HUMAN RESOURCE BUSINESS PARTNER

PURPOSE The position exists to provide strategic advice and assists leaders to achieve business objectives through effective workforce planning, talent management, organisational capability, culture, and people risk management. The HRBP ensures that people decisions support sustainable business performance. RESPONSIBILITIES Policy • Develop, review and recommend policy enhancements. • Provide company policy guidance and interpretation. • Ensure compliance with relevant labour legislation. • Facilitate and manage the implementation of all company policies and procedures. • Consult with line management, providing appropriate HR guidance. Performance and Talent Management • Assists the General Manager in developing the divisional scorecard and cascading to different levels. • Provide performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). • Facilitate and promote employee engagement and feedback. • Analyse workforce information and productivity measures and work with plant or regional managers to implement and effective performance management appraisal system. • Analyse the results of the process and facilitate the implementation of interventions to improven performance results. • Implement the organisation’s talent management programme through the Division. Payroll • Audit FAWOW compliance to ensure quality control. • Oversee accuracy on monthly payroll inputs. • Ensure engagements and terminations are processed timeously and submitted to payroll within agreed timelines with supporting documents attached. Recruitment and Selection • Develop contracts terms for new hires, promotions and transfers. • Provide guidance and input on business unit restructures, workforce planning and succession planning. • Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed in line with the recruitment policy. • Ensure proper induction and integration of new employees. • Ensure the division achieve transformation and EE targets including management of workforce plan. Risk and ESG • Identify and report HR related risks (Including potential risk) and develop strategies and implement plans to minimize/ eliminate risk. • Support the organisation’s ESG strategy and programmes. Training • Identify training needs for business units and individual executive coaching needs. • Participate in evaluation and monitoring of training programs and IDPs to ensure success. • Follow up to ensure training objectives are met. • Manage divisional Learning and Development budget. Employee Relations • Work closely with management and employees to improve work relationships, build morale and increase productivity and retention. • Manage and resolve complex employee relations issues. • Assist line to ensure that all employee related matters are handled according to policies and procedures e.g., grievances and disciplinary actions. • Union engagements. • Represent the Company at the CCMA. Customer Relations • Work with client areas to build management responsibility and capability for managing ER issues improve the effectiveness of employee consultations. • Consult with internal clients to ensure their understanding of HR Compensation and Benefits policies, procedures and decisions. • Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR management areas where an issue/project may impact other areas. Organisational design • Ensure that organisational structure/ organograms are updated and aligned with business requirements. • Advise and implement organisational change management.