HR Business Partner

HR Strategic Planning

o Define HR priorities and people plans that are fully aligned to the clients business strategy
Drive delivery of HR initiatives/projects to support business strategy
o Ensure organisation clarity and alignment in business areas, e.g. reporting lines, role
profiles, role titles and competency framework (technical and leadership)
o Develop HR Metrics, Reporting & Analytics

Work Environment & Culture

o Play key role in challenging and supporting staff and leadership to align to organisational
values and related HR policies and processes
o Challenge & improve HR policies/processes/practices in line with global best-practice

Talent Acquisition and Onboarding

o Ensure that talent acquisition sourcing strategies are fully aligned to business requirements
and advise on innovative sourcing channels and ways of building employer brand
in the market
o Manage end to end talent acquisition process (attraction, selection, offer, onboarding, etc.)
and ensure practices that optimise candidate experience
o Build strong and diverse talent pipelines to provide the client with talent requirements for its
current and future needs
o Provide thought leadership on best practice Assessment tools and practices to support the
TA selection process
o Advise on competitive market-related remuneration offers and company benefits to attract
the right talent

Talent and Performance Management

o Execute the Performance Management cycle as a critical enabler of business
performance, from goal-setting to year-end performance reviews
o Ensure active management of poor performers in business, in accordance with HR Policy
and legislation
o Develop robust and comprehensive talent management strategy, including talent reviews,
succession plans, individual development plans and career development plans linked to
technical and leadership competency frameworks
o Consolidate strategies and solutions to mitigate risks and close gaps identified in talent
reviews for each business area and track progress of these talent plans
o Develop retention plans for top talent and scarce skills
o Provide thought leadership on best practice Assessment tools and practices to support
talent development

Functional and Leadership Development

o Build critical functional capabilities to enable the business areas to deliver against their plans
o Ensure understanding of management development programmes to ensure effective
development at key transition points on the functional/leadership ladder.
o Compile Workforce Skills Plan (WSP) in accordance with SETA requirements

Qualifications, Skills, Experience

o Bachelor Degree in Human Resources, Personnel Management, Industrial Psychology,
Business Management, etc.)
o A post-graduate qualification will be advantageous
o 5 - 8 years & applicable experience as a Human Resources practitioner across all areas of the HR
spectrum, as well as proven experience in Talent Management – essential
o IT services industry experience will be an added advantage
o Problem solving and decision making
o Analytical thinking
o HR reporting & analytics, advanced MS Excel
o Interpersonal skills and negotiating skills
o Commercial acumen
o Knowledge of labour legislation
o Knowledge of HR policies and procedures
o Consultation and communication skills
o Planning and Organising

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