11 December 2018 Page 1 of 8 HR191 HR191 PPOOSSIITTIIOONN DDEESSCCRRIIPPTTIIOONN NOTES • Forms must be downloaded from the UCT website: http://forms.uct.ac.za/forms.htm • This form serves as a template for the writing of position descriptions. • A copy of this form is kept by the line manager and the position holder. POSITION DETAILS Position title HR Business Partner Job title (HR Practitioner to provide) HR Business Partner Position grade (if known) 10 Date last graded (if known) 2019 Academic faculty / PASS department Human Resources Division / section Date of compilation ORGANOGRAM (Adjust as necessary. Include line manager, line manager’s manager, all subordinates and colleagues. Include position grades) PURPOSE The main purpose of this position is to provide generalist comprehensive, pro-active and integrated HR partnering service, to fulfill the university’s strategic mandate, by interfacing with the clients regarding human resource solutions including advising on matters relating to the staff who are employed through section 21 companies and affiliates. The incumbent is also required to collaborate with all other HR functions to build strategic coherent teams which deliver greater results Executive Director Human Resources PC 13 (PG3) Director: HR Client Services PC 13 (PG5) Manager HR Business Partner PC 12 HR Business Partner PC 10 11 December 2018 Page 2 of 8 HR191 CONTENT Key performance areas % of time (Responsibilities / activities / processes/ methods used) (Expected results) 1 Strategic Partnering (Faculty/PASS 40% • Providing strategic change management and operational expertise to the Faculty/Support Sector. • Translate key challenges in the working environment into HR solutions. • Participate in Faculty/Support Sector planning and HR Strategies. • Actively participate and contribute to core HR projects and initiatives. • Explain and interpret (within appropriate areas) the University HR Policies and Procedures to DVC’s, managers and staff members where applicable. • Ensure dissemination (within appropriate areas) of all HR information to relevant staff and University community staff members. • Attend courses and seminars, as requested, and disseminate relevant information to other staff members. • Facilitate the preparation of Job Profiles in consultation with relevant staff and HR Specialist responsible for Job Evaluation. • Attendance and participation at job evaluation sessions. • Implement HR systems and procedures within respective Faculty/Support Sector. • Provide HR reports on request. • Attend and participate in monthly, quarterly and ad hoc management meetings within Faculty/Support Sector and HR. • Make recommendations, streamline processes and decide on short- and long-term plans. • Staff induction within appropriate areas. • Develop and implement the required HR solutions to the Faculty/Support Sector. • Enable and facilitate HR areas such as recruitment & selection, rewards, appraisal, career & succession employee relations. • Provide guidance and advice in respect of above. • Provide advice with respect to • Ownership of projects, tasks, rollouts etc. as affected by HR Specialist Centres, Faculty, Departments and affiliates. • Ensure that line managers are compliant with recruitment legislation and internal recruitment policy and processes. • Selection committees are capacitated regarding recruitment processes, policy and procedures. • New incumbents are supported to integrate into the departmental culture. • Facilitate the work re-allocation or organisational restructuring within the Faculty/Support Sector on an ad hoc basis as and when the need arises, subject to sensitive negotiation with all parties concerned. information reports to the function responsible for data quality. • Analyse and interpret HR data and provide input to HR reports (e.g. EE plan, WSP, Performance Management) including SAP reports, provided on regular basis 11 December 2018 Page 3 of 8 HR191 2 Project & Change Management 15% • In conjunction with HR colleagues/Centres of Excellence CoE’s identify resources required to execute the task or project. Plan for contingencies and act pro-actively to ensure delivery of results. • Keep stakeholders informed and create a common understanding and shared mindset of the business units’ strategic objectives. Ensure proper communication and coordination of activities to achieve intended results. Ensure that stakeholders’ interests are addressed in the • Identify stakeholders and possible effects of the change programmes on the stakeholders’ interest. Analyse changing business circumstances and identify and suggest interventions to address internal requirements and external changes. • Project Management of annual and other HR Projects including drafting project plans with Manager HRBP’s, collation and quality assurance of the information for the various Projects from the Faculty to the CoE’s. • Engagement in projects related to various HR disciplines as well as COE’s. • Pro-actively but always in agreement with Faculty/PASS Unit leadership/CoE’s, research, scope and develop HR the roles of sponsors, change agents and those affected by the change are taken cognizance of. 11 December 2018 Page 4 of 8 HR191 implementation 20% o Enable and facilitate HR areas such as recruitment, rewards, retention, performance development and assessment, career and succession planning, employee development, employee relations. a. Provides leadership and guidelines to the Faculty/PASS leadership about Human Resources strategy, policies and implementation b. Provides leadership and shares accountability for the entire talent management process i.e. recruitment, selection and placement, as well as induction to the Faculty/PASS Department c. Champions climate improvement and diversity management interventions, as well as ensure procedural and substantive fairness regarding processes and d. Translates Business Unit’s strategic agenda into HR Programme of action. Determines priorities, collaborates with Business Unit Leaders in alignment with strategic Business Unit and university HR agenda. e. Monitors performance measures of work in progress continuously and intervenes to ensure timeous delivery within budget and quality requirements. Ensures that programmes achieve the objectives set and are thoroughly reviewed for intended impact. • Plans and ensures that programmes are properly executed. • Advise/Write (in consultation with managers)/interrogate submissions regarding promotions, salary adjustments, continuation of service, transferrals, resignations, retirements, support including: o Ensure implementation of Performance Management in business unit. Assist the roll out of the performance management process and ensure compliance of business unit to the process o Advising line on how to address issues with regards to performance management; • Advise on promotions including o Advice on policies and procedures o Provide advice to the relevant staff member for example in terms of package structuring where • Provide induction services to the client including: o Development of an induction program in collaboration with the client and L&D specialists o Informing the new employee of all relevant and o Ensure the employee attends the UCT orientation o Maintain and update the faculty/department specific induction manual (in collaboration with the Dean/Heads of Department) o Address Strategic information and decisions prior to sending a letter of resignation through to Admin Services. Terminations include: resignations, retirement, medical disability, deaths, retrenchments and dismissals. o Update the post structure after terminations o Conduct Exit interviews and send results through to Specialist Services for consolidation and interpretation • Provide accurate data and trend analysis on the client’s retention successes and risks and clearly identify and facilitate the implementation of strategies in collaboration with the specialist PM, L&D and Retention and the Senior Business Partners. • Ensure that the organogram (vacant and filled posts) and post data information is always accurate on the system. 11 December 2018 Page 5 of 8 HR191 4 Employment Relations 20% • Provide advice and become actively involved in addressing certain disciplinary issues within area of control and in liaison with the Employee Relations office, where applicable. • Transfer coaching, mentoring and counseling skills to line to enable them to become better people leaders. Provides counseling and acts as a coach. • Enable the business unit leaders to enter mentor relationships to influence behaviour and attitude and integration into the organisation. Transfers the accountability for self-development by empowering and encouraging ownership thereof and provide feedback to individuals. • Advise line managers on disciplinary and grievance policy, process and procedure • Coordinate and provide advice on restructuring activities • Coordinate and provide advice on voluntary retrenchment and early retirement • Monitor relationships between staff and management • Provide feedback to Manager HRBP on employee relations climate in faculty/departments • Give input on appropriate interventions to improve employee relations • Labour risk is minimalized • Staff are aware of the compliance required to HR policy • Training and knowledge needs are identified • Compliance to IR legislation and related University policies/ procedures • Line managers and staff members informed of their rights and obligations • Positive employee relations climate • Represent the employer at the CCMA/Labour court as and when required with the ER specialist. • Compile evidence/presentations for ER matters • Oversee and co-ordinate various ER processes within the units e.g. grievance, • Referring the matter to the Employee Relations Office where matters become too complex for this function to handle • Handle issues pro-actively to prevent them from becoming formal Empl...
