Human Resources Business Partner

Introduction
This position will be based at the Phola Plant close to Ogies in Mpumalanga.

Description:
The position is for aligning business objectives with the management of specific departments/business units and their employees, enhancing and effectively managing the Human Resources function by planning, implementing, and evaluating employee relations, human resources policies, programs, and practices in accordance with Minopex compliance requirements and South African laws.

Duties and Responsibilities:

1. Human Resources Strategy
   • Leads any change specific to the department, collaborating with COEs regarding functional or strategy changes that impact the team and ensuring effective local communication and implementation.
   • Supports the development, implementation, and continuous improvement of Group HR policies by providing business insights and priorities to the HR Subject Specialists and deploying agreed methods and frameworks for HR/People initiatives within the department.
   • Provides people analytics and counsel on the data, policies, and frameworks available to support people-related critical decisions with department leaders.
   • Drives and implements the DRA Culture code, cascading the purpose, mindset, values, and behaviors into core HR elements like recruitment, selection, promotion, performance, and learning and development.
   • Provides necessary organizational development across the area of responsibility.
2. Performance Management
   • Links the regional business strategy to the department strategy and supports the cascade into employee objectives.
   • Ensures effective annual objective setting to align employee work with company direction.
   • Coaches managers to equip them for engaging feedback and development discussions on an ongoing basis.
   • Builds confidence and competence in real-time reviews.
   • Ensures employees have clear job descriptions providing clarity on roles and opportunities to grow.
3. Talent & Career Management
   • Active succession planning to identify critical roles and high-potential/emerging and diverse talent.
   • Launches the career framework, supporting managers in career discussions with employees.
   • Actively reports on progress in building or recruiting talent within the department.
   • Recruits staff roles to support succession/build the pipeline.
   • Collaborates across EMEA/Globally to share talent.
   • Leads talent mobility for all staff roles.
4. Workforce Planning and Capacity Building
   • Executes the Human Resource department workforce (operational) plan and solutions to ensure HR services are delivered within agreed timelines and set standards.
   • Coordinates and guides proactive workforce planning, headcount budgeting, and three-month rolling short-range forecasts.
   • Owns the total headcount in the department, responsible for data accuracy and approval to hire and remove colleagues.
   • Collaborates with department management to influence the execution of Employment Equity plans and monitors the progress of the plan through talent management and recruitment practices.
   • Coordinates various capacity-building initiatives such as EAP, ER, talent, performance management, and succession plans.
5. Reward and Recognition
   • Together with the Global Reward Lead and Head of Human Resources, participates in and implements:
   o Global salary review process
   o Benchmarking
   o Job classification
   o STI and LTI framework where appropriate
   o Additional reward and benefits initiatives
   o Drives the reward calendar and deliverables.
6. Industrial Relations
   • Develops systems and procedures to enable effective implementation and maintenance of IR Policies and Procedures.
   • Ensures that the Company’s IR Policies and Procedures, Collective Labour Agreements, and IR Structures comply with relevant legislation and the Company's IR philosophy, and reviews and recommends changes as required.
   • Facilitates and participates in the negotiations process on substantive and operational issues.
   • Develops communication systems to enhance employee/management/union communication.
   • Evaluates, follows up, and resolves IR & HR related issues.
   • Advises Line Managers on appropriate actions to take in dealing with Grievances or Disciplinary Cases.
   • Advises and guides Management in all facets of IR, ensuring fair and consistent application thereof and that sound IR practices are promoted.
   • Oversees and/or conducts effective training on Industrial Relations throughout the Organisation as required and in line with the IR Strategy.
7. Recruitment
   • Develops solutions to meet workforce demands and labor force trends.
   • Oversees the recruitment and selection processes, ensuring all recruitment is managed in accordance with corporate branding.
   • Counsels managers on candidate selection; conducts and analyzes exit interviews; and recommends required changes.
8. Training and Development
   • Employee training and development includes new hire orientation, leadership training, and professional development.
   • Coordinates periodic needs assessments to determine when training is necessary and what type of training is necessary to improve performance and productivity.
9. HR Analytics / Reporting
   • Collects and analyzes available data to inform the Head of HR – EMEA and the Heads of Department of the status of key HR dimensions, highlighting challenges and progress in recruitment, deployment, and training, IR matters, union negotiations, and employee wellness.
10. Employee Relations
    • Responsible for preserving the employer-employee relationship through effective employee relations strategies ensuring the overall well-being of employees.

Personal Capabilities:
• Ability to work on own initiative while considering the wider needs of the team.
• Ability to work well under pressure and prioritize workloads to meet deadlines.
• Excellent verbal and written communication skills.
• Strong analytical and problem-solving skills.

Qualification Requirements:
• Grade 12, Bachelor’s Degree, or National Diploma in IR/HR.

Experience and Skills Requirements:
• Minimum 8 – 10 years’ experience as an HR Generalist / Business Partner in the mining industry.
• Experience functioning in an IR discipline.
• Experience in engineering/manufacturing/mining or construction industry.
• In-depth knowledge of the LRA, BCEA, and main agreements/collective agreement.
• Multi-union experience.

About Minopex

Established in response to an industry trend towards outsourcing the operational aspects of minerals processing, Minopex has grown to become a leading specialist in the field of outsourced operation and maintenance (O&M) of metal and mineral processing facilities in the coal, platinum, gold, iron ore, and diamond industries. The company is internationally acknowledged for its quality service and high standards.

Minopex sets itself apart from its competition by focusing on quality-related service at market-related prices, which has become one of the company’s cornerstones of success.