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

• 1. 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.
• 2. 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.
• 3. 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.

TECHNICAL COMPETENCIES

• a) Written communication
• Understands that different writing styles are required for different documents or audiences.
• Write effective correspondence, prepares questions and reports, statements of circumstance and briefing notes.
• Reviews others’ documents for clarity and impact.
• Has a solid mastery of writing principles such as grammar, sentence construction etc.
• b) Presentation skills
• Can reinforce key presentation points with examples.
• Is able to translate technical terminology into language understandable to the audience.
• Has insight into the audience’s behavior and motivation and responds appropriately and professionally, adapting communication style as appropriate.
• c) Reporting
• Designs / customizes reports to meet user needs.
• Prepares complex or tailored reports, gathers information from a variety of sources, analyses and includes in a report.
• Keeps standard reports under review and proposes improvements to meet user needs.
• d) Business acumen
• Thinks and plans in future-oriented terms.
• Develops annual business plans that consider longer-term activities, issues, problems or opportunities.
• Develops and establishes broad scale, longer-term objectives, goals or projects (e.g., affecting a business, department, or organisation).
• e) Planning and Organising
• Is relied on to help others plan and organise their workload.
• Uses effectively advance time management processes to deal with high workload and tight deadlines.
• Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources.
• Achieves goals in a timely manner, despite obstacles encountered, by organising, reprioritising and re- planning.
• f) Policies and Procedures

Has detailed knowledge of policy and procedure relating to a specific area of work.

• Is capable of implementing procedure, highlighting issues as appropriate.

Project Management

• Demonstrates a practical knowledge of project management principles and techniques.
• Plans, defines, and manages projects within a department or area.
• Identifies resources required and their appropriate role and skills.

Assists in the management of projects where the objectives, milestones and time scales have been defined.

• h) Data Collection and Analysis
• Based on knowledge of the reasons behind the analysis, is able to define the most appropriate means of data collection.
• Is able to develop formats for data collection.
• Is able to define the most appropriate internal and external data/information sources.
• Identifies key facts in an array of data, recognises when pertinent facts are incorrect, missing, or require supplementation or verification.
• Breaks down data into component parts to understand the nature and relationship of the parts.
• Has a broad knowledge of statistical data-handling techniques.
• Can undertake more comprehensive analysis of data/information but is not required to draw conclusions.
• i) Recruitment & Selection
• Knowledge and understanding of recruitment and selection policies and procedures, and ability to advise on selection methods.
• Ability to take a lead role in supporting line managers in selection processes. May provide specialist input to selection decisions for critical roles, e.g., administering, interpreting and providing feedback on personality and other tests.
• Ability to function as a source of advice and support across DBSA, on recruitment and selection issues, and answer more complex questions.
• j) Employee Affairs
• Deep understanding of best practice and developments in employee affairs, and the ability to keep the DBSA policy and processes under review and make improvements.
• Understands partnership principles to promote a positive impact of the unit.
• Possesses advanced coaching skills to enable the jobholder to function as a coach to others.
• k) Talent Management
• Deep understanding of best practice on career and talent management.
• Able to diagnose and address workforce planning issues and gaps.
• Able to develop plans to resolve the most challenging gaps identified in talent forecasts.
• l) Learning & Development
• Deep understanding of best practice on career and talent management.
• Abreast of best practice in learning and development.
• Ability to lead training needs analysis and design of training/learning and development calendar.
• Ability to advocate service value of learning and development in DBSA.
• Regularly shares expertise with team members to support continuous learning and improvement.
• Helps team members develop their skills and abilities.
• Works with employees and teams to define realistic yet challenging work goals.
• Advocates and commits to ongoing training and development to foster a learning culture.
• Required Personal Attributes

BEHAVIOURAL COMPETENCIES

Customer Service Orientation

• Tries to understand the underlying needs of customers and matches these needs to available or customized products and services.
• Adapts processes and procedures to meet on-going customer needs.
• Utilises the feedback received by customers, in order to develop new and/or improve existing services/ products that relate to their on-going needs.
• Thinks of new ways to align DBSA’s offerings with future customer needs.

 Self-awareness and Self Control

• Withholds effects of strong emotions in difficult situations.
• Keeps functioning or responds constructively despite stress.
• May apply special techniques or plan ahead of time to manage emotions or stress.

Strategic and Innovative Thinking

• Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
• Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.

Driving delivery of results

• Sets challenging goals that will have a significant impact on the business or support the organisational strategy.
• Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk.

 Teamwork & Cooperation

• Acts to promote a friendly climate and good morale and resolves conflicts.
• Creates opportunities for cross-functional working.
• Encourages others to network outside of their own team/department and learn from their experience.

CLOSING DATE: 23 OCTOBER, 2025