Human Capital Business Partner

Description
Management Level
Manager
Job Description & Summary
A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You'll focus on helping the local offices in driving the Firm's people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.
Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You'll handle issues on operation management, strategic partnership, employee relations and emergency responding.
To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.
As a Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:
Develop new skills outside of comfort zone.
Act to resolve issues which prevent the team working effectively.
Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
Analyse complex ideas or proposals and build a range of meaningful recommendations.
Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
Address sub-standard work or work that does not meet firm's/client's expectations.
Use data and insights to inform conclusions and support decision-making.
Develop a point of view on key global trends, and how they impact clients.
Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
Simplify complex messages, highlighting and summarising key points.
Uphold the firm's code of ethics and business conduct.
Purpose of Job
The Business Partner supports the Business unit/region or country Leader/s in all areas related to the annual people calendar to maximise people engagement and performance and to support the delivery against the unit/region's business objectives. This is done through the implementation of appropriate market area and global people strategies and more specific local people related solutions.
The Human Capital Business Partner will be responsible for the Human Capital delivery to a Line of Service, aligned with the Business Strategy and the Africa People strategy .
The role reports into the Africa Line of Service HC Associate Director.
Role Description
Responsibilities:
HC strategy
Aligned to Global HC strategy, Africa People strategy, and LOS People Strategy, by annually compiling the specific people strategy for the business area through consultation with Leadership.
Execute against the HC strategy with regular measurement and reporting on progress made linked to the quality standards of the firm.
Ensure strategic HC projects are rolled out across the area of responsibilities in line with the HC calendar and other specific business requirements.
Report monthly on the delivery of the specific initiatives
Insights
Provide people related trends and analytics and intelligence to the business to inform business decisions.
Identifying areas of efficiency and developing improved processes to deliver to business more effectively and within quality standards.
Advise leadership on people matters/workforce activities.
Establish a workforce plan aligned to LOS headcount budgets
Regular analysis of turnover and ensuing advice to business
Regular analysis and reporting of headcount vs utilisation achieved.
Dashboard preparation
HC service delivery
Coordinating consistent HC delivery across areas of responsibilities
Ensure regular contact sessions are in place to assess satisfaction on delivery
Oversee HC projects and manage performance of the HCBP within the team
Talent management
Drive talent management activities for the business, including talent identification, succession, development plan monitoring (e.g., Talent Radar) and advice.
Co-ordinate, plan, prepare for and facilitate the Business Talent Council
Identify, plan, and monitor key talent program attendance
Accountable for ensuring that the post talent program feedback takes place. Responsible for facilitating the feedback.
Performance Management
Understand the business strategy and participate in establishing annual KPIs per grade level
Provide regular guidance and education to staff on the performance management process.
Provide performance analytics, including poor performance.
Research, advise on, and implement performance improvement interventions
Monitor general compliance with performance management approach
Remuneration
Liaise and collaborate with the HC Reward CoE, for salary survey input and benchmarking information.
Annalise and understand remuneration trends and challenges faced by the Business. Advise and provide input into remuneration bands and practices.
Utilise analytics from exit interviews and GPS related to reward
Educating staff on reward and benefits
Provide input into people budgets: cost analysis of salary bands, an other people cost
Manage the salary and performance bonus review for the Business
Leadership
Contribute to HC best practice; understand the people requirements and communicate these requirements to the relevant HC structures
Mentor and develop the HCBP team
Represent HC to the Line of Service leadership
Employment Equity
Understand the firm's EE targets and translate this into the Business EE targets. Understand where the gaps lie and implement HC interventions to close this gap through recruitment; promotions etc
HC representative in the EE forum
Retention
Project manage annual progression processes as per Talent CoE guidance. (post articles and SM)
Report retention successes and potential challenges
Analysis and presenting of the Global People Survey results to Group Leaders and People Partners
Compiling a GPS action plan and rolling out of the initiatives
Terminations
Conducting exit interviews of Senior Managers and AD's
Exit trends reports are analysed and feedback given to groups with suggestions on interventions
Other ad hoc roles
As we are still transitioning into the new HC structure, there are some operational and ad hoc roles which are currently part of this role but will change in the future. These include:
HC team management (timesheets; expenses and leave)
Oversee the welcome and admin processes for annual trainee intake
HC representative on various forums to drive the HC strategy i.e., HC Coordinating managers forum and People Partners forum
Attendance and contribute to group meetings and events
Manage APC and ITC processes i.e., confirmation of candidates; results; events
Provide guidance on IR matters; represent firm at the CCMA
Key Competencies and Attributes
Knowledge, skills and abilities
Sound knowledge of all HC processes
Sound knowledge of HC processes
Experience in managing projects or multidimensional processes
Computer & Digitally literate
High energy level
Assertive & diplomatic
Sound interpersonal and communication skills
Professional
Able to deal with confidentiality
Ability to deal with multiple projects
Enthusiastic and proactive
Passion for developing others
Power BI & Alteryx an advantage
Qualification & Experience
Requirements
Relevant postgraduate HC related degree (Honours BA / BComm Psychology / Industrial Psychology / Human Resources)
Minimum 8 years HC experience with at least 5 years of staff management experience
Travel Requirements
Up to 20%
Available for Work Visa Sponsorship?
No
Job Posting End Date
November 1, 2024