HR Business Partner: Clothing Division Kenilworth Office Park at Pick n Pay Stores Limited

Job Advert Summary  

•  To partner closely with the region / division to establish the Pick n Pay people agenda, meet company-wide governance and reporting obligations and set standards and frameworks for positioning Pick n Pay as an Employer of Choice for career retailers

Minimum Requirements    

• Relevant degree (e.g. B Comm / HR / business / Psychology); post-graduate degree advantageous.
• 5+ years’ experience in an HR role with exposure to managing all aspects of the HR value chain.
• Sound generalist human capital knowledge (ideally in a unionised environment)
• Able to co-create and deliver talent interventions that meet business requirements
• Vendor management skills
• Advanced computer literacy
• Knowledge of the HR component of an ERP system (e.g. SAP / Oracle)
• Sound knowledge of the full MS Office suite

Duties & Responsibilities    

Strategy alignment:

• In consultation with line, priorities HR objectives, draw on technical HR skills to propose solutions and create plans and metrics to meet these objectives. Ensure understanding of Pick ‘n Pay’s HR strategy and vision to facilitate alignment within own area.

Organisational effectiveness and resourcing:

• Identify vacancies to be filled in conjunction with line management and execute recruitment for all vacancies in line with recruitment process. Integrate job profiles into onboarding, performance contracts and development plans.

Performance and talent management and succession:

• Actively promote the performance management processes amongst new and existing employees. Communicate performance management process, timelines and templates.

Learning and development:

• Implement Learning and Development initiatives in accordance with defined policies and processes
• Provide input into the identification of needs within operating environment

Compensation, benefits and HR services:

• Provide advice to line managers on all reward policies and practices
• Communicate employee value proposition (EVP) and changes to conditions of service and benefits

Diversity and inclusion accountability and employment equity:

• Implement diversity and inclusion programmes and provide tools and support where needed.

Employee relations:

• Implement and communicate any changes in the strategy and advise line managers on changes. Communicate with recognised trade unions/employees in the regions regarding company ER Strategy in the event of any changes

Change management:

• Provide input into the design and implementation of key stakeholder engagement and communication interventions in support of critical business initiatives, with particular focus on culture and shared vision and values.

HR effectiveness:

• Ensure accuracy of all inputs into HR systems and critical HR metrics, (e.g. time taken to recruit the right people; skills shortages; recruitment costs; post-placement trends; attrition rates; talent and retention issues, etc).

Business partnering:

• Partner with leaders and managers as trusted adviser to achieve shared organisational objectives and drive a high performance culture
• Competencies    Interpersonal agility to be able to build strong relationships at all organisational levels
• Strong influencing, negotiation and facilitation skills
• Resourceful problem solver with excellent judgement and decision-making skills
• Analytical, integrative, systems thinker
• Strong business and commercial acumen