Human Capital Business Partner at Guardrisk

Role Purpose    

• The Human Capital Business Partner role provides dedicated Human Capital Partnership to business units, ensuring people practices support Guardrisk goals, while managing complex demands from clients. The role balances operational delivery with strategic input, acting as a trusted advisor to leaders and employees.  

Requirements    
Qualifications

• Bachelor’s degree in human resources/ industrial psychology or related field
• Registered Psychometrist/Industrial Psychologist with HPCSA will be an added advantage

Experience

• 5-7 years’ experience in an HC role
• Strong knowledge of HC Principles including talent management, performance management
• Experience facilitating team effectiveness sessions will be an added advantage.

Duties & Responsibilities    
Responsibilities, work outputs and individual contribution

Strategic HC Partnership

• Act as a trusted advisor to business leaders and managers, providing strategic insights on HR matters such as talent management, organizational development, and employee engagement
• Partner with leadership to align HC strategies with business goals and drive the people agenda across business units
• Work closely with department heads to understand their needs and proactively suggest HC solutions that support organizational objective.

Talent management and development

• Partner with Talent Acquisition Specialist for allocated Guardrisk BU, ensuring that the talent acquisition processes are aligned with business needs.
• Oversees performance management processes, including goal setting, feedback and development planning.
• Advises on career development, succession planning and development initiatives.
• Support employee learning and development programs to foster skill growth and organisational capability.
• Collaborate with business leaders to identify high-potential employees and design individualized development plans.
• Partners with the learning and development team to implement development and leadership initiatives.
• Support the design and delivery of learning and training programs aimed at developing leadership and key talent across Guardrisk.
• Use data (engagement surveys, diagnostics, feedback) to inform OD initiatives and measure impact
• Coach leaders on change leadership, team dynamics, and people-related implications of transformation initiatives.
• Embed OD practices that strengthen collaboration, accountability, and performance across teams.
• Facilitate team interventions, including team effectiveness workshops, alignment sessions, leadership offsites, and conflict resolution engagements

Employee relations and Organisational culture

• Act as a point of escalation for complex employee relations issues, providing guidance and support to resolve conflicts in a timely and constructive manner
• Foster a positive organizational culture by promoting values, employee engagement, and creating an inclusive work environment
• Works closely with OD and Executive HC to drive change management initiatives and support leadership during periods of organizational transformation or restructuring.
• Act as a mediator in conflict resolution, addressing complex employee relations issues and ensuring fair and equitable outcomes
• Provide guidance to managers and employees on conflict resolution strategies, fostering a respectful and positive work environment
• Handle sensitive employee issues, ensuring compliance with legal standards and company policies while maintaining confidentiality.

Human Capital Process optimisation

• Collaborate with the HR team to continuously improve HR policies, processes, and practices to ensure efficiency and effectiveness
• Implement HR programs and initiatives that enhance employee engagement, retention, and satisfaction
• Lead data-driven HR initiatives, utilizing metrics to assess organizational health and implement improvements.

Employee experience and wellbeing

• Partner with internal stakeholders to ensure employee well-being programs and initiatives are aligned with employee needs and company values
• Monitor employee feedback (via surveys, interviews, etc.) and recommend actions to enhance the overall employee experience.
• Promote and support employee well-being initiatives, ensuring that employees have access to programs that enhance their work-life balance and overall health
• Monitor employee feedback through surveys and one-on-one interactions to identify trends and areas for improvement in the employee experience
• Work with leadership to drive a culture of recognition, employee engagement, and retention

Human Capital reporting and compliance

• Provide regular reports and insights on key HC metrics such as turnover, performance, talent pipeline, and employee engagement to business leaders
• Ensure HC initiatives comply with legal and regulatory requirements, industry best practices, and company policies
• Stay up to date with the latest HC trends, legislation, and best practices to provide informed guidance to the business

Competencies    

• Taking Action: Takes action to make things happen; uses initiative to start things up; shows drive and invests personal energy.
• Articulating information: Is articulate in giving presentations; is eloquent and explains things well; projects social confidence when articulating information.
• Convincing people: Is comfortable having to persuade others; shapes opinions by being outspoken; seeks to negotiate with others.
• Checking things: Is meticulous in finding errors; ensures accuracy by being thorough and checking details; produces high quality work by being detailed..
• Embracing change: Copes with change and variety; tolerates uncertainty and ambiguity; adapts to new challenges.
• Understanding people: Shows empathy and compassion; attends and listens to people; is attentive and understands the motivation in others.
• Conveying self confidence : Is self-assured and projects inner confidence; is confident and determines own future; values own contributions.
• Developing Expertise: Is open to taking up learning opportunities; is quick in acquiring knowledge and skills; develops expertise by updating specialist knowledge.

Deadline:3rd May,2026