HR Business Partner

Partner with the Management Team of an assigned Business/Division to drive business and operational effectiveness. The HRBP will be responsible for the management and administration of the HR life cycle of staff in their allocated business unit to ensure a suitable balance between HR Administrative excellence and Transformational HR service delivery. Key Responsibilities 1. Recruitment Manage the Preemployment process and maintain compliance knowledge. Assist with the full hiring process of employees; including recruitment interviews verifying work history and references and tracking new possible candidates in HRIS. Facilitate newhire procedures: including organizing employee orientation creating new employee files administering employee handbooks and ensuring all necessary paperwork is completed. Sort incoming resumes and log them into the appropriate tracking sheet. Draft and mail our regret letters. 2. Internal Relations Partner with Managers to develop and implementation of internal relations Policies and Facilitate the change management and learning process. Support and advise managers in handling internal relations issues e.g. Discipline and facilitate dispute resolution processes as necessary. Ensure regulatory compliance with legal requirements pertinent to the daytoday management of employees; collaborate and consult legal consultants as necessary and offer guidance to managers. 3. Teamwork Deliver the Strategy into an Action plan for key HR deliverables for the department. Work proactively with other team members and across functions. Prioritize activities for the best interest of the team when working on joint projects. Handle client requests and deliver quality solutions. Openly share new ideas and information with other team members. 4. Transformation Diversity Inclusion and BBBEE Assist Divisional Managers in bringing about transformation and achieving targets in their departments concerning BroadBased Black Economic Employment. Support the implementation of the annual BBBEE plans for all business units and set up a team of element champions for monthly reviews and reporting. Complete the submission of Employment Equity Reports to the Department of Labour and ensure compliance with EE Act regulations. 5. Learning and Development Ensure the workforce is kept at the required level of competence through assessment maintaining the skills matrix implementation of workplace skills plan and training interventions. Facilitate the submission of the workplace skills plan and annual training report. 6. Administrative duties Maintain the database for the division on the HRIS system. Compile data and statistics for the HR Dashboard. Help coordinate completion of performance management processes and ensure timely completion and recordkeeping of all related documents and updating HRIS. Assist managers in the management of all types of leave. Assist with benefits administration. Ensure compliance with OH&S act prescripts and regulations and support wellness initiatives. Organize maintain and update employees Personnel files. Ensure certification body compliance in HRM and support divisional managers within their functions. 7. Strategic Partner Assist divisional managers in the continuous analysis of workforce plans to ensure alignment between the organizations skills profile and strategic intentions of the company at all levels of the business. Support Functional heads in the translation of broad strategic guidelines from the Management Board into key deliverables for their functions; further assist in the development of performance management and continuous improvement initiatives. Facilitate overall continuous improvement initiatives aimed at the development of the value proposition of the business and its functions.

Matric. Tertiary Qualification in Industrial Psychology or Human Resource Management. Post Graduate Qualification Advantageous. 3 5 years experience in Human Resource Management in a Manufacturing Environment. Ability Requirements Competencies and Skills Business Partnering HR Information HR Strategy and Business Understanding Talent and Skill Pool Management Competence Framework Management Process Management and Improvement Facilitation and Intervention Performance Management Job Evaluation and Organisational Design Change Management Systems Thinking Learning and Development Strategies Portfolio Management Diversity and Inclusion Policies and Benefits Labour and Employment Legislation and Agreements Grievance and Complaint Management Means (Tool and Resource requirements) HRIS Scubed & UNIS Ms. Office JDE Open project Level of Supervision Required Basic or limited: knows the fundamental concepts of the specialty field. X Intermediate: has broad job knowledge; knows and applies the full range of concepts practices of the specialty field. Advanced: as a recognized expert among those in the field applies a high degree of knowledge of the overall field; applies principles practices and procedures of a particular field within the discipline to complete difficult assignments.

Highly Negotiable

Ideal candidate must Reside in Pietermaritzburg or be willing to relocate

13th Cheque

Medical Aid & Pension Fund