Human Capital Business Partner at IDC

Job Description

The purpose of this role can be defined into the following distinct functions:

• To provide a client centric and service orientated Human Capital advisory service to business in the implementation of
  people strategies and initiatives
• Support the operationalizing and execution of people strategies.
• To be a trusted, credible people coach and advisor to line managers and employees alike.
• Ensure the effective risk analysis, mitigation and management of people practices and processes in the business

Qualification and Experience

Qualification

• Relevant degree in Human Resources or related.
• Postgraduate degree would be advantageous.
• Registration with relevant regulatory bodies e.g. HPCSA

Knowledge & Skills

• Minimum of 5-8 years of progressive, practical exposure/application of human resource management processes with a generalist background and exposure to recruitment, selection, training, talent management, organisational development, change, recognition and reward, employee relations relevant legislation and employment laws within a complex environment.
• Strong background in partnering with the diverse stakeholders.
• Experience in use and application of relevant psychometric assessments with
  certification as an assessment practitioner being advantageous.
• Knowledge and understanding of various Labour Laws.
• Knowledge and understanding of end-to-end recruitment and disciplinary processes.
• Knowledge of performance management methodologies, processes and practices.
• Knowledge and of various Change Management methodologies and practices.
• Knowledge of Talent Management processes including succession planning, 9-Box Grid.
• Knowledge of various team interventions such as Assimilations. Cohesion.
• Knowledge and understanding of workforce planning and people strategy
  implementation.
• Knowledge and understanding of Employee Wellness processes.
• Knowledge and understanding of driving transformation in the business through culture management, employee engagement, etc.

Roles and Responsibilities

FUNCTIONAL OPERATIONS MANAGEMENT

HC Execution

• Partners with the Senior HCBP to drive the implementation of strategies that will engage people in delivering the organization’s vision.
• Partners with Senior HCBP and COE to ensure execution of relevant HC projects as per the business needs
• Communicate and engage with respective Divisions’ management and/or employees
• Obtain feedback with regards to implementation and ensure such feedback is translated back to HC Strategy and processes

Enable the HC Service and Operating Model

• Provide expert advice and coaching to all stakeholders when appropriate
• Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HC services and processes
• Identify new opportunities for HC to add value to the business.
• Provide inputs and guidance on HC requirements for business
• Implements, communicates and offers advice on standard HC systems, processes, policies, procedures, plans, and ensure programs are in place
  and effectively utilized (reward and recognition, employee relations, workforce planning, resourcing, performance management, etc.).

High Performance Culture Implementation

• Support with implementation of people strategies aimed at facilitating a high-performance culture
• Provide on-going line management coaching and training around driving a high-performance culture in their units
• Ensure performance management process and system is optimally deployed/implemented in units.
• Works with internal stakeholders to identify risk areas and address them.
• Partners with ER and Transformation Specialists to ensure a sound ER environment within the business units.
• Attend to all labour related matters including supporting CCMA cases.
• Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy and ensure
  appropriate capacitation is in place
• Ensure that remuneration and reward is competitive by providing guidance and direction to Senior management on latest market and industry
  trends.
• Work with the Total Rewards and Shared Services to co-ordinate the Annual Salary Increase and incentive process.
• Implement and encourage the company recognition programmes and other initiatives to build a culture of recognition

Organisational Effectiveness Intervention Implementation (OD and Change, Performance Management, Talent Management, Remuneration and Benefits &Employee Relations and Transformation)

• Support the achievement of the Employee Value Proposition to create a ‘Great Place to Work’ environment.
• Support the implementation of the Integrated Talent management processes, i.e. Talent Reviews, Development, Retention programmes and or initiatives.
• Supports the implementation of organisational effectiveness interventions.
• Support and monitor the implementation of change plans.
• Proactively implement interventions which would assess the level of engagement in the business i.e. employee engagement survey’s.
• Support and monitor the execution of the business case for change against agreed metrics.
• Support the implementation of Employment Equity Plans and ensure that a medium/long term plan is developed to address representation at a Senior management, Professionally qualified and skilled technical levels.
• Implement programs to drive a strong diversity, equity and inclusion culture

Roles and Responsibilities (cont.)

Analytics and Reporting

•  Prepares analytics and organizational health measures such as disciplinaries, grievances, performance management, employee wellness matters, absenteeism and other organizational measures across the business unit
• Review, consolidate and identify trends around people scorecards to inform unit engagement. In collaboration with the Senior HCBP/HCBP develop, monitor and manage actions to address these (for example high turnover among high performers).
• Compile and present divisional/departmental people dashboard to the divisional leadership team.

Talent Acquisition

•  Deliver on talent acquisition service to the business.

Human Capital Business Partner Coordination

• Implementation of people movements/changes within the business (promotions, transfers, secondments, job rotations, role upgrades, salary adjustments, etc.).
• Planning and coordination of sessions and related documentation (team cohesion, talent reviews, culture, organizational development (OD), change and learning and development initiatives.
• Facilitation of post appointments, stay and exit interviews. Drive implementation of people related outcomes from these interviews.
• Support the offboarding process of employees.
• Quarterly HC Audit and adhoc reporting

LEARNING AND GROWTH

• To continuously research and find new ways of doing the work.
• To take ownership of Personal Development.
• To promote/participate in knowledge sharing with team members  

STAKEHOLDER MANAGEMENT

• Identifies service requirements and performance and delivers on these
• Maintains regular communication and engagement with stakeholders
• Manages and resolves non-delivery and compliance issues
• Units’ objectives, standards and operating procedures are communicated to internal and external service providers as per SLA