Human Resource Business Partner at Hollywoodbets

Being a part of the Hollywoodbets Purple Team is an opportunity to become a part of one of South Africa’s biggest success stories. From humble beginnings in Durban, Hollywoodbets has grown into a powerhouse brand operating across Africa and the United Kingdom. And that’s just the beginning. Our talented Team is on a mission to increase our global footprint, ready to take on any challenge because at Hollywoodbets, not even the sky is the limit. Join our Team and let’s reach for the stars.
We have an amazing opportunity for a Human Resource Business Partner. Do you think you have what it takes to be our newest Purple Star?
The successful candidate will be responsible for managing the HR team in terms of day to day HR functions as well as implementation of strategic HR initiatives. Strategic HR initiatives include enhanced recruitment practices, BEE change and transformation initiatives, and talent planning and development, amongst others. The candidate will also be responsible for performing a generalist HR function and ensuring that solid basic transactional HR functions are managed in each region according to expected procedure and standard.

With Hollywoodbets You Will:

• Innovate and create as part of a like-minded, authentic Team eager to achieve goals.
• Embrace challenges and the thrill of working in a vibrant and fast-paced industry.
• Grow with our development plans and culture that allows you to further your career.

You Bring:

• Relevant Diploma/Degree in Human Resource Management
• 2 – 3 years’ experience within a Human Resource Business Partner role
• 2 years’ experience in FMCG or Retail
• Strong knowledge of Industrial Relations and practice
• Valid Driver’s License
• Willingness to travel

What You’ll Do For The Brand:

• Actively partner with Department Managers to understand the HR value add to the business, to identify HR solutions and initiatives in line with business initiatives.
• Managing the HR team. Work hand in hand with the HR team to ensure the successful implementation of HR initiatives across all divisions or departments.
• Ensure that standard recruitment and onboarding processes are followed. Enhance the recruitment processes nationally to ensure quality candidates for business consideration. Ensure a smooth Employee Orientation process. Be actively involved in appointment of mid-management appointments.
• Job management. Ensure that all team members have a good understanding of their functions and role expectations at all times. Ensure that a process is in place to discuss role expectations when a team member is promoted or changes a position.
• Ensuring the Performance Management is applied consistently. Ensure that the performance appraisal process is conducted timeously in line with group practices.
• Talent Management. Roll out of talent management initiatives and succession planning. Facilitate Individual Development Plans at appropriate levels and align these to the Training Department where required.
• Ensure standard Employee Relations Management in relation to Group processes.
• HRIS monitoring and reports- HR metrics. Measuring HR value add and report on HR metrics relevant to the business. Monitoring Employee Exit Trends, turnover and retention, disciplinary actions, etcetera and provide value added input in order to address trends.
• Employee Retention – Participate in designing, development and implementation of innovative workforce retention programmes.
• Anticipate workforce needs based on turnover and growth factors and ensure a constant supply of quality candidates in order to minimize understaffing.
• Manage the off-boarding process/termination processes.
• Operations risk management related to HR functions. Close risk gaps by ensuring that family members are not employed in the same work environment, that pre-employment checks are consistently conducted, that annual criminal checks are conducted, that polygraph tests are conducted at management level prior to appointment and also that random polygraph checks are implemented, that terminated employees are not re-employed, etc.
• Employment Equity – Coordinate EE meeting details nationally.
• Design and propose recognition programmes for consideration.
• Conduct Climate Surveys where there might be a need.
• Roll out of values and ethics.
• Manage the long service process.
• Manage the internship programmes in terms of appointments where required.
• Updating Company Policies and Procedures specific to the department and ensure implementation of updates.
• Wellness, Welfare and Health related initiatives where required.
• Ad Hoc Projects.

What You’ll Bring To The Team:

• Highly results driven approach
• High level of accountability and responsibility.
• Good reporting skills
• Experience with relationship management and relationship building with both internal and external stakeholders.
• Good demonstration of best practice interview techniques