HR Business Partner (Hay Level 16) at NECSA

Key Performance Areas Strategic Partnership

• Develop an HR Plan that capacitates the division to meet its operational business plan (1 year plan)
• Partner with Human Capital Development to develop the next generation of leaders Re-design organisational structures around strategic objectives
• Translate the strategy of the Division into clear plans of action for HR Services.
• Create and implement client specific HR tactics and solutions which ensures the realisation of HR business objectives.

Talent Management

• Understand/Analyse the current and future talent needs of the business and develop plans to meet the needs
• Monitor and report on talent management key result areas and indicators (bench strength, retention of staff, % of talented staff, Employment Equity)
• Conduct stay interviews with employees in critical positions to determine talent risks (retention strategy)

Workforce Planning

• Develop the business unit workforce plan to ensure that the business unit has the right people in the right places at the right time.
• Ensure appropriate budgeting to prepare the budget for the workforce plan

Learning and Development

• Create an occupationally competent and engaged workforce which builds organisational capability, providing employees with opportunities to develop new knowledge and skills.
• Support and accelerate skills development and achievement of employment equity and organisational transformation and limit the impact of skills shortages.
• Develop the divisional training plan that addresses critical skills needs of the division (both present and future) in conjunction with Business Unit Heads Performance Management
• Translate (in conjunction with Business Unit Heads and cascade Divisional performance drivers into team and individual performance targets
• Ensure that line management is skilled in applying the organisation’s performance management system.
• Ensure fair, ethical and organisational practices focusing on the achievement of performance targets (high performance culture) in a sustainable way.
• Set performance moderation panels in the division and provide guidance to the Business Unit Heads regarding the implementation of the organisation’s performance management system.

Reward and Recognition

• Identify and implement practices, procedures and systems that enable the reward system to operate effectively.
• Align and integrate reward with other HR Practices (e.g. performance reviews) for optimal impact.
• Advise management and employees on structuring their salaries
• Communicate and train employees to ensure awareness, understanding and acceptance of the reward and recognition system.

Employee Wellness

• Promote awareness of the wellness policy, strategy and procedures of the organisation
• Report to management, the effectiveness of wellness programmes and interventions in support of operational objectives
• Assist the Senior Manager: HRS to develop and suggest flexible work practices and other alternative work arrangements to promote work life balance where possible

Employment Relations

• Ensure capacity building and compliance to relevant labour legislation, code of good practice (Department of Labour) and international standards
• Monitor and evaluate the state of employment relations in the division
• Leverage employment relations to promote inclusion, promote and value diversity and prevent discrimination

HR Service Delivery

• Ensure timeous, consistent, credible and quality in the delivery of HR services, using resources productively to measure and improve on service delivery.
• Provide effective professional advice and guidance to managers and employees regarding the correct implementation of labour laws and other legislative requirements, HR policies, practices and procedures.
• Measure satisfaction with the delivery of HR services HR Risk Management
• Assess potential people factor risks to achieve divisional objectives
• Identify and evaluate the potential risk impacts with regards to operational HR activities
• Implement the appropriate people-based risk management systems, metrics, risk controls, and HR Practices which will contribute to mitigate the potential risks in consultation with the Senior Manager: HRS

Qualifications and Experience:

• Bachelor’s degree in human resources
• At least 7 years full generalist HR experience