DIVISION: GROUP

REPORTING TO: GROUP HUMAN RESOURCES MANAGER

PURPOSE OF THE JOB

The HR Business Partner Lead is responsible for translation and effective execution of Group People strategy by driving Cluster/Divisions initiatives that embed future fit talent, performance, culture and organisational design practices. The role is also expected to ensure consistent end to end HRBP service delivery for a business units (Cluster of Divisions) and champion the improvement of HR Capability to deliver within their business unit.

KEY RESPONSIBILITIES

STRATEGY ALIGNMENT

• Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the Cluster specific people strategies that attract, develop and retain employees.
• Using the divisional knowledge obtained, assesses current HR practices and programmes for relevance and impact.
• Determines whether or not to continue, amend or discontinue with such programmes and practices and which new HR initiatives are required.

LEADERSHIP & PEOPLE MANAGEMENT

• To lead, develop and manage the entire HRBP service offering and team within the Cluster/Division.
• Demonstrates competent, respect and ethical leadership for the entire team and function with the Cluster/Division.
• Champion periodic assessment of team’s and functional performance across the Cluster/ Division.

BUSINESS OPERATIONAL EFFECIENCY

• Shapes leadership behaviours through a set of defined values by determining and facilitating the appropriate management style and associated competencies and behaviours.
• Determines the work culture that will enable optimal results, designs and implements work culture change programme.
• Shapes tactical and strategic leadership.
• Applies understanding and knowledge of the client’s business and strategies to determine how changes to work profiles and performance management can best be utilised to achieve business performance requirements.
• Provides consulting service to HRBP colleagues regarding integrated talent and performance management.

GOVERNANCE, RISK & COMPLIANCE

• Ensure all statutory requirements and processes are in place and fully functional (e.g. Business Unit Labour Consultation Forum, Employment Equity Forum, Skills Development Forum etc).
• Implement Risk Management Plans and actions in line with organizational Risk Framework.
• Identify internal risks and develop mitigation plans (that is controls); as well as monitoring the implementation.

STAKEHOLDER MANAGEMENT & CHANGE MANAGEMENT

• Challenges status quo by comparing it to an ideal or a visionary state. Identifies and bring to bear innovative practices when managing change.
• Provides training and support for dealing with change.
• Reviews project performance and identify opportunities for improvement.
• Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.
• Ensures involvement in the change process.
• Identifies stakeholders and possible effects of the change programmes on the stakeholders’ interest.
• Analyses changing business circumstances and identifies and suggests interventions to address internal requirements and external changes.

KEY COMPETENCIES & SKILLS

• Driving Results: to deliver greater results.
• People Management: to manage self and team.
• Strategic Thinking: to provide strategic direction.
• Stakeholder Partnering: to create conducive working climate.
• Ethical Management: Fostering a space grounded in integrity, humility, and mutual respect.

QUALIFICATIONS & EXPERIENCE

• A Post Graduate Diploma (PGDip) and/or Honours Degree in Human Resources Management and/or Industrial Psychology/or relevant related field at NQF 8.
• Registration as an Industrial Psychologist/ Psychometrist (Advantage).
• Master’s Degree in HRD/OD/ Industrial Psychology and/or other related area (Advantage).
• Ten (10) years Generalist Human Resources experience.
• Five (5) years’ experience in a Senior (HRBP) consulting capacity.
• Proven experience operating at a Senior HRBP level.
• Experience in leading or mentoring HRBP teams and cross-functional HR initiatives.
• Track record of influence and enabling transformation in a complex or matrixed environment.