Human Capital Business Partner: Level 2 Global Grade 12

Key Outputs

• Proactively identify and drive wellness and safety initiatives to improve awareness, wellbeing, and work-life balance for all employees.
• Translate Human Capital strategy into a clear people agenda for the region/area of responsibility within the direction set by the business and Human Capital.
• Ensure the region/area has appropriate people plans, capability, and resources to deliver the plans.
• Sell Human Capital projects and initiatives to internal clients and gain their buy-in.
• Support business leaders on all aspects of their people agenda, providing active leadership in partnership with the leadership team on Human Capital issues such as workforce planning, talent management, reward and recognition, employee relations, performance management, organisation development/change management, team forums transformation, culture, leadership, learning, and development.
• Be responsible for the delivery of all end-to-end Human Capital processes including Employee Relations, ensuring continuous performance, efficiency, process improvement, and compliance.
• Keep HR processes in full compliance with legal and regulatory (internal and external) frameworks.
• Actively identify gaps, propose, and implement changes necessary to cover people-related business risks.
• Communicate organisational culture, policies, procedures, standards, and systems to employees.
• Redesign organisational structures based on strategic objectives and influence decisions around resource optimization opportunities.
• Understand how HRBPs can support the business.
• Adjust Human Capital strategies to respond to changing business needs and prioritise Human Capital needs.
• Identify talent issues before they impact the business.
• Identify critical Human Capital metrics and report on trends with appropriate solutions identified to close gaps.
• Respond to Line Manager and/or employee needs and quickly address questions, complaints, and ideas.
• Prepare and respond for different situations within the employee life cycle.
• Assess employee attitudes and provide Human Capital solutions to close gaps.
• Track trends in employee behaviors and provide HR solutions to close gaps.
• In consultation with Human Capital and CoE’s, initiate and implement Human Capital programs to support organisational culture.
• Keep the line updated on Human Capital initiatives.
• Manage competing personalities and conflict between managers and/or employees.
• Respond to organisational changes.

Qualification, Experience and Competencies

Minimum required qualification:
• B-degree/B-Tech in Psychology and/or Human Resources or equivalent.

Must have:

• Three to Five years’ experience in a Human Resources generalist role.
• Sound working knowledge of labour legislation and internal policies and procedures.
• Demonstrated ability to coach and develop strong, positive working relationships with organisational leaders.
• Experience in interpreting and advising on complex employee relations matters, particularly performance management.
• Ability to manage conflicting priorities, deal with a sense of urgency, and develop pragmatic solutions.
• A strong commitment to service delivery within a Human Resources setting.
• A commitment and genuine desire to build and maintain positive working relationships both internally and externally.
• Knowledge of current employee relations legislation and contemporary human resources practices.

Desirable:

• Experience in the management of projects and driving human resource initiatives.
• Experience in managing organisational change initiatives.

Minimum Required Competencies:

• Verbal Communication and Written Communication
• Attention to Detail
• Drive, Energy, and Initiative (Results-focus)
• Organisational Awareness
• Customer Responsiveness
• EQ and Interpersonal Sensitivity
• Talent Management Acumen
• Anticipating and Managing Change
• Project Management
• Analytical Thinking
• Practical Execution Management
• Building Relationships
• Strategic Leadership