Human Resources Business Partner - CT - Retail / FMCG

SUMMARY:
Human Resources Business Partner - CT - Retail / FMCG

POSITION INFO:
The HR Business Partner is responsible for partnering with business leaders to deliver a comprehensive people strategy that supports operational and commercial objectives. The role focuses on employee relations, labour law compliance, payroll oversight, workforce planning, talent management, and budget management, ensuring that people practices drive performance, mitigate risk, and contribute to a positive employee experience across the business. Employee Relations & Labour Compliance a. Serve as the primary advisor to management on employee relations matters, ensuring compliance with labour legislation, company policies, and best practices. b. Manage disciplinary processes, grievances, incapacity cases, poor performance matters, and misconduct investigations. It is a high-priority area that requires significant time, especially in maintaining positive labour relations. c. Represent the Company in consultations, hearings, and dispute resolution processes. d. Support managers in maintaining positive employee relations and fostering a fair and consistent workplace culture. e. Monitor labour relations trends and implement proactive interventions to minimise organisational risk. Business Partnering & Organisational Effectiveness a. Partner with business leaders to align people strategies with operational and business objectives. b. Provide guidance on organisational design, workforce planning, succession planning, and talent management. c. Support leadership teams with employee engagement initiatives, change management, and culture-building activities. d. Analyse workforce metrics and provide recommendations to improve organisational effectiveness and employee performance. e. Coach and support managers on people management practices and leadership capability development. Payroll, Compensation & Employee Administration a. Oversee payroll processes to ensure accurate and timely payment of salaries, wages, benefits, incentives, and statutory deductions. b. Manage complex payroll matters, including leave, overtime, expatriate payroll administration, earnings adjustments, and compliance requirements. c. Ensure adherence to payroll controls, governance requirements, and relevant legislation. d. Partner with Finance teams to resolve payroll queries and continuously improve payroll processes. e. Maintain accurate employee records and ensure compliance with HR and payroll audit requirements. Budget Management & Workforce Costs a. Develop, monitor, and manage departmental people budgets, including labour costs, headcount planning, training expenditure, and employee-related costs. b. Partner with Finance to track budget performance and identify cost-saving opportunities. c. Support annual budgeting and forecasting processes relating to employee costs and workforce planning. d. Analyse remuneration, benefits, and workforce expenditure trends to ensure effective cost management. e. Ensure all people-related expenditure remains within approved budgets and aligns with business objectives. Talent Management, Recruitment & Development a. Oversee recruitment activities to ensure the attraction and retention of high-calibre talent. 1. Employee Relations & Labour Compliance a. Serve as the primary advisor to management on employee relations matters, ensuring compliance with labour legislation, company policies, and best practices. b. Manage disciplinary processes, grievances, incapacity cases, poor performance matters, and misconduct investigations. It is a high-priority area that requires significant time, especially in maintaining positive labour relations. c. Represent the Company in consultations, hearings, and dispute resolution processes. d. Support managers in maintaining positive employee relations and fostering a fair and consistent workplace culture. e. Monitor labour relations trends and implement proactive interventions to minimise organisational risk. Payroll, Compensation & Employee Administration a. Oversee payroll processes to ensure accurate and timely payment of salaries, wages, benefits, incentives, and statutory deductions. b. Manage complex payroll matters, including leave, overtime, expatriate payroll administration, earnings adjustments, and compliance requirements. c. Ensure adherence to payroll controls, governance requirements, and relevant legislation. d. Partner with Finance teams to resolve payroll queries and continuously improve payroll processes. e. Maintain accurate employee records and ensure compliance with HR and payroll audit requirements. Budget Management & Workforce Costs a. Develop, monitor, and manage departmental people budgets, including labour costs, headcount planning, training expenditure, and employee-related costs. b. Partner with Finance to track budget performance and identify cost-saving opportunities. c. Support annual budgeting and forecasting processes relating to employee costs and workforce planning. d. Analyse remuneration, benefits, and workforce expenditure trends to ensure effective cost management. e. Ensure all people-related expenditure remains within approved budgets and aligns with business objectives. Talent Management, Recruitment & Development a. Oversee recruitment activities to ensure the attraction and retention of high-calibre talent. b. Support performance management, succession planning, and leadership development initiatives. c. Identify capability gaps and recommend learning and development interventions. d. Facilitate talent reviews and support the execution of talent management strategies. e. Promote employee development and career growth to support organisational capability and succession requirements. Monthly reporting and Project based activities \/ Support a. Provide support with the preparation and submission of Workplace Skills Plans (WSP), Annual Training Reports (ATR), and Employment Equity (EE) reporting. b. Assist with the submission and administration of BU and LE requirements relating to the retail environment. c. Serve as the Workday system champion and act as the Local Subsidiary Lead during the implementation of new modules, including coordinating testing activities, validating system functionality, and providing subsidiary-specific input. d. Support the annual salary review and bonus process, including data analysis, preparation of employee communication letters, and payroll submissions. e. Capture and maintain monthly working hours and related information on Sphera. f. Report work-related incidents on Sphera and ensure that the HSE Partner is notified and engaged where required. g. Submit documentation to the Department of Employment and Labour in support of retail store inspections and compliance requirements, as needed. h. Support teams with the upload and administration of training content on Talent LMS, including monitoring completion rates and tracking learner performance. i. Support the submission and administration of LICS and NFR processes and act as tester\/validator for LICS campaigns HR Skills: Employee Relations & Disciplinary Processes HR Policy Development & Interpretations Payroll Management & Governance Budgeting & Workforce Cost Management Talent Management & Succession Planning Employment Equity & Transformation MS Excel & Data Analysis Pattern & Trend Analysis Qualifications and experience: 3 year National Higher Diploma \/ National First Degree in HR discipline At least 5 - 7 years' HR generalist\/senior officer\/business partner experience in a FMCG manufacturing or Retail environment Salary - R600 - R800 000pa CTC Send cv to