Job Purpose As a business partner and advisor, develop, plan and implement progressive HR initiatives that mitigate employee perceptions and that align with strategic business objectives, within the CIB, CSD business unit. Job Responsibilities Provide HR advisory support to business on all HR related issues and decisions required across the HR value chain by interpreting HR policies and advise on appropriate actions. Educate business leaders to mitigate people risk and ensure adherence to legislation by consulting and providing guidance on the Bank's HR policies, processes, and procedures. Partner with business leadership to develop appropriate and relevant business unit plans to address people agenda, including DEI. Execute the overall day-to-day operations of the HR function including but not limited to HR administration, review of policies and procedures, further development and implementation of HR systems, recruitment and talent management, industrial relations, capacity building, organisational development and change management. Monitor progress and impact of HR practices by having regular meetings, reviewing reports, analysing data and taking appropriate action where necessary. Proactively research latest thought leadership within area of expertise and share with the team as input to improved delivery to clients. Identify trends, risks by analysing HR Dashboards and data and recommend insights to enable the business to facilitate and make decisions on people matters such as succession, retention, leadership development, etc. Support the DEI deliverables by ensuring that transformational targets are met through consideration of targets during the staff recruitment, retention and learning process. Motivate staff to perform and contribute to the success of the business by creating an environment of teamwork and by engaging with staff and encouraging participation in decision-making processes. Stay abreast in field of expertise and deliver on the expectations from stakeholders, build capability of self and staff by identifying current and future training and development needs. Employee relations: facilitate or act as a liaison between management and employees to resolve conflicts, address grievances and provide support to employees. Culture: Utilise surveys and other forms of people data to implement initiatives that foster a positive and inclusive environment. Reward and Recognition: implement and provide support for all REM and Benefits related processes, including EPWEV, ASR, RCs and OCIs. Employee experience: Partner and align with line managers to create a positive employee experience for new and existing employees in order to improve the people promise. OD: Advise and support business to identify areas to improve and redesign their existing organisational structures, that aligns to the future business needs and workflow. Essential Qualification Professional Qualifications/Honour's Degree Minimum Experience Level Minimum 8 years HR Generalist experience Technical/Professional Knowledge Business principles Change management Communication Strategies Consumer behaviour Employee training/development Governance, Risk and Controls Operations planning Organisational systems Principles of project management Relevant regulatory knowledge Service level agreements Staff resource planning Strategic planning Business writing skills Management information and reporting principles, tools and mechanisms Behavioural Competencies Decision Making Building talent Inspiring others Continuous Improvement Driving for Results Planning and Organizing Employment Equity Statement Preference will be given to underrepresented groups.
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