Senior HRBP at Alexander Forbes

Job description

Closing Date: 26 August 2017

Division: Alexander Forbes Group HR and Retail Financial Services

Main Purpose:

To act as trusted advisors to the business, providing a world class service offering value add advice and solutions that influence the business and drive people agenda across the business. Engage with relevant stakeholders. Provide guidance on relevant HR policies and procedures. Successfully deliver short to medium term change projects.

Formal Qualifications:

Minimum B Comm. Degree, relevant Social Sciences or Business qualifications.

Required Experience:

• Minimum 5-6 years HR experience in a medium size or large company.
• Knows and applies HR concepts, practices and procedures aligning to Group HR;
• Minimum supervision in performing work and assignments that are broad in nature, requiring originality and ingenuity
• Should have appreciable latitude for u-reviewed action and decision
• Exposure in Financial Services OR Insurance Background
• Exposure in Emmployee Engagement Sessions, Feedback Sessions, Workshops & Staff Feedback Sessions
• Excellent Presentation Skills
• Deadline Driven

Responsibilities:

Level Summary

• The Business Partner families exist to act as trusted advisors to the business providing a world class service offering value add advice and solutions that influence the business and drive people agenda across the business.
• Engage with all relevant stakeholders on strategic HR issues.
• Provides guidance on the implementation of relevant HR strategies, policies, guidelines and procedures.
• Successfully deliver short to medium term change projects.
• Scope
• Work with Business Heads to drive the people agenda across the division
• Acts as a catalyst, confronting issues and creating the drive for rapid and continuous change
• Empower people to take accountability of results
• Is successful in engaging and building credibility with influential and complex teams
• Can successfully navigate the local business and HR nuances to meet the needs of the business
• Business Partnering
• Work with HR Executive to ensure that the people agenda is aligned to business agenda
• Act as generalist performing duties required through knowledge of the organisational strategies, policies, practices and procedures in relation to Recruitment; Talent Management; Performance Management, change management and Employee Relations, workforce planning, and employee engagement,
• Partner with the respective divisions in setting up HR initiatives and priorities
• Build commitment for HR strategies across divisional boundaries and is able to mobilise others into action and delivery
• Work with the business to drive change to build capability and grow talent
• Ensure the effective delivery of all HR services
• Ability to steer individuals, teams and division to solutions and influence the appropriate outcomes
• Influence and drive the HR agenda in specific division
• Demonstrated knowledge and understanding of client business environment. Display understanding of strengths and weaknesses and challenges and integrates this into HR solutions
• Demonstrate an understanding of the business and environment including talent and transformation; knowledge used to develop and implement relevant solutions contribute to business achievement of goals
• Display cultural sensitivity and inclusiveness in interactions with leadership and staff in business.
• Build and manage relationship with preferred agents, discuss job specs and candidates, invoice and payment
• Ensure that accurate management reports, insights are developed and delivered to business by agreement; leave reports, headcount, turnover, transformation demographics, staff movement, analysis intelligent reporting etc

Competencies.

• Strong business acumen – understands the business strategy and its implications for HR
• Contribute towards the attainment of the business’ strategic agenda
• Strong stakeholder management and influencing skills
• Provides a high level of HR advice to clients across a range of issues, often complex and strategic
• Is a good coach to line clients and more junior staff
• Understands and advises managers on business change techniques and approaches
• Can apply a range of employee engagement tools and techniques to drive commitment and support change
• Has a solid depth of expertise within the Group – managing complex risk issues appropriately
• Pre-empt people risks and ensure appropriate mitigation measures are in place in the event of risks materialising
• Can manage challenging ER issues
• Direct and manage the people transformation agenda for the business
• Excellent project management skills
• Scan the legislative environment for any amendments and/or changes that impact on the employment relationship
• Scan the business environment for best practice people practices
• Expert
• Has insights and expertise that go beyond the people issues – can contribute to business strategy and agenda
• Excellent stakeholder management and influencing skills at senior levels
• Acts as a coach and trusted advisor to senior leaders
• Has influence beyond their immediate area of responsibility
• Sets policy and ensures organisational compliance
• Is a leader of change, both business change and cultural and behavioural change
• Excellent programme leadership skills
• Strong depth and breadth across the core HR areas
• Highly collaborative across HR – ensuring all areas are integrated and seen as one team to the client
• Controls risk and governance – ensures the reputation of the firm