HR Business Partner at Sun International

Job Purpose

• The HRBP is responsible for partnering with BU HRM/Cluster HRM, Business Leaders, Centre of Excellence and HR Consultants in building the Functional capabilities for driving sustainable, profitable business growth.
• Through HR thought leadership, s/he is responsible for building a functional culture and operating environment that is conducive to attracting, developing and retaining - the “Best in Class” talent. In particular, s/he will actively provide input into Functional Business planning and Growth initiatives to drive the strategic business agenda, underpinned by a diverse, productive, and engaged workforce.
• The role is required to ensure compliance and minimise the risk of all HR operations processes within the business.

Education

• Matric/ Grade 12 Relevant 3-year
• Diploma or University Degree

Experience

• A minimum of 5 years of progressive human resources generalist experience with a strong background in employment and selection, training, organization development, compensation, employee relations and employment law.

Skills and Knowledge
Technical competency

• Human Resources function knowledge
• Change management Business Acumen
•  Performance management Innovation and continuous improvement
• Organisational effectiveness Managing risk
• Project management Customer service orientation
• Compensation Leadership
• Employee benefits
• Employee relations
• HRIS
• Recruitment
• Workforce planning
• Employee development
• Organisational design

Behaviuoral Competency

• Strategic perspective
• Business Acumen
• Innovation and continuous
• Managing risk
• Customer service orientation
• Leadership

Key Performance Areas
HR Strategy Implementation

•  The business continuity plans address the changing environment
•  Implementation achieves Unit’s objectives and targets
•  Effective delivery of an integrated system (processes, people, standards, management frameworks, practices and technology) to support the strategy

HR Operating Model Implementation

•  Business plan targets have been met in line with set timelines
•  Productivity ratios are met
•  Staffing structures meet Business demands
•  Compliance to Company HR policies are adhered to

High Performance Culture Implementation

•  Compliance to relevant SOP’s and regulation/ legislation e.g. conditions of gaming licence, policies, LRA, BCEA, EE and transformation, etc.
•  Audit targets are achieved
•  Risk values lessened
•  Compliance processes meet legislative requirements
• Organisational Effectiveness Intervention Implementation
•  ROI objectives are achieved.
•  Best available products and services within available budget.
•  Performance objectives and targets are achieved
•  New implementation / projects planned and executed to have minimum disruption on operational requirements in current services
•  Change implemented in line with requirements and timelines
•  Best Employer principles have been applied
•  Availability of talent pools and “ready” successors
•  Employee Engagement targets achieved

People management and Development

•  Training is aligned to strategic plans, e.g. skills shortages, succession plans, talent management
•  Recruitment and Selection as per EE plan and bid commitments
•  Competence and performance levels of staff as per department needs
•  Compliance to relevant legislation: including BCOE, LRA, EE Act
•  Union relationships managed
•  HR processes are adhered to (e.g. performance management, recruitment, promotions, etc.)
•  Departmental objectives and targets have been achieved
• Stakeholder relationship management
•  Supplier contracts are managed as per contract SLA
•  Adherence to legal and procurement guidelines
•  Group policies and processes adhered to

Equity
Please Note that ,Preference will be given to suitably qualified employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998 (and any amendments thereto), the relevant internal recruitment policy as well as unit’s employment equity plans.