Human Capital Business Partner at Development Bank of Southern Africa (DBSA)

Job Description    

• The purpose of the Human Capital Business Partner (HCBP) role is to deliver an all-inclusive suite of human capital services, policies and processes in support of enabling business in achieving its goals and embedding the corporate culture.

Key Responsibilities    
KEY PERFORMANCE AREAS

Human Capital Strategic Focus, Planning and Governance

• Work proactively as a strategic enabler with business to ensure strategic objectives are achieved by helping shape strategies that connect people practices to high performance.
• Work closely with DBSA management to identify people challenges and priorities, create and implement the right people solutions and implement the human capital suite of products and services to enable business to achieve its goals.
• Provide inputs and insights to the development of human capital (HC) strategy/ies and action plans in line with the DBSA vision, strategy, and goals of the organisation.
• Drive the implementation of the HC strategy, action plans and policies in areas of responsibility.
• Build productive relationships with business and HC Units that improve collaboration, break down internal silos and facilitates a more connected way of working that supports the espoused culture of the DBSA.
• Collaborate with internal HC Units to solution appropriate human initiatives and interventions to enable business to achieve its strategy and goals.
• Monitor HC governance and risks through facilitating the refinement, development and implementation of HC policies and procedures for the DBSA.

Human Capital Business Partnering

• Implement HC initiatives; these would include amongst others: talent management, talent acquisition, career management, succession planning, workforce planning, performance management, performance management, learning and development, remuneration and rewards, organisational design, deployments, employee engagement including culture, human capital policies and procedures, employee relations and employee wellness.
• Provide HC advice, guidance and support to line management and staff in conjunction with the HC subject matter specialists as required.
• Deliver/ implement HC strategic and support services to business, amongst others, as follows:
• Facilitate the development of divisional short-, medium- and long-term workforce strategies and plans
• to ensure that each division has the required skills and capabilities to deliver on the objectives.
• Create a pipeline of talent through effective talent management, succession planning and career development management.
• Provide effective talent acquisition and resource mobility management services and solutions to business.
• Facilitate the performance management process to ensure effective performance management is conducted in line with the performance management plan.
• Build business capability through collaborating with line managers to actively identify learning and development needs and execute accordingly.
• Act as a HC change management champion by driving the implementation and adoption of new or amended policies and processes.
• Facilitate the process of incapacity management and occupational injuries in line with the prescribed processes and legislation.
• Review remuneration and benefits queries and collaborate with the remuneration team to ensure resources are attracted, motivated and retained.
• Provide guidance to business on labour relations matters including but not limited to managing conflict in the work environment and disciplinary cases in collaboration with the Senior Legal & Labour Relations specialist where required
• Provide effective human capital reports for decision making and effective management of staff.
• Monitor HC risk and develop risk management mitigating actions to mitigate any human capital or related risks.
• Lead and implement corporate and divisional HC projects with the allocated divisions and enable the management team in the business to execute on the HC deliverables.
• Manage HC Data management system and ensure accuracy of data through maintaining the quality of HC Data on HC System (SAP) in terms of employee related information. These include new hires, terminations, benefits, leave and any other changes required.
• Interpret the HC budget as it links to divisional strategy and provide guidance thereof.

Stakeholder Engagements

• Prepare presentations and reports to present to the business unit to outline HC plans and operations.
• Keep the business unit abreast of the HC developments and initiatives through actively engaging the
• critical stakeholders in business and managing the relationship.
• Act as a key HC contact for employees to provide guidance on policies and processes.

Key measurements of outputs, amongst others:

• Quality of services and solutions provided to business
• All vacancies are filled within 6 months from approval to hire date
• Quality of new hires
• 100% implementation of agreed balanced score targets
• Quality of data on HC management systems
• 100% Implementation of approved HC polices and processes
• Quality and accuracy of HC reports
• Positive feedback from management within areas of responsibility
• Clean Audit

KEY INTERNAL LIAISON RELATIONSHIPS

• DBSA Executive Management
• Executive Coordinators and Company Secretariat
• DBSA key stakeholders
• All DBSA Staff

KEY EXTERNAL LIAISON RELATIONSHIPS

• Service providers
• Auditor General (AG)
• DFI’s and SOE’s
• Other external stakeholders
• Regulators to understand and enquire new HC related regulatory framework
• National Treasury

Expertise & Technical Competencies    
QUALIFICATIONS & EXPERIENCE

Minimum Requirements:

• A postgraduate degree in Human Resources/ Industrial Psychology/Social Sciences.
• Minimum of 8 years’ experience as a senior Human Capital Business Partner or HC Generalist in a medium to large size organisation.
• Demonstrated experience in the execution of human capital management generalist functions such as talent acquisition, talent management, succession management, performance management, incapacity management, occupational injuries, remuneration and labour relations.
• Proven understanding of people management and people management strategies.
• Strong knowledge of the relevant legislative framework, i.e., LRA, BCEA, King IV and other relevant legislation etc.

Desirable Requirements:

• Recognised qualification in Labour/Employee Relations.
• Experience in change management and/or organisational development.
• Experience in Human Capital working in the Banking or Financial services industry.

Deadline:23rd October,2025