HR Business Partner (North West - Rustenburg) at Enaex Africa

Description

Duties include, but are not limited to:

• Recruitment and on-boarding of employees 
• Participate in the selection process, in collaboration with the HRBP and line management. 
• Manage the employment contracting, enrolment and on-boarding process. 
• Analyse trends and proposes alternative recruitment sources. 
• Responsible for effective and efficient management of the recruitment and on-boarding processes. 

Talent Management 

• Implement talent management processes by educating line managers and employees on the processes.  
• Manage the talent management processes and monitors adherence. 
• Analyse all talent management related data and recommends changes where necessary to facilitate process improvement. 
• Facilitate Talent management processes implemented and used effectively. 
• Adhere to deadlines and processes to ensure they are completed on time. 
• Responsible for Talent management data integrity.  

Employee Relations 

• Assist in providing a first line labour relations consulting service. 
• Promote dispute prevention. 
• Evaluate merits of the case and advises on process and preparation required. 
• Attend hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness. 
• Facilitate timeous resolution of grievances. 
• Understand Labour Legislation, related policies and procedures and communicates applicability to line management and employees. 
• Have knowledge and understands employee relations policies and processes. 
• Understand and communicate the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk. 
• Advise and educates line managers and employees on documented employee relations processes, legislation, and policy application.  
• Ensure relevant hearings and grievance meetings are set up. 
• Review the work of subordinates in terms of their drafting of relevant documentation. 
• Enable the transformation of the ER culture, especially within line management. 
• Implement partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department. 
• Compliance with procedural and substantive fairness requirements. 
• Accurate, relevant, and complete documentation and system management. 

Remuneration and Employee Benefits 

• Understand all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers. 
• Perform calculations and formulae related to remuneration and benefits. 
• Preform salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness. 
• Perform audits and highlights inequalities in remuneration and benefits. 
• Facilitate Compensation and benefits for employees. 
• Accurate calculation of remuneration, rewards, and benefits. 

Staff movement and separation of employees 

• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation). 
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity). 
• Efficient and effective implementation of staff movement and separation processes and procedures. 

Process efficiency  

• In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.  
• Lead the implementation and execution of solutions.  
• Have knowledge and understanding of HR policies, processes and systems and communicates these effectively to all relevant stakeholders. 
• Advise and educate on the correct application and intent of HR policies, processes, and systems. 
• Regularly reviews work against compliance and required objectives and standards. 
• Monitor line management’s application and implementation of HR processes.  
• Direct employees and line management with the correct route to take with more complex HR issues. 
• Ensure the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR. 
• Facilitate increased HR process efficiencies in business. 
• Effective implementation of relevant HR solutions. 
• Act as a clear single point of contact for HR related issues. 
• Provide enhanced service to employees and line managers. 

Change Agent

• Implement clearly defined change management processes and facilitates the successful implementation of change projects. 
• Utilise necessary material to support line management and employees in adhering to change expectations. 
• Coach and educate line management and employees in respect of the practical application of the change processes. 
• Facilitate Change management projects and processes implemented.  

Leadership and Growth Results 

• Support and articulate vision and values and goals aligned to business direction. 
• Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area). 
• Share expertise freely and often. 
• Demonstrate the Enaex values.
• Ensure Personal development plan is executed.
• Ensure best practices adopted. 

Customer and Relationship Results 

• HR marketing and communication.
• Understand the people needs of the Business and can communicate and market the relevant HR service offerings. 
• Knowledge of service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business. 
• Investigate and recommend alternative or new service providers.

Customer relations 

• Correctly identifies customer needs and challenges. 
• Proactively educate customers of changes to HR policies, processes, systems and product offerings. 
• Pro-actively engage with customers through participation at employee forums, management meetings and one-on-one interactions. 
• Build effective relationships with own team and network. 
• Educate, coach and support line management on developing values-based partnerships within the Business Unit. 

Employee engagement 

• Pro-actively engage with employees through informal and formal interaction, information sharing and providing general advice. 
• Translate employee issues into potential business risks and advises relevant stakeholders accordingly. 
• Take the necessary action where risks are identified. 
• Challenges and reframes employee thinking in a positive framework. 
• Positively advocates engagement. 
• Explain rationale of and provides perspective on company projects, procedures and policies. 
• Implement initiatives to enhance employee motivation, engagement and empowerment. 
• Ensure that the Business Unit is aware of HR processes and makes use of HR services. 
• Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs. 
• Have a full understanding of customer needs. 
• Project a positive image of HR and the company. 
• Ensure increased performance through effective working relationships. 
• Ensure positive employee relations. 
• Ensure a trusting environment. 
• Responsible for reducing risks. 

HR Analytics 

• Use HR technology and systems to analyse and interpret relevant HR data. 
• Compile and present meaningful HR reports through interpretation, comparisons, and trend analyses.  
• Oversee the process of ensuring data integrity of HR system. 
• Interpret relevant research on best practice as it relates to HR analytics. 
• Accurate and reliable calculations and reports. 
• Relevant analytics facilitating effective decision making based on empirical information and accurate data. 
• Sound governance and people risk management.

Requirements

• B. Degree / B Tech in HR or Behavioural Sciences or equivalent.  
• 6-8 years generalist HR experience. 
• Proficient level of Talent Management skill.
• Basic understanding of Organisational design.
• Proficient understanding of Change Management.
• Proficient understanding of the HR value chain.
• Basic understanding of the Management Consulting Principles. 
• Advanced understanding of HR Information Management. 
• Advanced understanding of HR legislation and company policy.
• Proficient level of business understanding and skills.