certain HR common platforms and best practices that will ensure self-sufficiency in the local
context.

10. Assists in the implementation of the HR strategy and Functional specific strategies contributing to
the achievement of Functional objectives and plans.
11. Member of the Recruitment team responsible for company activities which includes competency
based interviews for applicants and acting as an assessor at assessment centres.

12. Participates fully as project member on identified HR projects in specific areas of accountability.
13. Manages all allocated budgets and initiatives.
14. Fully accountable for the setting, running and management of disciplinary hearings.
15. In conjunction with the Talent Manager, responsible for the skills and capability gap analysis in
areas of accountability. Actively participates in the management and addressing of such gaps.
16. Fully participates in all change management activities to drive sustainable business transformation.

17. Proactively generates innovative change initiatives based on employee data analysis provided by the
HR Effectiveness Officer to impact positively on employee and business performance and overall
employee behaviour.
18. Continuously and proactively liaise with the trade union to foster effective and efficient relationship
and drive world class workplace.
19. Continuously review allocated HR policies and practices in order to recommend improvements to
drive best practice and support of “Best Employer” journey.

20. Manage all recruitment and placement, and organisational and structural development needs in
areas of accountability.
21. Ensure accurate employee data uploads by following agreed HR system processes.
22. Assist the DC in driving employee engagement levels through innovative Employee Value Propositions.
23. Develop and drive the Employee Wellbeing Programme agenda as part of EVP.


KEY SUCCESS FACTORS;-

• Support in creating the alignment of the HR strategy within the Functional Business Strategies.
• Effective management of Career Development & Succession Planning based on quality Talent information
• Successful completion of TRMs and Performance Management Processes
• Diversity/Transformation Management embedded
• Employment Relations Principles embedded (Resourcing & IR & Employee Wellbeing)
• Remuneration & Benefits Principles embedded
• HR Effectiveness and Service Delivery (e.g. Self Service Capability) understood and fully utilised
• Delivery of projects according to project scope and planning
• Talent Management and Learning & Development Initiatives meets business requirements
• A credible true business partner

Key Requirements:

Knowledge/Qualifications
• Appropriate 3-year HR Degree or equivalent.
• Sound knowledge of Human Resources Best Practices and Procedures.
• Sound understanding of HR Business Partnering concepts.
• Have sound business knowledge and an understanding of the impact of HR on other business functions.
• Sound knowledge of appropriate labour legislation, e.g. Basic Conditions of Employment Act, Labour
Relations Act, Employment Equity Act, Occupational Health and safety act, etc.
Knowledge of Oracle and People Soft: HR

Skills
• Leadership Capabilities Potential.
• Builds self-awareness and listens (Strength)
• Engages and inspires (Strength)
• Supports high performing teams (Strength)
• Strategic Leadership
• Provides direction and focus (Competent)
• Drives innovation and change (Competent)
• Drives for results (Competent)
• Operational/Technical Results.
• Effective and timely delivery of tasks (Strength)
• Professional Project Execution (Competent)
• Relationship Results
• Working Relationship with Customers (Strength)
• Internal knowledge Sharing (Strength)
• Innovation Results
• New/enhanced ways of doing existing processes & practices (Competent)

Experience

• At least 5 years in HR with exposure to Resourcing & IR, Organisational Development, HR Service
Delivery, and Remuneration and Benefits.