HR Business Partner at Sun International

Job Purpose

• Reporting to the Director: HR, the HR Business Partner for Sun International's central offices, will be responsible for the day to day management of the human resources function and activities (recruitment, employee relations; talent management; learning and development; reward and recognition) and the effective and efficient integration and delivery of human resources initiatives and projects at our central offices. This will include the team management of Human Resources Consultants and officers; management of the HR Information Management System and data integrity; governance, project and change management & reporting of HR operational practices in line with policies and procedures; consultation and advice to line on people management policies and practices; and performance consulting, in line with Sun standards. This role will be required to ensure all practices are in line with policy, frameworks and tools based on researched leading and industry practice, technical solutions, specialised projects and innovation, and legislative support to advise, enable and support business operations in achieving their objectives.

Education

• B. Degree in Human Resources Management / Industrial Psychology or equivalent degree in the HR field

Experience

• Minimum 8 years experience as an HR generalist including 3 years experience as an HR Consultant

Skills and Knowledge
Technical Skills

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge €“ including recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Project Management
• Proficiency in MS Office; Peoplesoft
• Business and Financial Acumen
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

Behavioral & Leadership Skills

• Conceptualising
• Influencing Skills
• Managing Customer & Stakeholder relationships
• Innovating
• Decision-making and judgement skills
• Leading people
• Emotional Maturity
• Delegating and empowering

Key Performance Areas
Talent Management

• Partner with business to facilitate the execution of all talent management processes including: recruitment, onboarding, performance management consulting, learning and development needs analyses, talent and succession planning management
• Partner with central HR to drive strategies/initiatives for building Sun€™s Employee Value Proposition and Employer Branding in order to create a €˜Great Place To Work€™ environment
• Monitors the performance management process throughout the unit to ensure the effectiveness of service delivery and alignment to achieve business strategy and goals
• Leads the execution of talent retention programmes within the unit including reward programmes for exceptional performers
• Analyses and compiles Employment Equity transformation requirements and statistics to achieve objectives; defining and tracking the management initiatives to address any concerns and build a culture of diversity and inclusion
• Compiles plans, co-ordinates the implementation and measures the impact of change against agreed metrics

HR Systems & Processes

• Monitors and collaborates with Central HR on any changes to employee and job data
• Manage the flow of paperwork to support these changes, ensuring that all stakeholders (e.g. payroll) are informed timeously
• Manage a system of managing and updating of personnel files
• Manage the data integrity in the HR system ensuring that it is complete and accurate
• Prepare audit documentation in line with policy and procedure and communicate standards to business partners

HR Governance

• Develop, update and communicate on standard operating procedures for HR Processes to be achieved
• Manage audits as per agreed procedure and timelines (including system fields; personnel files; employment and employee relations practices; talent processes and practices e.g. recruitment, L&D requirements; performance management implementation
• Address areas of non-compliance and address through remedial action plans
• Highlight areas of concern and collaborate with HR team to find a solution for continued improved excellence in HR practices and service standards
• Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International

Employee Relations

• Partners with management and leadership to build an employee relations plan that will ensure a sound ER environment within the unit
• Sponsor ER programs and initiatives to enhance positive employee relations and proactive management of the ER climate at BU Level
• Instils and monitors the code of conduct for the unit; ensuring any deviations are addressed and handled objectively and fairly
• Ensure grievance and disciplinary issues are handled consistently and timeously

HR Project Planning & Execution

• Determine the objectives, measures and benefits for the completion of HR and change projects
• Create a detailed work plan and schedule which identifies and sequences the activities needed to successfully complete the project including the allocation of resources
• Manage the execution of a project by making key decisions, exercising overall control, assigning and co-ordinating business and HR resources, and placing formal requirements on authorising and accepting work, delivering and accepting work products as defined in the project plan.
• Monitor and control solution delivery and the implementation against plan throughout the project life cycle
• Prepare reports on the progress on the implementation plan
• Trouble shoot and support the HR team and business by providing insights on HR leading practice, trends, barriers, risks and opportunities that may impact the business
• Drives organisational norms and values, and integrates the Sunway culture into the business

Employee Wellness

• Be the unit contact for Wellness and oversee the wellness program
• Co-ordinate a Unit Wellness Calendar
• Co-ordinate health & wellness education / awareness e.g. monthly communication newsletters; wellness events; guest speakers, etc.
• Conduct the planning and implementation of annual onsite wellness events and screening assessments.
• Analyse reports and escalate absenteeism /health / wellness issues / trends identified within the unit

People management and empowerment

• Manage positive Employee relations within the team
• Drives a performance management culture within the team
• Provides direction and support to employees with regard to processes, leading practice, projects and initiatives to be implemented
• Provides motivation and leadership to promote positive working relationships
• Track, measure and enhance employee engagement
• Identify and manage training, coaching and development requirements in line with plans and initiatives for the team
• Manage internal communication and development interventions to ensure competence levels of staff meet operational level requirements (right fit for the job)
• Source and Select talent as per EE plan for the team
• Ensure alignment with EE, SD and procurement strategies which contribute towards BBBEE targets being achieved
• Performance Management and coaching of staff to ensure KPA€™s are achieved

Budget Management & Reporting

• Manage the budget for HR including:
  • Budgets
  • Cost management
  • Capex
  • PIP and forecasting
  • Financial reporting for the function
  • Financial reporting on the ROI of projects initiatives
• Monitor the preparation of payroll reports including:
  • Monthly, quarterly and year-end reports (gross payroll, hours worked, leave accrual, tax deductions, benefit deductions, etc.)
  • Payroll reconciliations
  • Payroll provisions and accruals
  • Financial Reviews
  • Month-end reports
  • Monitor payroll liabilities and approve the calculation of employee income and taxes, unemployment, SDL and workers compensation payments

Stakeholder management

• Acts as coach and trusted business advisor to influence management and leadership in the areas of HR Policy, organization effectiveness, leading change, organization architecture, building capability, employee relations and the implications of decisions from an HR perspective
• Initiates and sustains continuous dialogue with the business on change issues, and partners in exploring options for resolving the issues
• Maintain relationships with key stakeholders (including management, payroll, Group COE, staff and HR colleagues) by promptly resolving escalated queries
• Attend various industry conferences in order to stay informed of best practices and industry trends
• Monitor and manage staff, service providers and other stakeholder expectations in order to build long term relationships and employee engagement
• Manage relationship with vendors/suppliers through regular engagements to ensure performance objectives are achieved
• Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for HR and operating teams

Equity

• Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.