HRBP at Vector Logistics

Job Purpose

• At Vector Logistics, we believe that our people are our greatest asset, and we are looking for a dynamic, strategic HR Business Partner (HRBP) to join our team. As an HRBP at Vector Logistics, you will play a key role in aligning our people strategy with business goals, driving organizational success, and fostering a culture of engagement and collaboration. You will partner closely with business leaders and teams to provide expert HR guidance and support, implementing innovative solutions that enable the growth and success of our organization.
• To support managers and teams in business delivery through enhancing their capability to deliver Strategy into Action (SIA) components, manage their people, implement change and build relations with key stakeholders (internal and external). To utilise the talent development process and tools delivered by the Organizational Efficiency Team in order to provide and develop the diverse talent pipeline for the short term needs of the company. To collaborate with the business for the creation a high-performance culture by supporting the implementation of team and organisation design solutions. To bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership and culture).  
• Facilitate HR service delivery to the business.To work in partnership with plant or regional managers to provide professional HR advice, coaching and solutions that support the business in the identification and management of workforce issues and major change programmes. To develop workforce plans that support the plant or region and the organisational strategy and agenda. To support the development, integration and implementation of corporate HR policy and practice. To establish and maintain effective and efficient workforce practices and relations within the plant or region. 

Key Responsibilities

• Workforce Strategy and Plan Formulation 
• Work in partnership with the plant or regional manager to establish the HR strategies and plans necessary to support the achievement of SIA targets.  
• Work closely with managers to identify and develop future staffing and talent needs. 
• Monitor the achievement of strategies and plans and adjust, when necessary.

Talent Attraction and Management 

• Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities, through utilisation of the Centre of Excellence (e.g. talent management tools/processes and metrics). 
• Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed. 
• Analyse workforce information and productivity measures and work with plant or regional managers to implement an effective performance management and appraisal system. 
• Analyse the results of the process and facilitate the implementation of interventions to improve performance results. 
• Manage the succession planning process in the plant or region. 
• Manage the employment equity of the plant or region. 
• Oversee terminations and exits according to policy guidelines. 

Talent Development  

• Identify specific employment and development issues from workforce trends and staff feedback mechanisms. 
• Drive the implementation of training, mentoring and coaching programmes to address the identified need. 
• Monitor and assess the impact of the training on individual and plant or regional performance. 

Workforce Modernisation  

• Act as an advocate of change and modernisation in support of business and HR strategies.  
• Identify and implement workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient production and operations. 

HR Practice Management 

• Champion best practice human resource management.   
• Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice.  This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce. 
• Support the collection of HR/organisational effectiveness metrics and measurement for the business across a HR lifecycle. 
• Interface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision. 
• Escalates HR service provision issues through the Functional HRBP. 

Employee Relations 

• Lead management in employee relations and conflict resolution.  
• Manage and monitor conduct/misconduct, disciplinaries and grievances in the plant or region. 
• Advise managers on complex employee relations issues. 
• Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the works council, unions, government, regulatory bodies and the community. 
• Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team. 

Change Management 

• Lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources. 
• Ensure that, as appropriate, such initiatives are embedded and the benefits realised. 
• Lead the process of staff involvement. 
• Facilitate the creation of strong communication plans to ensure clarity, understanding, and alignment of plant or regional initiatives.  
• Act as a catalyst for building organisational effectiveness within the assigned plant or region. 

Coaching 

• Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes, to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice.   
• Enhance leadership capability through workforce models and development of people management skills.  
• Increase organisational competence through mediation and other techniques.  
• Support managers in fostering a supportive culture through appropriate initiatives. 
• Coach plant or regional managers on best practices of building an effective team in conjunction with the appropriate HR expertise.  
• Equip plant or regional leaders with appropriate tools and knowledge to effectively manage their teams in alignment with their short term and long-term organisational plans.  

Administration and Reporting 

• Compile and submit management and statutory reports relating to human resource management in the plant or region. 
• Help monitor and address legal compliance issues to ensure that the organisation complies with local and national laws. 

Key Relationships

• Internal: Employees and Line Managers
• External: Unions and Auditors

Qualifications, Skills and Experience Required for the Job

• Degree in Human Resource Management.
• Valid Code EB drivers’ licence.
• Must have at least 5 years' experience as a HR generalist, of which 1 must be in an advisory role.

Skills and Competencies

• Verbal and written communication.
• Computer literacy.  
• Report writing.  
• Interpersonal. 
• Negotiation.  
• Logical thinking. 
• Problem solving. 
• Presentation.
• Administrative and organisation. 
• Development and implementation of human resources strategies.  
• Consulting skills including the ability to develop alternatives to meet business priorities.  
• Collaboration, teambuilding, and influencing skills.  
• Leadership and project management skills.  

Attributes 

• Initiative and assertive. 
• Tolerant of stress and pressure. 
• Creative. 
• Proactive. 
• Attention to detail.
• Deadline driven. 
• People orientated.
• Able to interact at all levels of the organisation. 
• Able to plan ahead and manage time. 
• Able to prioritise.
• Managerial courage.  
• Able to embrace, lead, and manage change. 

KPI’s 

• Operationalisation of the strategy. 
• Quality of advice and engagement with line managers. 
• Performance standards.
• Number of outstanding disciplinary cases and grievances. 
• Statutory compliance. 
• Skills gaps.
• Training impact assessment.
• Absenteeism. 
• Staff profile and presentively.
• Accuracy and completeness of records. 
• Accuracy and currency of HR data.