Human Capital Business Partner at Aspen Pharma Group

OBJECTIVE:

The primary purpose of the HC Business Partner is to execute the delivery of HR objectives that enables the business to achieve its goals. The job incumbent operates as a business partner providing business driven insights to support decision making and determine appropriate business and people interventions. The HRCBP is responsible for supporting effective management of people within the business division a comprehensive HC service within the areas allocated. The HC business partner starts with the employee life cycle after recruitment has taken place, including employee relations and through to the exit of an employee.

KEY RESPONSIBILITIES:

• Business planning
• Oversee the HC Business Partner function within the respective divisions allocated with a view to increasing culture of performance and staff engagement.
• Work closely in partnership with the HR team in SA Commercial to ensure the business area is supported effectively.
• Manage all processes and dealings with employees and line managers to act in a proactive manner ensuring preventative measures occur.
• Guiding proactively with a means to prevent future risks.

HR Data Analytics and Insights Monitor

• Capture and maintain a central repository of information pertaining to data on exit and stay interviews, IR related information and utilize the information to provide appropriate HC interventions as and where needed.
• Analyze data trends and metrics to inform business decisions and people and culture initiatives
• Analyses and investigate business/people issues and trends within the business unit and recommend interventions in collaboration with leadership to create HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
• Monitor basic and complex employee queries or concerns.

Stakeholder Engagement

• Provide guidance on issues related to change, employee engagement, performance management, employee relations.
• Collaborate with business areas to create innovative solutions.
• Focus on consultative support and HR solution delivery to line management.
• Support all HR products, services, process implementation including any required changes and ensure client buy-in through influencing (context, rationale).
• Monitor basic and complex employee queries or concerns
• Deliver reliable, compliant and secure HR operations in support of the business.
• Coach and guideline managers on disciplinary enquiries, IR related interventions.

Leadership and Direction

• Managing the Employee Life Cycle after recruitment through to exit interview
• Communicate the actions needed to implement the function’s strategy and business plan within the team
• Explain the relationship to the broader organization’s mission, vision and values
• Motivate people to commit to these and to doing extraordinary things to achieve local business goals.
• Implement and initiate the objectives and plans required to support business areas growth/performance, employee alignment, performance and engagement, culture and leadership strength.
• Monitor the "pulse" of the employees to ensure a high level of employee engagement. This involves HC Business partner function, which includes basic and complex work.

Policy Development & Implementation

• Ensuring that solid basic transactional HC functions are managed within the function according to required procedures and standards.
• Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.
• Work with the business unit to translate business needs into HC requirements and employee experience.
• Consult on all HR policies, processes and procedures by providing advice to line business

Information and Business Advice

• Provide specialist guidance to managers at the business unit to enable the implementation of policy, projects, and change initiatives. Drive effective execution of HC policies and processes in their business.
• Gather Insights to make robust people and business decisions, basing this on analysis of data and sound understanding of the trends. Proactively sharing insights, risks and opportunities identified with business leadership.

Change Management

• Ensure that OD and change management strategies are implemented and monitored
• Facilitate change management, ensuring that minimal risk is incurred while conducting changes, and staff morale is maintained.
• Find ways to build morale, improve workplace relationships, and boost productivity

Organizational Capability building

• Responsible for implementing initiatives at the business unit level and may support the design of specialized or customized communications and initiatives.
• Support stretch assignments for developmental purposes within the business areas of responsibility.
• Coach and educate the line managers in people management.
• Coach leaders in managing industrial relations cases and implementing corrective action to ensure a high-performance culture is maintained. This includes assisting with and compiling all administrative documents in this regard, including warnings, Performance Improvement Plans, Charges, and Disciplinary packs amongst other elements.
• Finds ways for managers to build meaningful connections with their team members and with each other. Facilitate team cohesiveness.
• Partner with, train, and coach the leadership team to ensure managers are capable of managing high performing, engaged teams and are taking full advantage of available development support.
• Ensuring the right information is filtered to leaders, key stakeholders
• Ensure all role profiles are up to date and filed
• Ensure grading is complete for all roles, filed and communicated to the respective line manager where required

HC administration

• Ensure high volume of administration including filing, record keeping, is timeously and accurately managed.
• Implementation of the disability process and administration thereof.
• Special projects
• Supports with the implementation of the HC strategy and projects. This could span across wellness, staff engagement, leadership surveys, communications, or event related.

Employee relations

• Promotion of sound employee relations practices
• Provide support to managers on the handling of grievance procedures
• Facilitate the sound employer-employee relations through managing and overseeing effective and efficient implementation and compliance with labour laws
• Manage conflict/disputes
• Manage consultations with line managers within their teams.
• Implement and communicate the employee relations strategy and ensure that employee relations are achieved
• To assist with employee related consultations
• Oversee the implementation of the wellness programme
• Plan and be responsible for staff engagement activities and events
• Guide and coach line during ER related matters
• Handling Disciplinary enquiries, CCMA cases up to arbitration, and Grievances
• Assist employee and line to prepare for all ER related hearings

EDUCATION & EXPERIENCE:

• Matric
• 3 year Degree in Human Resources or BA/B.Com degree (Industrial or Organisational Psychology)
• At least 5 Years’ experience within an HR Generalist role focusing on all facets of the lifecycle of an employee
• At least 5 years’ experience as a HC Business Partner- experience in the following: change management / human capital planning / ER and IR.
• 3 years’ experience advising on Industrial Relations issues

SKILLS AND KNOWLEDGE:

• Sound knowledge of South African Labor Law and HC legislation
• Time management
• Problem-solving
• Analytical skills
• Service orientation
• Strong Interpersonal skills
• Strong Communication skills
• Confidentiality
• Customer focused
• Interpersonal sensitivity
• Patience; Influence
• Attention to detail
• Advanced PC Skills - General Outlook and Windows Advanced MS Office Suite
• Able to meet deadlines and work independently Strictly confidential and ethical nature Strong ability to work on spreadsheets and analyze data (Excel Intermediary level required)