Human Capital Business Partner (Built Environment/Construction) at Development Bank of Southern Africa (DBSA)

Job description

Key Responsibilities Deliver/implement HC strategic and support services to business as follows:

• Sourcing, selection and deployment including resource mobility management.
• Driving the appropriate performance culture and optimising performance delivery through effective Performance Management.
• Building business capability including Learning/Training and Development
• Developing divisional short, medium and long term Divisional Workforce Strategies & Plans to ensure that each division has the appropriate workforce at all times
• Creating a pipeline of talent through effective Talent, Succession Planning and Career Development Management.
• Attracting, motivating and retaining HC resources through appropriate Remuneration, Recognition and Benefits
• Employee relations – providing and guiding business on labour relations matters, managing conflict in the work environment, avoiding/pre-empting related cases serving at CCMA, Labour Court, etc. diversity management and employee wellness.
• HC analytics and reporting – provide effective human capital reports for decision making and effective management of employees.
• Risk management - develop risk management strategies to mitigate any human capital or related risks.
• Project management – drive and implement corporate and divisional HC projects.
• Enable the management team in the business to execute on the people management deliverables.
• HC Governance - facilitate the refinement, development and implementation of robust HC policies and procedures for the DBSA
• HC Data management – take responsibility for the quality of HC Data on HC System (SAP) in terms of employee related information. These include new hires, terminations, benefits, leave and any other changes required. Ensure accuracy of data on an ongoing basis.
• Budget Management – interpret People Management budget as it links to divisional strategy and provide guidance thereof.

Key Measures/KPI’s

• Ability to design and implement HC Strategy
• Ability to implement HC best practice and ensure Strategic Alignment
• Ability to lead the Human Capital Business Partner function effectively.
• Quality of Data
• Implement effective HC processes
• Accuracy of Human Capital reports
• Drive and manage divisional talent and capability pool
• Develop and implement Talent Management and retention strategy
• Management of performance outputs of staff using the performance management system and taking action promptly and effectively.
• Management of Client Relationships and key Stakeholders.
• Management of People Budget including operational expenses.

Requirements

Expertise & Technical Competencies Minimum Requirements:

• Recognised post graduate qualification in Humanities and/or Business Management.
• A minimum of 5 years’ experience as a Generalist in the HR function, in a built environment/ construction.
• At least 3 years’ experience in Employee or Labour Relations.
• 5-8 years’ experience in Human Capital consulting to Business.
• A good understanding of people management and people management strategies.
• Knowledge of the relevant legislative framework; i.e. LRA, BCEA, King III, MFA, PFMA and other relevant legislation etc.

Desirable Requirements

• Recognised qualification in Labour/Employee Relations.
• Experience in change management and/or organisational development.

Required Personal Attributes LEADERSHIP/BEHAVIOURAL

• Strategic & Innovative Thinking
• Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
• Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental growth opportunities in area of expertise.
• Teamwork & Cooperation
• Acts to promote a friendly climate and good morale, and resolves conflicts.
• Creates opportunities for cross-functional working.
• Encourages others to network outside of their own team/department and learn from their experience.
• Impact and Influence
• Adapts a presentation or discussion to appeal to the interest and level of others.
• Anticipates and prepares for others’ reactions.
• Integrity
• Is willing to end a business relationship because it was associated with unethical business practice.
• Is capable of challenging senior management (in an appropriate and respectable manner) in order to act on espoused values.
• Leading and Managing Change
• Provides structure and frameworks to enable teams to think through change issues and needs, and to make effective decisions.
• Gives teams responsibility to analyse, impact, and execute change, and to sustain it independently
• Driving delivery of results
• Identifies and implements a business opportunity that will have a long-term impact on the business (which may include the organisation’s reputation or brand image).
• Monitors progress and adapts the plan if necessary to ensure optimal benefit to the business.

TECHNICAL

• Risk Identification & Assessment skills
• Advises on applicable aspects of risk identification and assessment.
• Assesses and links short-term tasks in the context of long-term business strategies or perspectives.
• Learning & Development Understanding
• Abreast of best practice in learning and development.
• Ability to lead training needs analysis and design of training/learning and development calendar.
• Ability to advocate service value of learning and development in DBSA.
• Regularly shares expertise with team members to support continuous learning and improvement.
• Helps team members develop their skills and abilities.
• Works with employees and teams to define realistic yet challenging work goals.
• Advocates and commits to ongoing training and development to foster a learning culture.
• Talent Management capability
• Ability to plan and conduct high potential identification processes.
• Able to analyse and update talent data to inform talent decisions.
• Able to assess talent supply and demand to identify skill gaps, diversity needs and development needs.
• Can improve DBSA's capability and diversity through talent management processes and plans.

Business Acumen

• Thinks and plans in future-oriented terms.
• Develops annual business plans that take into account longer-term activities, issues, problems or opportunities.
• Develops and establishes broad scale, longer-term objectives, goals or projects (e.g., affecting a business, department, or organisation).direction of the industry and how changes might impact the organisation.
• Project Management
• Initiates project plans and secures resources for projects that span area or department boundaries.
• Uses estimating techniques and develops project risk management approaches.
• Has an in-depth and practical understanding of how to maximize the effectiveness of project teams.

Planning & Organizing

• Is relied on to helps other plan and organise their workload.
• Uses effectively advance time management processes to deal with high workload and tight deadlines.
• Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources.
• Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritizing and re-planning
• Data Collection and Analysis
• Skilled in the use of advanced/complex analytical techniques.
• Is able to use judgement to decide upon the most appropriate analytical techniques according to the situation.

Financial Acumen

• Reporting & Communication
• Designs / customizes reports to meet user needs.
• Prepares complex or tailored reports, gathers information from a variety of sources, analyses and includes in a report.
• Keeps standard reports under review and proposes improvements to meet user needs
• Presentation Skills
• Knows how to deliver arguments persuasively by employing a range of advanced presentation techniques (e.g. the appropriate use of body language, how to close a presentation so that the audience continues to think about the subject matter etc.).
• Has knowledge of various feedback mechanisms to check levels of audience understanding.
• Negotiation
• Has an appreciation of cultural sensitivities and differences.
• Effectively employs a variety of advanced behavioural/interpersonal competencies to control the negotiation situation.