HR Business Partner

SUMMARY:
HR Business Partner - Umhlanga - Financial Services Industry

POSITION INFO:

Are you a HRBP looking for a great oppotunity?  Look no further.  A well-known company within the financial services industry are looking for a dynamic HRBP to join their team in Umhlanga.

KEY RESPONSIBILITIES

Talent Acquisition 

• Identify talent needs for business to succeed
• Manage the entire talent acquisition function from sourcing to onboarding
• Use available sourcing strategies to attract suitably qualified candidates in the work market
• Ensure that the candidates skills set align to competencies of the position at hand and or have great potential to grow into the role
• Talent search to be intentional in including less represented groups within the organization thus supporting our transformation objectives 
• Build employee advocacy through developing and improving the company employer value proposition to existing and prospective talent
• Activate and localize employer brand
• Work closely with L&D team on the induction and onboarding of new engagements
• To manage relationships with internal and external stakeholders
• To align to our Amazing service philosophy

Employee Relations

• To manage the employee relations function,  minimise and mitigate risk to the company. To represent the company at disciplinary hearings and at CCMA with the assistance of Labour Specialist
• To drive contemporary and relevant people practices to achieve healthy employee/ employer relationships for optimal business results
• To identify business needs, address HR matters raised by the business, offer relevant solutions
• To give professional HR support and consultation throughout the business
• To manage policies and procedures regarding people practices in the company
• To offer consultation and counselling to the business on Performance Management

Organisational Development

• To manage Workforce planning and talent pipelining
• Gauge employee engagement via annual climate survey, quarterly pulse checks, detect patterns, using suitable diagnostic methods. Based on emerging needs at a point in time analyse and follow through to suitable interventions
• Create a framework for enhancing an already strong culture, by way of exploring new ways of relating, connecting employees and tapping into diverse experiences
• To market the employee value proposition and employer brand
• Review position management: position titles, profiles and job evaluation working hand in hand with Compensation and Benefits management portfolio
• To monitor and augment the employee assistance programme offered by the external provider
• Play a key role in achieving and maintaining an “Employer of Choice” status by supporting all people practice initiatives.
• Provide business with tools for effective people management conversations between leaders and employees
• Keep abreast of people management technology changes / digital transformation
• Design the HR cycle in such a way that it aligns to the business rhythm

HR Governance

• To manage and maintain the general HR administrative function as required
• Develop and review policies and guidelines in line with prevailing labour legislation and business needs and a point in time
• Safeguard adherence to people management policies and procedures
• Anticipate and minimise people management risks using compliance guidelines
• Ensure that all relevant legislative reports are submitted within stipulated due dates
• Protect people confidential data and secure archiving of personal records
• Keep orderly and structured people management records, using a reliable filing system
• Perform random compliance checks on selected policies / processes quarterly to ensure adherence to compliance mandates
• Attain clean HR audits

Reporting (admin expert)

• Manage the HR Budget process and report monthly on spend versus budget
• Produce monthly HR report on operations plans
• Compile and collate stats required for relevant HR reports
• Use HR Operational guidelines as a measurement tool
• Explore efficient ways of doing HR using technology, identify what processes could be disrupted

People and stakeholder Management

• Coach and develop the HR generalist team to enable meaningful contribution 
• Communicate with the team what is expected of them, how their individual roles fit in with the company goals and hold them accountable
• Remove barriers and create an enabling environment to work
• Promote an effective feedback loop with the team
• Maintain strong stakeholder relationships and deliver needs based HR initiatives and services
• Hold monthly performance consulting needs with management (learning/ performance / environmental) and provide them with information to make decisions
• Act as a sounding board for business
• Inform business about development within HR, and areas

 Minimum Requirements

Education

Bachelor’s in Commerce / Arts in lndustrial Organisational Development / Pyschology / HR and or equivalent. A post grad qualification would be desirable

Experience

7 to 8 years in a HR management role with HR Generalist experience

Competencies 

• Excellent written and verbal communication skills
• Analytical and critical thinking, make sense of data sound decision making skills
• People focused: empathy, listening
• Adapting to change, problem identification and solution driven
• Amazing service orientation, quality focus, professional
• Trusted advisor: personal credibility, dependable with integrity
• Digital awareness and literacy
• Numeracy skills, logical, systematic, risk focused, sound judgement, attention to detail
• Microsoft office suite (intermediate to advanced)
• MS Office

NB! This job is now closed. You can apply for other jobs by uploading your CV.