Human Resources Business Partner

The incumbent will ensure the strategic alignment between HR and the business objectives and plans by building a partnership with managers and employees to support fair practice.
Implement the HR strategies and projects in the area of responsibility.
Key Performance Areas KPA 1: Strategic Alignment of Recruitment and Selection Processes to SANBS Transformation and Talent Retention Goals. KPI
1.1.
Play an active management role in the recruitment and selection in the area of responsibility.
Key areas of support include ensuring adherence to fair practices; relevant compliance; assessing employee skills and potential, and the management of Career Development.
1.2.
Ensure fair practices during the interviewing process by acting as HR representative on recruitment panels.
1.3.
Ensure that developmental feedback is given to all internal applicants and encourage employees to manage career growth through targeted developmental plans.
1.4.
Interpret assessment reports and include results in talent forums and individual development plans.
1.5.
Implement and maintain and continuously improve an internal recruitment and transfer process to optimise turn-around time in filling of vacancies.
1.6.
Provide support in optimising human resource planning with operational budgets by:
1.6.1.
Interpret business needs of area of responsibility and assist line managers to optimise organisational structures.
1.6.2.
Make recommendations regarding organisational design, workflow, and structures to the Senior Manager, OD and Transformation.
1.7.
Analyse monthly turnover (e.g., Exit interviews) and advise management on trends that lead to staff turn.
Propose corrective or development actions if required.
1.8.
Analyse monthly Employment Equity statistics for area of responsibility and advise line managers and Recruitment Coordinator on proactive strategies to achieve EE targets.
1.9.
Develop creative recruitment strategies for area of responsibility by coordinating the marketing of SANBS as an employer of choice to schools and tertiary institutions.
1.10.
Integrate Talent Forum results and succession plans into internal recruitment processes to retain identified talent.
1.11.
Advise on trends regarding challenges relating to compensation and benefits should key positions remain vacant.
KPA 2: Act as Advisor on Employee Relations Matters and Ensure Sound Relationships Between Managers and Employees. KPI
2.1.
Empower and educate managers and supervisors on ER matters through coaching and formal training and update them on any changes in legislation and policies.
2.2.
Ensure that employees are trained and understand their rights and responsibilities and provide guidance regarding ER matters.
2.3.
Be a custodian of HR Policies and procedures and ensure fair practice.
2.4.
Act as an objective subject matter expert on all matters governed by legislation (e.g., Basic Conditions of Employment Act; LRA) and advise managers and employees accordingly.
2.5.
Ensure that disciplinary and grievance matters are handled according to procedure and provide management with advice on required action based on factual evidence.
2.6.
Refer/escalate any matters in terms of protocol to the IR Specialist.
2.7.
Represent the SANBS at the CCMA hearings.
2.8.
Maintain a centralised ER database to ensure consistent practice.
2.9.
Analyse disciplinary and grievance trends and advise on proactive actions to facilitate a healthy relationship between management and employees.
KPA 3: Act as HR Business Partner to Ensure Alignment Between Business and HR Strategies. KPI
3.1.
Foster working relationships between HR and business to deliver on the HR value chain and best practice people solutions.
3.2.
Attend monthly meetings in area of responsibility and provide expert HR advice on all matters that impact human capital.
3.3.
Identify HR needs and implement HR interventions in area of responsibility.
3.4.
Coach line managers and obtain buy-in and support for the implementation of HR strategies and projects.
3.5.
Optimise relationships by providing constructive feedback to managers and employees to enhance values-driven behaviours and build relationships.
3.6.
Ensure that business communication is cascaded down to all levels in the organisation.
Provide employees with an opportunity to communicate upwards.
3.7.
Market the HR strategy to become an employer of choice and include employees in decision-making regarding human capital strategies.
3.8.
Provide expert HR advice and support to management and employees when dealing with the implementation of the Performance Management system.
3.9.
Act as facilitator in area of responsibility in terms of Performance Management.
3.10.
Ensure that Talent Management is rolled out in area of responsibility and act as facilitators in Talent Management Forums for supervisory levels.
3.11.
Ensure that there is an existing succession plan in area of responsibility.
3.12.
Provide HR analytics to areas of responsibility to guide sound management decision-making.
3.13.
Implement onboarding of newly appointed employees and facilitate induction programmes.
3.14.
Ensure the finalisation of the exit process.
KPA 4: Ensure Implementation of HR Projects and Change Management. KPI
4.1.
Act as project lead for the implementation of HR projects in area of responsibility.
4.2.
Act as Change Agent through a planned approach encouraging/assisting management and employees to embrace and adopt change stemming from HR and/or organisational projects/initiatives/interventions.
4.3.
Facilitate training interventions required for the successful implementation of HR projects.
KPA 5: HR Risk Management. KPI
5.1.
Gather information regarding people-related governance, risk and compliance issues.
5.2.
Compile and submit reports of HR compliance and governance and operational risks as well as recommend actions to mitigate same.
5.3.
Ensure continuous monitoring of HR risks, i.e., compliance and ethics risks, corruption, IR EE Skills retention.
5.4.
Ensure line managers and employees are involved as key stakeholders regarding HR risk management, i.e., HR risks are integrated into their day-to-day activities.
Education Degree or relevant diploma in HR-related field.Experience and Knowledge Requirements 3 years Human Resources generalist experience.Experience in a unionised environment.Special Circumstances After-hours work will be required from time to time.
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