Human Resources Business Partner
Listing reference: nef_000072
Listing status: Under Review
Apply by: 22 July 2024
Position summary
Industry: Financial Services
Job category: Human Resources and Recruitment
Location: Sandton
Contract: Permanent
Remuneration: Market Related
EE position: Yes
Introduction
We are currently hiring an HR Business Partner to join the HR team. On this role, your main objective is to ensure that the HR department delivers and create value for the organisation by being a trusted HR strategic partner to the NEF who champions employee matters and well-being, by promoting the NEF Values and upholding highest standards of professionalism.
Job description
Human Resources Strategic Implementation:
- Contribute to strategic objectives of the HR Department and execute strategy as articulated by management, with identifying key focus areas to line managers and support the Human Resources Strategy implementation at departmental level.
- Implement practical solutions to HR programmes and interventions as well as ensure the human resources value chain supports the NEF strategy.
- Partner with HR Manager, Executives and line managers to understand the people and organisational implications of the NEF and organisational strategies with focus on world of work trends and industry context.
- Manage delivery of HR strategic deliverables and within set timelines, resolve challenges and take action where required.
- Develop and implement HR projects aligned to strategies and achieve stipulated objectives.
Talent Acquisition and Retention:
- Responsible for the management of the talent pipeline.
- Manage and conduct end-to-end recruitment and selection processes to ensure an excellent and timeous experience for all stakeholders.
- Develop and implement effective recruitment strategies to attract top talent.
- Develop and implement strategies to ensure talent acquisition is conducted through internal resources for cost efficiency and limiting external dependency.
- Conduct interviews and support the recruiting managers in the decision-making process through meaningful insights and recommendations.
- Facilitate staff movement processes within the NEF.
- Manage the candidate journey in a professional and candidate-centric manner.
- Conduct exit interviews and manage the employee exit process with insight.
- Conduct retention / leaving interviews to understand trends relating to pull and push factors and make recommendations.
- Promote efforts to measure employee satisfaction by conducting climate surveys and facilitate action planning to improve employee engagement and workplace culture, thereby improving staff retention.
Stakeholder Engagement, HR Analytics and Reporting:
- Build and maintain trusted relationships with stakeholders and leaders within the organisation and keep regular communication.
- Provide advice to hiring managers on transformation targets in line with the approved employment equity plan and recruitment strategies.
- Provide HR reports for the business on a regular basis.
- Ensure that people management risk and auditing matters are addressed timeously.
- Provide line managers with innovative organisational solutions and advice in people management.
- Provide regular reports to various committees on different practices throughout the employee lifecycle, including suggestions to maximise strengths and minimise gaps.
- Analyse HR data to identify trends and proactively address potential challenges and apply best practice.
Performance Management and Employee Relations:
- Support the performance management process, including annual reviews, performance improvement plans and goal settings.
- Accountable for the performance management policies, processes and practices to facilitate a high-performance culture.
- Coach and advise management and employees on all aspects of employee related issues, policies and procedures.
- Address employee concerns and grievances and conduct thorough investigations where necessary and facilitate consequence management.
- Ensure compliance with all relevant company policies and labour legislation.
- Provide support and advice about organisation development and rewards.
Learning and Development
- Conduct training needs analysis for learning interventions that are to be undertaken and oversee annual training budget.
- Accountable for the implementation and management of the learning and development solutions in support of business objectives and in alignment with best practice.
- Ensure that all statutory reports are conducted and are submitted timeously to the relevant SETA.
- Implement employment equity requirements (skills development planning) in line with skills development.
- Co-ordinate and provide input into the Workplace Skills Plan (WSP) and Annual Training Report (ATR) to ensure accurate and timeous submission.
- Providing input on the BBBEE Skills Development Element of the scorecard.
Minimum requirements
Qualification Requirements
- Bachelor’s degree in Human Resources / Industrial Psychology or relevant qualification is essential.
- Postgraduate qualification in Human Resources / Industrial Psychology would be advantageous.
- Registration with boards such as SABPP, IPM and HPCSA is advantageous.
Experience / Skills Required
Essential
- Minimum of 5 years of experience as HR Generalist and/or HR Business Partner in medium size organisation
- Experience as an HR professional working with leadership in a corporate environment is essential.
- Strong background in business partnering with the diverse stakeholders is key.
- Experience in Human Resources working in the financial services industry (preferred).
- Strong knowledge in human resources processes with an exposure to recruitment, selection, training and development, talent management, recognition and reward, employee relations relevant legislation and employment laws.
- Knowledge of HR systems and MS Office.
- Strong recruiting and demonstrated ability to improve talent acquisition strategies.
- Full understanding of HR functions and best practices is critical.
- Effective leadership and influencing skills.
- Solid working knowledge of labour legislation such Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, OHS Act and Skills Development Act to mention a few.
Personal Attributes/Behaviours/Attitudes
Technical Competencies
- Business Writing skills
- Report and presentations skills
- Negotiating and consultation skills
- Learning and development
- Problem solving and decision making / decisiveness
- Conflict resolution
- Solution driven
Behavioural Competencies
- Customer centric
- Business acumen
- Analytical thinking
- Teamwork and cooperation
- Driving delivery of results
- Strategic and innovative thinking
- Excellent communication skills
- Thorough
- Uphold and observe confidentiality/integrity
- Attention to detail