Senior People Partner

The Senior People Partner will play a key role in driving the people strategy and supporting business objectives across multiple business units within the company. This role requires a strategic thinker who ensures that the relevant talent attraction, onboarding, development, talent management, strategies, programmes, and interventions are in place to enable sustainable business results. The Senior People Partner will also lead, guide, and coordinate a team of junior professionals and graduates. The role will report directly to the Chief People Officer.

Strategy Implementation

• Effective design and delivery of an integrated HR strategy in line with business and HR priorities.
• Provides support to the CPO in relation to the implementation of business objectives and strategy.
• Implement processes linked to Integrated Employee Value Model which drives a culture of high performance, such as on-boarding, probation, Balanced Scorecards, Individual Development Plans etc.
• Leads, facilitates, communicates, and monitors the implementation of various HR initiatives within the Group

Development and Delivery of Process

• Identify and deliver continuous improvement/best practice initiatives. Develop processes within the operational framework to ensure robust HR Management.
• Communicate changes of policy and/or process within the company.
• Develop and implement a set of common-core business processes, standardised on best practice to support both the Company and the department’s HR activities.
• To review and revise these processes in liaison with the CPO and all other senior staff to ensure they meet all requirements efficiently.
• Execute overall day to day operation of the HR function but not limited to HR admin, review of policies and procedures, further development, recruitment and talent management, employee relations, capacity building, organisational development and change management

Stakeholder Management

• Build effective relationships with key internal stakeholders, working closely with the management team to support the business goals while ensuring alignment with HR strategies.
• Identification and delivery of effective HR Solutions to enable the change objectives to be met.
• Provision of expertise, knowledge, and support to business stakeholders, provide HR advisory support on all HR related issues and decisions required across the HR value chain.
• Partner with the business to develop business unit plans to address Diversity, Equity, and Inclusion.
• Responsible for identifying any potential risks to the employee/manager/business relationship and escalating to the CPO when appropriate.

Talent & Performance Management

• Engage with the business to identify, agree, and plan capability and capacity requirements to meet the business needs in line with budget and headcount plan.
• Maintain selection strategy that provides high calibre people for immediate and future needs.
• Manage selection and recruitment processes
• Manage onboarding and induction process
• Facilitate Talent Review Forums including succession planning and management for the Group
• Champion Performance Management processes with the leadership team.
• Provide coaching to the business area leadership team, regarding the management of others in the business area
• Support the effectiveness of the business through the development of specific and general training and development initiatives.
• Ensure that people policies are reflective of our employee brand and value proposition

Learning and Development

• Identify Training needs based on operational requirements, and implement respective training interventions
• Develop competency profile and competency mapping
• Conduct Skills Assessments and keep record via skills matrix
• Manage and ensure timeous submission of Annual Training Report and Workplace Skills Plan
• Management of EWSETA Skills development levies and learnership/internship grants
• Learnership/internship and bursary programme management
• Introduce leadership and managerial development programs linked to succession planning

Reporting and Analytics

• Provide business with accurate reporting as it relates to key HR metrics that will augment the business goals and drive organisational effectiveness
• Identify trends, risks by developing and 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
• Ensure all HR ad-hoc queries and reports are delivered accurately and timeously - Weekly reports, Monthly reports, and ad-hoc reports

People Management

• Mentor, develop and manage all staff under supervision and conduct performance and talent management activities for direct reports.
• Oversee the effective utilisation of systems and tools to ensure that staff knowledge is managed efficiently for continuous improvement.
• Recognise and make recommendations for the reward of high performing members; respect, promote and accept diversity.

Employee Relations

• Provide Employment law Education and sensitisation to the business, keeping abreast of legislative changes
• Manage ER internal case management, i.e., Grievances, Misconduct, and Incapacity
• Provide Labour Tribunal Case management, i.e., CCMA, Labour Court. (Partner with Group Legal)
• Manage and provide advice on Ad hoc Grievance management, i.e., alleged infringements, e.g., harassment, intimidation, bullying discrimination
• Provide advisory services on Retrenchment & Redundancy Management
• Manage and advise on Group changes to Conditions of Employment
• Monitor Conditions of Employment & People Process and Policy legal compliance
• Keep ER records and information as required by relevant legislation

Compliance & Governance

• Execute in adherence to all relevant regulatory and business practices.
• Ensure Submission of annual DOL reporting of the EEA2, EEA4, EE Plan, WSP and ATR
• Support Diversity, Equity, and inclusion deliverables by ensuring transformational targets and met through recruitment and retention.
• Active risk management by applying and promoting a culture of on-going detection and resolution of Statutory, Regulatory compliance breaches.
• Oversee all HR Audit exceptions and ensure the implementation of preventative measures in the unit.
• Drive the resolution management of the identified top 5 HR risks.

Employee Wellness

• Provide Practical & emotional telephonic and face to face support for personal & work-related challenges through our service provider ICAS
• Provide HIV Management and support via service provider ICAS
• Provide Life management services (financial, legal, and general life management advice) via service provider ICAS
• Project manage all Wellness Days (AIDS, CANSA, Disability Day etc.)

Budget Management

• Manage budgets and forecast current and future costs for HR related projects for both Head Office and Site.
• Develop and manage budgets for attraction and development initiatives

Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• 8+ years of progressive HR experience, with at least 3 years in a strategic HR Business Partner role.
• Strong understanding of HR best practices, employment laws, and regulations.
• Demonstrated ability to build relationships and influence stakeholders at all levels of the organization.
• Excellent communication and interpersonal skills, with the ability to effectively communicate complex information to diverse audiences.
• Proven track record of driving HR initiatives and delivering results in a fast-paced, dynamic environment.
• Ability to think strategically while also being hands-on and detail orientated. Track record of successfully meeting or exceeding organisational targets, achieving ambitious goals, and, driving significant impact.
• Creativity and flexibility with an ability to thrive in a fast-paced and changing environment.
• The desire and ability to work collaboratively with staff members across teams