Human Resource Business Partner (Epping) at Aspen Pharma Group

Role Purpose:

• To deliver a comprehensive HR business partnering service by supporting line management across operational HR, labour relations, talent, performance management, workforce planning, and people governance, while ensuring compliance with South African labour legislation, collective agreements, and internal policies.

Requirements
Key Responsibilities:

Operational HR & Employee Relations

• Provide end‑to‑end HR support across the employee lifecycle.
• Act as the first point of contact for line managers on HR‑related matters.
• Manage disciplinary, grievance, misconduct, incapacity, and poor performance processes end‑to‑end.
• Ensure consistent application of HR policies, procedures, and disciplinary codes.
• Facilitate effective relationships between line management, employees, and shop stewards.

Labour Relations (Unionized Environment)

• Support labour relations processes within a unionized manufacturing environment.
• Liaise with shop stewards and union representatives in collaboration with HR leadership.
• Prepare for and attend disciplinary hearings, grievances, and consultations.
• Advise management on fair labour practices aligned to the LRA, BCEA, EEA, and relevant collective agreements.

Absenteeism, Incapacity & Attendance Management

• Monitor, analyze, and report on attendance and absenteeism trends.
• Support line managers with attendance counselling and corrective action.
• Manage ill‑health, medical incapacity, and related processes in line with legislation.
• Ensure accurate documentation and legal compliance at all times.

Talent Acquisition & Workforce Planning

• Support and drive recruitment activities in line with business needs, EE targets, budgets, and SOPs.
• Partner with the business to identify critical roles and skills requirements.
• Contribute to workforce planning and talent pipeline development.

Performance, Talent & Development Management

• Coach and support line managers on performance management tools and processes.
• Ensure KPAs and KPIs are in place for all employees.
• Drive completion of bi‑annual performance reviews.
• Support actions to address poor performance where required.
• Contribute to succession planning, retention, and development initiatives.

Employee Engagement, Wellness & Communication

• Support and facilitate employee engagement initiatives.
• Coordinate and promote wellness and EAP programmes.
• Contribute to internal employee communications, including newsletters and HR initiatives.
• Support change management initiatives through clear and consistent communication.

HR Governance, Reporting & Compliance

• Provide HR data and reports on a weekly and monthly basis.
• Maintain HR data integrity, records, organograms, and job profiles.
• Coordinate and support internal and external audits.
• Support HR compliance initiatives, reviews, and continuous improvement activities.
• Identify people‑related risks, trends, and improvement opportunities and provide insights to HR leadership.

Leadership, Decision‑Making & Values

• Exercise sound judgement in policy interpretation and people decisions.
• Operate with high levels of integrity, confidentiality, and professionalism.
• Take initiative in resolving complex people matters, escalating where required.
• Contribute to continuous improvement initiatives within the HR environment.
• Model ethical leadership and organizational citizenship behaviours.

Qualifications & Experience

Qualifications

• National Diploma or Degree in Human Resources Management, Industrial Psychology, or related field
• Postgraduate HR / Industrial Relations qualification advantageous
• Recognition of Prior Learning (RPL) will be considered

Experience

• 5–7 years’ HR generalist experience
• Minimum 3 years’ experience in a unionized manufacturing or industrial environment
• Strong exposure to disciplinary hearings, grievances, and labour relations

Skills & Competencies

• Solid knowledge of South African labour legislation (LRA, BCEA, EEA)
• Strong advisory, coaching, and influencing skills
• Ability to interpret and implement HR policies, processes, and legislation
• Well‑developed planning, organizing, and problem‑solving skills
• Strong interpersonal and stakeholder management capability
• High attention to detail and ability to work in a fast‑paced environment
• Intermediate Microsoft Word, Excel, PowerPoint, and Outlook skills