HR Business Partner at AFMS Group

Functional Area Components (The main components for each Key Function that describe the standard of performance required)

Business Partner

• Work collaboratively in partnership with Management, delivering the development of HR innovations that enhance service delivery for the business
• Conduct monthly meetings with respective Senior Management team ensuring an effective level of business literacy of each designated business unit, their SLA objectives and risks, the mid to long term plans, and the impact of the associated risks to the business
• Conduct weekly meetings with respective business units and build strong working relationships based on credibility and open communication
• Interpret HR policies and procedures, employment legislation, recruitment strategies, employment equity and change management processes, providing professional solutions where issues of risk arise
• Adopt a coaching partnership approach in providing management with information to facilitate effective and consistent empowering people management, thus enabling managers to assume increasing responsibility for all aspects of people management (e.g. coaching, counselling, skills development, disciplinary actions, transformation, performance)
• Work closely with management and employees to improve working relationships, build morale and increase productivity, and staff retention
• Analyse HR monthly report trends and metrics, and develop solutions and programmes to proactively address and resolve emerging areas of concern

Performance Management

• Provide coaching and guidance that is consistent with the company’s policies and procedures, and effectively manages the employee performance to achieve business targets and objectives

Employee Relations

• Consult and advise management and employees with regard to labour legislation, policies and procedures within the framework of the Company policies.  
• Monitor internal labour relations trends and submit relevant reports
• Facilitate and conduct negotiations and consultations with organized labour, and monitor, review, and suggest interventions to optimise collective agreements and wage negotiations within the framework of the Company policies.   
• Provide advice and training on company Labour Relations policy, and related legislative acts
• Support line management to resolve workplace conflict situations, consulting and negotiating with unions and external stakeholders where applicable
• Address disciplinary and / or non-performance issues, according to company policy, and communicate effectively with management and employee regarding corrective action
• Prepare and conduct representation for legal proceedings at CCMA
• Manage and resolve complex employee relations issues.   Conduct effective, fit-for-purpose and objective investigations

Employment Equity

• Ensure the execution and implementation of employment equity as contemplated in the EE plan
• Analyse the workforce profile in terms of representation (monthly EE stats) and determine trends and degrees of under-representation
• Report to relevant Management on the status of employment equity and highlight discrepancies, concerns and opportunities to overcome barriers for achievement
• Assist Senior Management with the preparation, consultation and implementation of their respective EE Plans
• Monitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectives
• Review and amend where applicable, business unit practices or procedures which have been identified as barriers in achieving employment equity
• Actively promote cultural change and support continuous transformational improvement in the business units to provide a high quality, professional, consistent and cohesive HR Service

Organisational Development

• Take opportunities to build shared understanding and ownership of the Company vision, values, strategies, plans and desired culture
• Conduct Interviews with Line Manager
• Support the HR division in the development, implementation and evolution of the HR strategy
• Lead, coach and motivate others in the development of robust, innovative and creative approaches to service provision, building ownership and employee engagement at all levels
• Provide guidance and input on workforce planning, business unit restructures and succession planning
• Ensure recruitment of key talents for the business unit
• Review and ensure accuracy of all employee information on HR management Payroll information system

Learning & Development

• Liaise and communicate with L&D team to identify learning and development needs, and individual coaching needs and evaluate and monitor the success of all development programmes
• Ensure critical skills and learning interventions are identified, which support the development of improving employees abilities and contribute to the efficiency and quality of service delivery
• Assist management to ensure learning and development needs are prioritised and implemented timeously and contribute to efficiency and quality of the business unit operational service
• Provide guidance and assistance with succession planning, talent tracking, accelerated development, career development

Qualification Requirements and work related experience

• Grade 12
• Tertiary qualification related to the function, i.e. HR Diploma or equivalent
• Minimum 3-5 years’ Human Resources Generalist experience