At RCL FOODS we see and do things differently, we think bigger, work smarter and as a team collectively work towards achieving our ambition, to Grow What Matters!RCL FOODS is on the hunt for a HR Business Partner driving Talent and Diversity & Inclusion. The successful individual must have a passion for people, analytics, building collaborative relationships and driving brilliance. The role will report into the HR Executive: Talent and D&I and will be based in Durban.As the HR Business Partner: Talent and Diversity & Inclusion, you will spearhead the integration of talent management and diversity initiatives. Reporting to the HR Executive – Talent and D&I, you will manage a dynamic team and be responsible for leading the execution of talent management and D&I strategies creating a talented and inclusive workplace culture. You will play a pivotal role in aligning our HR practices with our organizational goals, ensuring our workplace reflects our commitment to growth, innovation, and inclusivity.Minimum Requirements:Bachelor's degree in Human Resource Management, Industrial Psychology, or a related field. Advanced degree or certifications preferred.5-8years' experience in talent management and D&I, including experience leading a diverse team.Proficiency in Power BI and ExcelStrong knowledge of organizational development, talent development and D&I practices.Excellent leadership, communication, and strategic thinking skills.Ability to travel to different operating units.Key Responsibilities:Leadership & Strategy Execution:Manage the Talent & Diversity & Inclusion team, providing direction and support to ensure effective execution of talent management and D&I initiatives.Develop and implement comprehensive talent management strategies that align with business objectives and promote diversity and inclusion.Collaborate with senior leadership to drive organizational change and embed D&I principles into all aspects of the employee lifecycle.Talent Management:Oversee talent management and retention strategies, ensuring alignment with business needs and goals.Work alongside business leadership to identify workforce requirements in line with business requirements.Manage succession planning, talent reviews, and career development programs to support talent progression and mobility.Coordinate and consolidate information for annual talent reviews and 360-Degree feedback processes.Develop a talent retention approach and program to minimize turnover and one that retains top performers.Stay informed about industry trends, talent market dynamics, and emerging technologies to anticipate and address internal talent needs. Proactively adapt talent management strategies to align with these insights, and implement continuous improvement initiatives to enhance the efficiency and effectiveness of internal talent development and retention processes.Ensure that the correct change management processes take place where talent management initiatives are implemented.Diversity and Inclusion:Drive D&I programs to build a more inclusive and equitable workplace.Stay abreast of legislative changes and best practices in D&I, translating these into actionable strategies.Monitor and report on D&I metrics to assess progress and impact.Performance Management:Oversee the performance management system, ensuring its effectiveness and alignment with organizational goals.Provide training and guidance on performance management principles and updates.Advise on performance management best practices and stay current with industry trends.Project Management:Lead and manage key HR projects, including Top Employer initiatives and system enhancements.Develop initiatives and programs to enhance employee engagement and satisfaction.Develop and implement change management strategies to support successful project integration.Handle ad hoc projects that align with business priorities.Talent Collaboration & Data Management:Work closely with HR COE teams to enhance the execution of talent and D&I strategies.Utilising data and analytics to measure the effectiveness of efforts, identify areas for improvement, and provide regular reports and insights to key stakeholders.Make use of data through analysing the data available and interpreting it to derive meaningful insights in terms of talent management decisions that need to be made.Collect data and analyse this to generate insights and reports on talent metrics, trends, demographics etc and use this information to enable the leadership to inform decision making.
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