HR Business Partner at Omnia (Pty) LTD

Qualifications

• Matric/ Grade 12 
• Completed Tertiary qualification in HR and/or Industrial Psychology
• Qualification in Labour Law/Industrial Relations field would be advantageous

Experience

• 7 - 10 years’ HR experience, of which 2 – 4 years in a Business Partnering role
• Solid knowledge of Talent Management principles and application/ implementation
• Experience of Handling disciplinary matter/hearing, grievances and third party referrals
• Involvement in the development of WSP/ATR and EE Plan
• Experience in the development, interpretation, and implementation of HR policies
• Extensive experience in the interpretation and implementation of labour legislation
• Knowledge of training and skills development principles and processes
• Payroll administration knowledge
• Experience in data analysis and statistical reporting

Duties

Talent Management & Acquisition: 

• Manage delivery on talent acquisition with the support of relevant Business Unit and HR support
• Drive the talent management and succession planning process of the business
• Assist with the development and implementation of appropriate talent management strategies aligned to the business strategy

Business partnership:

• Develop a good understanding of the business in order to partner at the right level and influence HR related decisions
• Provide advice and guidance on complex matters to managers and employees across the business on all HR related matters

Analyse, interpret and conduct a trend analysis on HR data:

• Monthly analysis and reporting on key HR trends and provide solutions as required
• Provide input and metrics to relevant Divisional and Group functions

Diversity management & Employment Equity:

• Assist in developing EE plan per BU, implement actions, track and achieve milestones
• Ensure execution of all diversity initiatives in line with the BU EE Plan

Performance Management:

• Facilitate the implementation and maintainance of the performance management process (contracting, appraisals, reporting on trends, informal training)
• Support line management with having the right conversations in terms of differentiating individual performance to business performance/objectives
• Continuous education regarding the performance management process
• Facilitate performance improvement processes for underperforming employees

Culture and Engagement:

• Facilitate and manage any change management interventions within business units
• Ensure the effective facilitation of engagement survey in respect of completion rates and provide appropriate and strategic feedback to respective business units

Learning and Development:

• Facilitate discussions regarding work-related and employee development learning opportunities
• Provide input and assistance in the placement of learners, graduates and apprentices as required by business units and in line with learning and development requirements
• Ensure alignment of training interventions to the talent management and development requirements
• Facilitate delivery on L&D needs through companywide programmes and putting interventions in place together with the L&D department
• Pro-actively addressing training needs in consultation with relevant business unit managers and L&D department

Employee Relations:

• Provide sound advice to ensure the organisation complies to best practice and legislative issues
• Provide support to line managers in dealing with disciplinary, incapacity and grievance matters
• Deal with all appeals from disciplinary proceedings in line with the disciplinary code
• Support the business with matters that have been referred externally for conciliation and arbitration

Remuneration and Benefits:

• Facilitate remuneration processes in BU’s including creating awareness of employee wellness offerings, job evaluation etc.