Human Capital Business Partner at Cape Peninsula University of Technology

Job Purpose:

• The role is a broad mix of operational and strategic responsibility focused on driving and supporting business initiatives, and delivering pragmatic, solution-oriented HR support.

The main purpose of the positions is:

• To provide an efficient and effective HR service to line managers for a designated faculty, function or unit ('Management Unit') of the institution.
• To pro-actively partner with the Management Unit to ensure that people management issues receive appropriate attention in the delivery of its purpose and strategies and in improving its business performance and organizational capabilities.
• To assume joint responsibility with Management for implementing its people agenda.
• To anticipate and identify changing business needs requiring fit-for-purpose solutions and where appropriate.
• Represent these proposals to central Human Capital (i.e., the 'centres of excellence') for support and endorsement.
• Key responsibilities for this position include, but are not limited to employee relations, workforce planning and organization design, staffing and talent management, business (efficiency) improvement, employee engagement, recognition, reward and performance management.

Job Knowledge, Skills and Experience;

• A B-Tech in Human Resources or equivalent plus 5 to 6 years of relevant experience in an operational Human Capital role.
• General but demonstrable and wide exposure across a spectrum of Human Capital activities is required.
• Prior specialist knowledge in one or more technical area of Human Resources will be distinctly advantageous.
• Empathy, listening and hearing skills are essential as is an ability to facilitate conversations and the essence of organization capability and value of change management in delivering sustainable differentiating capabilities for areas under their remit.
• An understanding of the Higher Education landscape, its context and underlying success dynamics i.e., measures and indicators that lead to delivery of the business plans and goals.

Key Performance Areas / Principal Accountabilities;

• Recruitment, selection and placement
• HR Operations 
• Strategic Workforce Planning
• Employee Relations and Wellness 
• Leadership and Organizational Development 
• Talent Management, Performance Engagement and Remuneration Management 
• Research and Development;
• To coach, support and facilitate the development of sub team members without direct supervisory responsibility.

 Competencies;

• Strong self-confident communicator with sound interpersonal skills
• Ability to build relationships across multiple stakeholders.
• Personal credibility with the ability to be persuasive and influence change.
• Solution-focused and results-oriented
• Creative and an innovative self-starter
• Performance improver and initiator
• Customer-focused approach
• Flexibility to deal with diverse stakeholders.
• Responsiveness to change.
• High level planning and organizing skills.
• High level planning and organizing skills.
• Stress tolerance