HR Business Partner Sheet Street at Mr Price Group

Job Description

• This role provides world-class HR business partnering support to the Sheet Street team by partnering with leaders and associates alike to facilitate the achievement of business objectives whilst maintaining accountability for the end-to-end delivery of HR partnering. Providing advice and support on a range of HR issues and drawing support from colleagues in the Mr Price Group COE teams to deliver excellent HR service. This role reports to the People Manager.

Responsibilities
Champion HR Excellence:

• Contribute to achieving HR Excellence by aligning HR initiatives with the company's strategic goals, ensuring that HR practices support the organisation's long-term vision.

Strategic Talent Acquisition:

• Contribute to the development and implementation of a strategic recruitment plan that aligns with the MRP business objectives, emphasizing Diversity, Equity, and Inclusion (DEI) and a compelling Employee Value Proposition (EVP) to attract and retain top talent. 
• Monitoring and tracking diversity data to assess whether the workforce reflects a broad spectrum of talent and skills. 
• Analyse and interpret employee exit interview data. 

Drive Employee Engagement and Retention:

• Measuring and improving job satisfaction, engagement, and motivation through survey data, feedback, and recognition programs. 
• Implementing initiatives to retain top talent by through career development opportunities, compensation, work-life balance, and recognition. 
• Building a positive and inclusive workplace culture that supports collaboration, innovation, and employee well-being. 
• Keeping employees informed about HR policies, benefits, and organisational changes through regular communication channels (e.g., newsletters, emails, or intranet updates). 

Develop Employee Leadership & Capacity:

• Oversee the implementation and management of Employee Development Plans by ensuring a Workplace Skills Plan is in place, maintaining accurate training records, and supporting career development initiatives that foster continuous learning and employee growth. 
• Identifying and nurturing future leaders through targeted training, mentorship, and coaching - aligned to the MRP strategic objectives and based on a skills gap analysis. 
• Conduct succession planning by preparing employees for future leadership roles by identifying high-potential individuals and developing them for key positions. 

Drive Compensation & Reward:

• Contribute to the design and implementation of competitive compensation structures. 
• Align the reward strategy with individual and business performance. 

Lead Effective Performance Management:

• Defining clear performance expectations and setting individual and team goals aligned with business objectives. 
• Regularly assessing employee performance through formal reviews, feedback, and coaching sessions. 

Lead Fair and Consistent Workplace Practices (Employee Relations):

• Manage and resolve employee grievances and workplace conflicts by providing guidance, ensuring fair treatment, and maintaining a positive work environment. 
• Advise and support managers in managing performance issues, conducting misconduct investigations, implementing fair and consistent disciplinary actions, and upskilling line managers to handle these processes effectively. 

Drive People Decisions through Talent Analytics:

• Analyse workforce data to assess talent needs, performance trends, turnover rates, and employee engagement, providing insights to support strategic decision-making. 
• Utilise predictive analytics to forecast future talent needs, identify potential staffing challenges, and address skill gaps through data-driven insights to support proactive workforce planning. 

Lead Projects and Change Management with Purpose:

• Support, drive, and anchor change locally by engaging stakeholders, creating and executing a detailed change plan, managing resistance, and ensuring the change is sustained and evaluated for effectiveness. 

Qualifications
Education:

• Relevant Degree or NQF 7 equivalent.
• Honours degree will be advantageous.

Experience:

• Minimum of 3 to 5 years’ experience in an HR-related role.
• Prior experience in a retail operations environment will be advantageous.

Knowledge/ Skills:

• Knowledge & understanding of HR Policies & Procedures.
• Knowledge of relevant labour legislations (BCEA, LRA, OHSA, EEA).
• Knowledge pertaining to CCMA processes.
• Knowledge & understanding of African & international legislation for countries the company trades in.

Skills include: 

• Strong relationship and communication skills in order to partner effectively. 
• Influencing and collaboration skills. 
• Conflict management skills.
• Computer literacy, analytical skills, business acumen.