Human Capital Business Partner

Purpose of Job

The Business Partner supports the Business unit/region or country Leader/s  in all areas related to the annual  people calendar  to maximise people engagement and  performance and to  support the delivery against   the  unit/region’s business  objectives. This is done through the  implementation of appropriate market area and global  people strategies  and  more specific local people related  solutions. 

The Human Capital Business Partner will be responsible for the Human Capital delivery to a Line of Service, aligned with the Business Strategy and the Africa People strategy .

The role reports into the Africa Line of Service HC Associate Director.

Role Description

Responsibilities:

HC strategy

• Aligned to Global HC strategy, Africa People strategy, and LOS People Strategy,  by annually compiling  the specific people strategy for the business area through consultation with Leadership. 

• Execute against  the HC strategy with regular measurement and reporting on progress made linked to the quality standards of the firm. 

• Ensure strategic HC projects are rolled out across the area of responsibilities in line with the HC calendar and other specific business requirements.

• Report monthly on the delivery of the  specific initiatives

Insights

• Provide people related trends and analytics and intelligence to the business to inform business decisions.

• Identifying areas of efficiency and developing improved processes to deliver to business more effectively and within quality standards.

• Advise leadership on people matters/workforce activities.

• Establish a workforce plan aligned to LOS headcount budgets

• Regular analysis of turnover and ensuing advice to business

• Regular analysis and reporting of headcount vs utilisation achieved.

• Dashboard preparation

HC service delivery

• Coordinating consistent HC delivery across areas of responsibilities

• Ensure regular contact sessions are in place to assess satisfaction on delivery

• Oversee HC projects and manage performance of the HCBP within the team

Talent management

• Drive talent management activities for the business, including talent identification, succession, development plan monitoring (e.g., Talent Radar) and advice. 

• Co-ordinate, plan, prepare for and facilitate the Business Talent Council

• Identify, plan, and monitor key talent program attendance

• Accountable for ensuring that the post talent program feedback takes place. Responsible for facilitating the feedback.

Performance Management

• Understand the business strategy and participate in establishing annual KPIs per grade level

• Provide regular guidance and education to staff on the performance management process.

• Provide performance analytics, including poor performance.

• Research, advise on, and implement performance improvement interventions

• Monitor general compliance with performance management approach

Remuneration

• Liaise and collaborate with the HC Reward CoE, for salary survey input and benchmarking information.

• Annalise and understand remuneration trends and challenges faced by the Business. Advise and provide input into remuneration bands and practices.

• Utilise analytics from exit interviews and GPS related to reward

• Educating staff on reward and benefits

• Provide input into people budgets: cost analysis of salary bands, an other people cost

• Manage the salary and performance bonus review for the Business

Leadership

• Contribute to HC best practice; understand the people requirements and communicate these requirements to the relevant HC structures

• Mentor and develop the HCBP team

• Represent HC to the Line of Service leadership

Employment Equity

• Understand the firm’s EE targets and translate this into the Business EE targets. Understand where the gaps lie and implement HC interventions to close this gap through recruitment; promotions etc

• HC representative in the EE forum

Retention

• Project manage annual progression processes as per Talent CoE guidance. (post articles and SM)

• Report retention successes and potential challenges

• Analysis and presenting of the Global People Survey results to Group Leaders and People Partners

• Compiling a GPS action plan and rolling out of the initiatives 

Terminations

• Conducting exit interviews of Senior Managers and AD’s

• Exit trends reports are analysed and feedback given to groups with suggestions on interventions

Other ad hoc roles

As we are still transitioning into the new HC structure, there are some operational and ad hoc roles which are currently part of this role but will change in the future. These include:

• HC team management (timesheets; expenses and leave)

• Oversee the welcome and admin processes for annual trainee intake

• HC representative on various forums to drive the HC strategy i.e.,  HC Coordinating managers forum and People Partners forum

• Attendance and contribute to group meetings and events

• Manage APC and ITC processes i.e., confirmation of candidates; results; events

• Provide guidance on IR matters; represent firm at the CCMA

Key Competencies and Attributes

Knowledge, skills and abilities

• Sound knowledge of all HC processes

• Sound knowledge of HC processes

• Experience in managing projects or multidimensional processes

• Computer & Digitally literate

• High energy level

• Assertive & diplomatic

• Sound interpersonal and communication skills

• Professional

• Able to deal with confidentiality

• Ability to deal with multiple projects

• Enthusiastic and proactive

• Passion for developing others

• Power BI & Alteryx an advantage

Qualification & Experience

 Requirements

• Relevant postgraduate HC related degree (Honours BA / BComm Psychology / Industrial Psychology / Human Resources)

• Minimum 8 years HC experience with at least 5 years of staff management experience