HR Businss Partner at OneCart

Job Description

OneCart is looking to hire a HR Business Partner to develop and implement transformational HR solutions that will enable the business to achieve its strategic objectives. Implementation of People strategy into HR Priorities and actional goals. Establish strong working relationships with individual stakeholders and become a trusted and credible strategic partner, coaching and influencing business leaders.

Business & People Strategy

• Implement the annual People strategy in stores on the stated purpose and direction of the respective business and Divisional HR strategy
• Ensure that people strategy, policies, practices, processes and controls are translated, communicated and embedded across all levels/departments in the store environment
• Work with Managers to identify key trends, shifts or issues relating to people that impact strategy delivery and ensure that an effective people plan is in place to address these issues.
• Ensure effective integration to facilitate seamless people service delivery and cascade this service delivery model across the Store Operations and within the field.

Line Management Performance Coaching

• Mentor and coach line managers on key people management processes.
• Identify existing any potential problem areas and advise line management on how they can use HR processes to make improvements
• Provide guidance to line management with regard to disciplinary issues to ensure that all associate relations matters are effectively dealt with and that confidentiality is maintained at all times.
• Provide support to line management on people and organisational development issues.
• Support line manager in completing mandatory management training and developing required leadership competencies.

Talent Acquisition

• Guiding Talent Acquisition through transformational changes in recruiting processes and human resources systems.
• Monitors the effectiveness of recruitment programs by analysing and communicating hiring results (for example, demographics, diversity, retention); collecting feedback and implementing initiatives to improve program effectiveness; analysing client and candidate satisfaction rates.
• Incorporating information into business unit recruiting initiatives to source talent (for example, diversity, recruiting, third-party relationships, and employment branding efforts).
• Gathering information on workforce plan, talent gaps, potential attrition, and high potential talent from business leaders.
• Ensure effective recruitment and interviewing of associates, including effective processing of pre- and post-employment administration.
• Communicating expectations, feedback, and status information to candidates, customers, hiring managers, cross-functional partners, and other stakeholders throughout the selection process.
• Providing selection recommendations for functional areas and business unit positions.
• Managing the offer process, including negotiating and communicating offer information,
• Ensuring selection process documentation is completed and has been entered into human resources (HR) systems.
• Ensuring effective onboarding of new associates.
• Conduct exit interviews timeously and monitor the effectiveness of the termination process (resigning and retiring associates).
• Monitor and track the renewal of fixed-term contracts and ensure that associates are terminated timeously with payroll, IT and MM Shared Services.

Talent Management

• Implement a talent strategy for the region, in partnership with Operations by building a talent pipeline to ensure sufficient talent for now and in future at all levels, including a succession plan for leadership in critical roles
• Where necessary, inform and train line management and associates on implementing and executing quality talent management (including rewards and benefits parameters).
• Ensure forecasted staffing requirements are documented and action accordingly (including seasonal demand planning), in conjunction with the WFP.
• Ensure that the implementation and management of leadership development and career planning is sustainable and realises value, including learnerships and internships, to promote a learning culture.
• Recruit, select and place candidates in terms of agreed recruitment and selection frameworks (including pre-selection processes) and ensure appointments (including internal promotions) are in line with EE targets/strategy
• Adhere to remuneration framework, as directed Total Rewards:CEO, ensure alignment to business needs and budgets
• Manage weekly vacancy monitor and employment equity reporting and ensure reports are distributed to relevant stakeholders
• Ensure talent systems are utilised to full capacity and maintained accurately
• Ensure the organisational performance management process and the system is effectively implemented and maintained in line with timelines
• Reinforce management rewards and recognition opportunities available to reward performance
• Build line and associate capability to around performance management process and how to engage in feedback and tough conversations.
• Coach line management on the importance and effectiveness of quality IDPs and encourage line management to follow through on scheduling of training and development per IDP.
• Ensuring associate individual development plans and performance reviews are completed and followed through as per the performance management cycle.
• Guide and direct Performance Improvement Process (PIP) and assist line managers with all steps of PIP.
• Identifying program inconsistencies and areas of improvement tracking of IDPs.

Transformation, Learning, & Engagement Programmes

• Support management to review skills gap to achieve performance related goals, identify training needs
• Monitor implementation of training needs as per development action plans
• Ensure that mandatory training is conducted timeously. (i.e. Ethics, Anti-Corruption and Virtual courses)
• Motivate for budget, resources and support required for annual training plans.
• Monitor and drive the progress of Learnerships, Graduates and associate training and development programs.
• Ensure training registers are complete and captured for all training conducted.
• Enable successful delivery of people initiatives through effective change management.
• Oversee the driving of the BUA survey and additional engagement programs/surveys to ensure targets are met and where necessary workshops are conducted to unpack results and draw up action plans.
• Elevate and drive effective organisation AVP initiatives and plans, including culture, diversity and inclusion.
• Create a climate that is encourages and embraces transformation
• Ensure employment equity and skills development plans are implemented
• Drive set goals and targets with site leadership
• Ensure adherence to employment equity and skills development Terms of Reference
• Timeous submission of quarterly and annual EE and SD reports

Associate Relations Management and Company compliance

• Advising on, researching, remaining up-to-date knowledge of labour relations and employment acts and quickly resolving people related issues.
• Engage in regular and continuous communication with line management to understand the associate relations issues and provide solutions.
• Guide, advise and ensure all associates and managers are aware and adhere to legislative requirement and company policies and procedures.
• Assist the store and support line managers to establish discipline and effectively resolve all their grievances and disciplinary cases effectively timeously
• Provide support and advice as appropriate in disciplinary, grievance and CCMA matters.
• Manage matters related to collective agreement and policy related issues concerning employees to ensure legal compliance
• Assist in the drafting of required quality documents for disciplinary matters
• Monitor preparation and sign-off of monthly and adhoc ER reports and update the Management on critical issues as and when required.
• Maintaining confidential information, documentation, and assigned records.
• Monitor compliance with health and safety legislation and associate wellness practices and processes.
• Identify HR risks within site and identify and communicate interventions to reduce/prevent and rectify.
• Meeting with associates, listening to concerns, conducting investigations, reporting safety, ethical, or other violations.

People Support & Administration

• Ensure implementation and adherence to HR processes and administrative requirements in line SLAs.
• Analyse and interpret information on the following:
  • Report and present to regional and site level management structures on personnel expenses (permanent, FTE, outsourced)
• Identify and manage risk associated with HR processes (e.g. leave liability, benefits administration, etc.)
• Support management with query resolution regarding general people issues.
• Tracking associate attendance and ensuring corrective action is taken when required.
• Maintaining personal associate files while ensuring confidentiality and data integrity.
• Ensure that all legislative and compliance requirements are adhered to and risks are identified and mitigated
• Ensure effective and accurate submission of payroll inputs and ensure that risk areas and exceptions are identified timeously and addressed (for example, terminations, temporary upgrades, etc.)
• Facilitate annual increases, bonuses and incentive payouts as required
• Ensures timely and accurate reporting of annual, quarterly and monthly reporting, as directed by People Senior Manager
• Manage and ensure efficient HR record keeping as defined by internal audit standards
• Accurate reporting and timely submission of all statutory reporting (e.g. WCA)

Self-Management

• Promote and live the OneCart and Massmart Values and Competencies.
• Professional conduct that is in line with Massmart’s Code of Ethics.
• Commit to driving a high-performance and learning culture.
• Take ownership, initiative and accountability for work priorities and responsibilities.
• Ensure all work tasks and deadlines are executed timeously and above standard.
• Identify and apply sound, fact-based problem solving techniques and criteria in setting priorities and making ethical decision-making and recommendations.
• Consistently set challenging goals, upskill your knowledge/abilities/skillset, and seek out growth opportunities and exposure to accelerate your career development and self-awareness.
• Adapt and learn to changing and competing work demands and environments by remaining agile, innovative and resilient.
• Promote, engage and embrace the value of culture, diversity and inclusion in all work aspects of individuals, teams, business units and the organisation.
• Promote and embraces a culture of recognition of others.

Minimum Academic,  Professional Qualifications & Experience required for this position

• Relevant Human Resources/Industrial Psychology Degree
• 3-4 Years general HR experience in human resources, including recruitment, onboarding, performance and talent management, training and development, associate relations, change management and implementation
• 2 years’ experience working with human resource information systems and recruiting tools
• HR Management experience in Retail and FMCG industry will be advantageous
• Proficient in MS Office (i.e. Outlook, Excel, PowerPoint, Word)
• Exposure to an unionised environment is advantageous
• Understanding and knowledge of SA legislation (i.e. COIDA, BCEA, Sectorial Determination Act, LRA, EEA, Skills Dev. Act, UIF)
• Understanding and knowledge of respective HR policies, procedures and processes

Competencies and Skills

Core Competencies

• Live the Massmart Values & Competencies
• Highly analytical and excellent knowledge of data management and HR systems
• High level of accuracy and attention to detail, with the ability to demonstrate professional judgment
• Ability to Influence: Ability to lead, sometimes without direct authority, but rather an earned currency which comes about through business savvy, servant leadership, and value creation
• Comfort with ambiguity: Self-starter, ability to develop initial hypotheses / solutions with limited certainty/input
• Critical Thinking with bias for Action: Ability to recognise and assess challenges and opportunities quickly and transition to action in short order
• Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders.
• Excel at articulating pertinent arguments concisely and grounded in fact
• Ability to influence and effectively partner with management
• Emotional intelligence: Ability to interact with a wide variety of stakeholders at all levels/functions of the organisation and across diverse cultures
• Collaboration and flexibility: Desire to work in an agile team and deliver "Executive ready" outputs under - sometimes - very tight deadlines
• Grit: Spirit of perseverance, desire to achieve, the standard of excellence

Functional Competencies

• Adaptable
• Facilitation and Presentation skills/ability
• Ensure execution and achieve results
• Models and upholds integrity, ethics and compliance
• Time Management