Duties & ResponsibilitiesBusiness Partnering:Drive HR service delivery, ensuring timely and effective resolution of employee queries, concerns, and challenges.Proactively identify HR-related challenges and opportunities within the organization, taking decisive action to address them.Implement initiatives to foster a diverse, inclusive, and high-performance culture.Contribute to the development and execution of HR strategies that support business goals.Commitment to delivering exceptional HR services and enhancing the employee experience.Analyze HR metrics and data to provide insights for strategic decision-making.Utilize HR analytics and data to assess trends, measure People agenda effectiveness, and drive data-driven decisions.Present data-driven recommendations to improve HR initiatives and support business outcomes.Drive the people agenda for the overall business success and to maximize shareholders value, Opco profitability, market share and drive optimum cost efficiencies.Organizational Development:Work with the departmental heads to design fit for purpose org structures.Develop job profiles and arrange job evaluations as and when necessary.Facilitate rollout of functional & behavioral competencies in area of responsibility.Assist departmental heads to interpret climate survey results and develop action plans.Performance Management:Coach managers and employees on the use of the performance management systems.Co-ordinate objective setting and calibration sessions with departmental plans.Prepare performance trend report and coach managers on the execution of performance improvement initiatives.Talent Management:Work with line managers to identify future talent needs and prompt the People & Organizational Development team.Support hiring managers to fill vacant positions by utilizing fit for purpose sourcing methods.Manage the recruitment process to ensure completion of recruitment activities within targeted timelines.Provide guidance to hiring managers on employment equity targets.Prepare regular talent analysis reports.Employee Relations:Manage dispute and grievance procedures.Handle CCMA matters (Conciliation, Arbitrations, reviews, Condonations, Rescission, and Mediation).Monitor labour legislation developments and proactively identify appropriate strategies to ensure compliance and minimize business risk.Build and maintain harmonious and excellent relationships in the business.Desired Experience & QualificationBachelor's degree in HR, Business, Psychology, or a related field; advanced degree preferred.Experience:8+ years of significant experience in strategic HR business partnering with strong Corporate environment experience.Deep understanding and experience in Learning, Organisational Development & Design, Change Management, Organisational Effectiveness, Talent Management, Diversity, Well-being, and Reward.Sound knowledge of HR trends, best practices and procedures as well as appropriate labour legislation, e.g., Basic Conditions of Employment Act, Labour Relations Act, Employment Equity Act, etc.Good business acumen and successful problem-solving experience leading to lasting employee relations solutions within a business.Commitment to delivering exceptional HR services and enhancing the employee experience.Ability to align HR initiatives with business goals and contribute to strategic planning.Proficiency in HR analytics, data interpretation, and the ability to derive actionable insights from HR metrics.Strong relationship building experience with key stakeholders across departments to understand their needs and challenges.Act as a trusted advisor, providing guidance on HR policies, procedures, and best practices.Strong computer literacy and technologically savvy in general office management systems e.g., MS Office, PowerPoint, Excel. Quick learner on HR related systems and processes.Maintain a high level of confidentiality and professional demeanor.
#J-18808-Ljbffr