Human Capital Business Partner

Who are we?
Sanlam was established as a life insurance company in South Africa but has since transformed into a diversified financial services group that operates across the African continent, India, Malaysia and selected developed markets, with listings on the Johannesburg, A2X and Namibian stock exchanges. In 2018 the Group celebrated its centenary as well as 20 years since demutualisation and listing in South Africa and Namibia. Sanlam is one of the largest internationally active insurance groups in the world with a presence in 31 countries and has the biggest non-banking financial services footprint on the African continent.
The Group's five business clusters (Sanlam Fintech, Sanlam Life and Savings, Sanlam Investment Group, Sanlam Allianz and Santam) house the Group's business operations. The Group Office provides strategic direction and support to the five clusters, assisting them in realising their strategies and meeting their business objectives. The Group Office is responsible for governance and for the Group's centralised functions, which include: Finance, Actuarial and Risk Management, Strategy, Human Resources, Market Development and Sustainability.

What will you do?

Provides specific functional service with or without supervision in a section of the human resources department e.g. manning, recruitment, research, industrial relations, remuneration, employee assistance. Undertakes projects associated with human resources.
Works with the leadership team of defined business area and the Group Human Capital team to implement the Group Human Capital strategy, to ensure that the business executes on their people agenda. Key to the success of the role is the ability to develop strategic partnerships with the leadership teams within assigned portfolios.


What will make you successful in this role?

Supports leadership team on people issues

Translates business requirements into effective HC practices delivering people solutions aligned to the objectives for the business area.
Influences leadership around people agenda and issues.
Analyse HC data and interpret ito trends and suggestions for decision making.


Owns talent management for the business area

Builds leadership competence through coaching and guides line management around people processes.
Implements talent management framework (including succession management).
Identifies the immediate and long-term talent issues that impact the area and puts appropriate plans in place to address.
Agree suitable strategies to ensure talent pipelines are in place at leadership, technical and operational levels to meet the performance and growth objectives of the business area.
Ensures the retention of high performing and high potential employees through the proper management of learning and development opportunities, mentoring, coaching and reward.


Manages Talent Acquisition

Supports the business with the recruitment and placement of talent.
Identify critical and scarce skills for business unit and agree strategies with all relevant COE's (e.g. Talent acquisition, L&D & Total Rewards) to ensure appropriate pipelines over short and longer term.


Helps to shape the culture

Ensures that values and leadership standards are communicated and understood at all levels in business area.
Helps the business area establish and maintain high levels of employee engagement by clarifying the levels of employee engagement and partners with the business to develop solutions to address these.


Delivers Key HR initiatives as the key interface

Identifies projects and HR initiatives in line with business area needs.
Partner with key stakeholders within business area to ensure that all HC projects are appropriately communicated.
Co-ordinates project integration initiatives into annual plan.


Improves the overall people effectiveness of the business area

Provides high level people management advice, guidance, support.
Advises and educate on HC policies and procedures.
Implements all people processes and practices and ensure that they are legally compliant and fairly applied.
Acts as first line of contact for any employee relations issues ensuring all risks are managed within the framework of best practice and all relevant legislation.
Supports, develops and coaches line managers to manage employee relations issues.


Facilitates reward processes

Supports the annual compensation review process (salary review, bonus and LTI).


Manages learning and development implementation

Helps implement, develop and facilitate a learning environment.
Identifies learning and development needs and contracts.
Support and manages the delivery of learning and development solutions and programs.


Driving the transformation agenda

Support business in developing their EE plan (including numerical targets and AA actions).
Facilitate the alignment of business strategy and EE plan.
Ensure execution of all initiatives in line with the BU EE Plan.


Labour Relations

Advise and guide the business on Labour relations matters.




Qualification

Post Graduate qualification in HR.


Experience

Minimum of 10 years working experience as a senior Human Capital Business Partner of which 5 years must be in an IT Division.
Analyse HR metrics and data.
Interpret trends and patterns.
Make recommendations based on evidence.
Driving change and innovation.
Experience with Success Factors.


Knowledge and Skills

HR Consulting and Solutions orientation.
Data analysis and interpretation and trend analysis within complex business environment.
Business understanding.
Complex HR Support.


Personal Attributes

Courage - Contributing through others.
Manages complexity - Contributing through others.
Ensures accountability - Contributing through others.
Plans and aligns - Contributing through others.


Build a successful career with us
We're all about building strong, lasting relationships with our employees. We know that you have hopes for your future – your career, your personal development and of achieving great things. We pride ourselves in helping our employees to realise their worth. Through its five business clusters – Sanlam Fintech, Sanlam Life and Savings, Sanlam Investment Group, Sanlam Allianz, Santam, as well as MiWay and the Group Office – the group provides many opportunities for growth and development.

Core Competencies

Cultivates innovation - Contributing through others.
Customer focus - Contributing through others.
Drives results - Contributing through others.
Being resilient - Contributing through others.
Collaborates - Contributing through others.


Turnaround time
The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of managers.

Our commitment to transformation
The Sanlam Group is committed to achieving transformation and embraces diversity. This commitment is what drives us to achieve a diverse, inclusive and equitable workplace as we believe that these are key components to ensuring a thriving and sustainable business in South Africa. The Group's Employment Equity plan and targets will be considered as part of the selection process.

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