HR Business Partner at Ignition Group

Job Description

• The HR Business Partner acts as a strategic partner to business stakeholders, providing HR guidance and solutions to drive business objectives. Owns HR operations delivery, ensuring people practices support employee engagement, performance and retention. This position is accountable for the development of HR policies and procedures. 

Key roles and responsibilities

HR Strategic Alignment

• Participate in the provision of HR policy and procedure guidance and coaching.
• Execute HR projects across the company within specific timeframes.
• Act as a consultative business partner to the assigned stakeholder group by advising them of trends in HR practices, the labour market and general developments that could impact on the human resources in the business unit of responsibility.
• Support the provision of strategic advice and ongoing support on employee relations issues, dispute resolution and industrial advocacy including managing escalated or complex cases.
• Drive effective employee relations, retention, and rewards programs as advised by Manager.
• Implement strategies relating to the recruitment, development, engagement and provide general HR support of employees in responsibility and/or stakeholder group.
• Deal with employee relations issues within the assigned business unit.

Stakeholder Engagement

• Contribute to the provision of HR related advise across the generalist range of the role.
• Implement the company’s people plans by working closely with internal stakeholders to develop a culture of responsibility and accountability for front line human resources management and embed a performance culture.
• Analyse complex trends and metrics in partnership with the relevant stakeholders to develop solutions, programs and policies.
• Working across multiple teams to ensure HR practices support their specific objectives.

Continuous Improvement and Risk Management

• Identify opportunities to streamline HR processes and improve efficiency.
• Identify and address potential HR risks to protect the organization from legal and reputational harm.
• Ensure compliance with all relevant HR legislation.

CCMA:

• Track, prepare and attend CCMA cases for Comit Technology in CPT.
• Escalate complex matters to the ER officer or specialist for support.  
• Ensure witnesses are identified and prepared, and that bundles are compiled timeously.
• Monitor potential ER risks and address them proactively to reduce the number of CCMA referrals.
• Provide advice to managers on corrective action steps to strengthen cases before escalation.

Compliance & Governance:

• Coordinate and prepare for DTI (Department of Trade and Industry) audits, ensuring all required documentation (e.g., contracts, registers etc) are collated and shared.
• Act as the point of contact during audits, providing inspectors with access to requested files, employees and information.
• Support ongoing compliance by maintaining proper record-keeping.

Job Requirements

Knowledge, skills, and attributes:

• Excellent ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Excellent knowledge of multiple human resource disciplines, including compensation practices, organisational diagnosis, employee and union relations, diversity, performance management, and relevant employment laws
• Assertive in approach coupled with confidence in area of expertise and the ability to facilitate business conversations
• Maintains a clear and detailed knowledge of the industry trends, best practices, and labour legislation
• Excellent ability to develop HR policies and procedures that meet company needs

Education and training:

• Bachelor’s degree in HR Management or similar qualification

Experience:

• At least 2 years’ experience in a similar role.
• Experience in employee relations and CCMA case management.
• Experience in a fast-paced environment (e.g., BPO, contact centre, or similar industry) preferred.