Human Resources Business Partner - Head Office
  • Midrand, Gauteng
  • Rectron
Job Description

To deliver the HR strategy by partnering with the business to ensure that the necessary tools for effective employee relations, talent and performance management are implemented, thus supporting the business strategy. To drive HR best practice in line with current legislative requirements.

Outputs and Responsibilities

Resource Planning

Drive adherence to talent acquisition policies and procedures
facilitate panel interviews as & when required
Facilitate employment checks as and when required
Manage vacancies within a time to fill requirement of 35 days
drive the achievement of Employment Equity goals
advise line management on recruitment standards, budgeting documentation and processes
ensure timeous submission of documentation of new hires to payroll
manage employee LTO in line with Turnover targets
Manage process relating to resignations, retirement, dismissals, retrenchments, and severance
Conduct exit interviews with resigned employees

Talent Management
Facilitate departmental talent forums.
Develop Departmental talent plans and the execution of action items thereof
Train & coach line managers on the talent management process and implementation of the talent management plan
Facilitate the career pathing process
Facilitate skills planning and IDP’s for all employees
Train and coach line on the performance management framework
Drive performance management practices and standards
Ensure that all employee performance agreements and reviews are in place
Coach and guideline on the poor performance management process

Skills Development
Facilitate the implementation of the departmental skills plan with the Learning and Development team
Make recommendations to the Learning and Development Manager regarding improvements or changes to such things as needs analysis generation, training delivery, assessment and work optimization
Facilitate the effective induction and onboarding of new hires

Employee Relations

Ensure sound and consistent interpretation and application of all legislation, company policy and
Plan, schedule, train, coach and continuously assess all line managers’ competence regarding Employee Relations practices
Consult with line management regarding grievance, disciplinary, appeals and CCMA hearing outcomes to ensure consistency and best possible outcomes and monitor trends at individual complex
Evaluate the implications of potential hearing
Ensure the correct formulation of preferred disciplinary
Liaise closely with the HR manager regarding problematic cases, expected or actual restructuring /operational requirements, potential industrial conflict/work stoppages/strikes and group grievances
Prepare cases and consult with HR Manager regarding CCMA and Labour Court matters as applicable
Provide required ER statistics re dismissals, warnings, grievances, CCMA referrals, etc. to the HRM/HR Exec
Provide support to staff on HR issues, as and when required

Employee Wellness Programme

Coordinate and facilitate the use of the Employee Assistance Program effectively
Ensure that the updates and timeous communication on EAP topics is sent out to employees
Ensure that feedback reports are provided from service provider
Coordinate and organise formal wellness functions and events nationally with the EAP representatives

Provide required ER statistics (Dismissals, warnings, grievances, CCMA referrals) to the HR Manager
Provide required Training statistics to the Learning and Development Manager, including Attendance Records, training expenses and assessments of competence
Provide required statistics to the Talent and Acquisition Specialist, including vacancies, talent pools, development plans and recruitment costs

Culture and Climate

Ensure HR service delivery for internal and external customers
Drive organizational cultural activities in line with the business strategy and Organizational values
Drive cultural survey completion and action planning
Drive recognition program

Provide input to the Development, of all HR policies and procedures.
Maintain and update HR information Systems
Assist with the managing HR related cost savings, headcount and budgets
Adhoc HR projects, when required

National Diploma/Degree Human Resources Management

Skills and Competencies
HR Best practice
Strong Understanding of LRA,BCEA, Skills Development Act, Employment Equity Act
Strong communication skills on all levels
Conflict management and Problem solving
Ability to work under pressure
Well-disciplined individual
Attention to Detail
Planning and prioritising
Change Management
Talent management
Understanding of business operations
Ability to translate strategic direction into an operational plan
In depth knowledge of company policies, processes, and procedures
Strong business partnering skills
Strong interpersonal skills; ability to work well on cross-functional teams and foster team commitment to tasks
Leadership maturity
Project management skills
Deadline driven

Experience (experience required for the job)
Minimum 3 years HR Business Partnering experience
Minimum of 3 years’ experience in dealing with IR matters
Minimum 3 years Talent and Performance management experience

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