HR Business Partner | Randburg | Permanent

SUMMARY:
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POSITION INFO:
HR Business Partner | Randburg | Permanent Are you an experienced HR professional who understands how to translate business objectives into effective people strategies? This is an opportunity to partner with business leaders, influence organisational performance and make a meaningful impact on employee engagement, talent development and workplace culture. As HR Business Partner, you will provide strategic and operational HR support, working closely with management to address people challenges, strengthen workforce capability and align HR initiatives with business priorities. You will play a key role in workforce planning, employee relations, performance management and organisational development, ensuring that people practices contribute to sustainable business performance. Reporting to the Chief of People, you will balance strategic thinking with hands-on HR execution. From advising managers on complex employee relations matters to driving talent retention, improving performance and analysing workforce trends, you will help build a workplace where accountability, employee development and business effectiveness go hand in hand. Our client is an established business operating in the technology and communications space, with a focus on delivering services in a fast-paced, customer-oriented environment. The organisation values commercially minded professionals who can build strong relationships, exercise sound judgement and develop practical solutions that support both employees and business objectives. What You'll Do Partner with managers and business leaders to align HR strategies and initiatives with organisational objectives. Advise on workforce planning, organisational development and effective people management practices. Provide guidance on employee relations matters, including disciplinary procedures, grievances, misconduct, absenteeism and conflict resolution. Support disciplinary hearings, incapacity processes and dispute resolution while promoting fair and consistent practices. Ensure compliance with applicable South African labour legislation, including the Labour Relations Act, Basic Conditions of Employment Act and Employment Equity Act. Support recruitment, selection, onboarding and workforce planning to meet current and future business requirements. Facilitate performance management processes and coach managers on addressing performance concerns. Identify skills gaps and coordinate learning, development, succession planning and talent retention initiatives. Drive employee engagement, wellness, retention and organisational development initiatives. Support change management and initiatives that strengthen workplace culture and employee communication. Maintain accurate HR records and contribute to effective HR policies, procedures and processes. Analyse HR metrics and prepare reports on headcount, turnover, absenteeism, recruitment and other workforce trends. Collaborate with payroll and HR administration teams to support accurate employee information and efficient HR operations. What You Bring A bachelor's degree or relevant qualification in Human Resources Management, Industrial Psychology or a related field. Approximately 5–8 years of HR experience, including experience in an HR Business Partner or similar HR generalist capacity. BPO background is essential Strong working knowledge of South African labour legislation and employee relations practices. Demonstrated experience advising managers and partnering with stakeholders on people-related matters. Practical experience in performance management, talent management and workforce planning. The ability to interpret HR data and use workforce insights to inform business decisions. Proficiency in Microsoft Office and HR information systems. Strong communication, interpersonal, analytical and problem-solving skills. Commercial awareness and the ability to connect people initiatives to business outcomes. The confidence to influence and coach managers while maintaining professionalism, confidentiality and sound judgement. A proactive, organised and solutions-oriented approach, with the resilience to manage competing priorities in a fast-paced environment. What Success Looks Like HR initiatives are aligned with business priorities and contribute to organisational effectiveness. Managers are better equipped to handle people management, performance and employee relations matters. Employee relations issues are addressed fairly, consistently and timeously. Labour legislation and internal HR policies are applied appropriately, reducing organisational risk. Performance management, talent development and succession planning processes are implemented effectively. Employee engagement, retention and workforce capability improve over time. HR reporting is accurate, timely and useful in supporting management decisions. People practices contribute to a culture of accountability, continuous improvement and sustained business performance.