Human Resources Business Partner Company at Liquid Telecom South Africa

To consult, enable and partner with Chiefs, Executives and line managers in the execution of HR-related activities and monitor adherence to HR best practice and principles to help the Liquid Telecom achieve excellence through its people. To diplomatically guide and support all employees on HR policies and processes. To promote good employee relations and facilitate employee engagement.

Minimum Job Requirement

Formal Qualifications Required

• Minimum 3 year degree (B degree) in Human Resources/ Industrial/ Organizational Psychology
• Post graduate degree - desirable

Job Related Experience Required

• 3 years HR and OD experience
• 3 years ER experience
• 2 years Facilitation Experience in organizational development and change management

Job Related Knowledge Required

• Employer Relations
• Talent Management
• Talent Acquisition
• Organisational Development & Design

Job Related Skills Required

• Performance Development
• Influencing and negotiating
• Leading and Rewarding Performance
• Project management
• Presentation skills
• Lateral Thinking
• Team work
• Managing complexity
• Managing Diversity
• Handling Discipline in the Workplace
• Facilitating workshops in a Change Environment
• Competency-based interviewing
• Recruitment

Key Outputs:

Managing the HR environment

• Communicate and implement the strategic objectives as articulated by CHRO to create key focus areas to line managers to meet organisational objectives.
• Design with line managers the organisation structures of the respective BU??s to ensure that the business objectives are met.
• Implement and monitor organisation structure principles.
• Provide guidance and support to management during the design and develop of job descriptions ensuring accuracy and consistency
• Quality assure new jobs and ensure that job evaluation is completed within predetermined timelines to ensure that roles are relevant and to manage our Remuneration strategy.
• Execute people change enablement plans for any major changes faced in the area including communicating with employees, line managers, in order to embed change initiatives into the organisations, collaborating with the Talent Management Team
• Outline risks related to change in order to mitigate correctly.
• Participate in the process improvement projects initiated in the business unit or by HR to improve efficiencies and effectiveness of our people

Managing People Resources

• Drive the Performance Management system and process between management and employees to ensure clear understanding of key deliverables.
• Embed performance management as a philosophy in the business by supporting managers to coach and mentor and sourcing formal training if required.
• Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence to it. Source ER advise for complex cases.
• Assist line managers with the development of career management plans for critical jobs, collaborating with Talent Management Team
• Assist line management to identify "Talent" by analysing performance ratings, personal development plans and participating in career development interviews. Establish and manage Talent Reviews
• Develop detailed annual succession plans with line management for Talent roles and ensure that such plans are updated as required, collaborating with the Talent Management Team.
• Provide support and guidance to managers during the Performance Improvement Plans (PIP's) process. Participate in regular reviews and advise on plan adjustments where required. Assist line to complete evaluations within 3 months.
• Review absenteeism and time keeping information, in collaboration with Payroll & Admin Manager, for the supported business area and raise any potential red flags with the line managers in the area. Develop action plans to mitigate and or manage where required

Recruitment processes

• Meet with line managers and advise them on their manpower planning and track progress on AOP
• Determine the tactics for recruitment of each role including which vendors to use for external recruitment once internal processes have been completed.
• Review applicant CV's for management roles and shortlist for line managers to interview. Participate in interviews with the recruiting line manager.
• Assist line manager with the recruitment authorisation process by completing available headcount checks and assisting with the preparation of requests for additional headcount.
• Plan with line managers Employment Equity and Monitor adherence to plans
• Ensure that all pre-employment screening is completed prior to offers of employment being issued for new employees. Review adverse risk assessments and create recommendations to the CHRO to approve or decline.
• Educate line managers on Liquid Telecom??s the pay strategy during the recruitment process.
• Issue offers of employment for standard contracts, ensuring that package offered are informed by the approved salary bands.
• Escalate any non-standard requests to the CHRO for approval. Check offer letters for correctness before sign off and distribution to the candidates.
• Monitor effectiveness and contribute to functional induction of new employees and ensure dissemination of relevant HR information.
• Settled employees into the business area on completion of induction and follow up them after 3 month

Support with People Development, Organizational Development and Change Management

• In collaboration with the Training team, support, guide and advise line managers to identify training needs in their respective BU??s. Ensure that the training requirements are submitted to the Training Team to support Learning & Development in the organisation
• Align personal development plans to individual development needs to support business improvement
• Quality check personal development plans on a quarterly basis and provide feedback to line managers on the potential for improvement.
• Participate in selected personal development discussions on request from line managers.
• Reviews gaps in leadership capability across departments within the business and develops action plans in conjunction with the Talent Management Team
• Together with Talent Management Team measure the effectiveness of training interventions. Provide support and guidance to the Talent Management Team to adjustments where required.
• In conjunction with Talent Management Team CHRO deliver strategic OD and Change Management interventions to ensure that the organization is optimally resourced with the best human capital strategies
• In conjunction with Talent Management Team deliver culture, climate and employee engagement surveys for the organization to ensure the workforce culture and climate is appropriately measured and initiatives put in place to ensure satisfactory engagement in the organization
• Support with the Project management of OD and Change Management initiatives in order to ensure that projects are designed and delivered on time and within budget
• Conduct stakeholder engagement with internal and external stakeholders to ensure all Organizational development within sphere of control are managed appropriately and that adherence to best practice is upheld
• Managing the interface between OD programmes and other organizational initiatives including talent management and BBBEE

Entrenching the Reward Philosophy

• Communicate Liquid Telecom??s pay strategy to line managers.
• Educate line managers on the use of reward tools and monitor the correct use of the tools.
• Support managers to motivate for remuneration and job level changes/corrections/adjustments in line with Remuneration philosophy
• Communicate incentive schemes to relevant line managers and employees to ensure their understanding.
• Obtain feedback from line managers on the effectiveness of implemented schemes.
• Communicate payroll policies (e.g. payroll cut-off dates, overtime rates, claims processes) to all new employees and direct existing employees to the HR Payroll for query resolution.
• Assist line to write motivations for out-of-cycle/interim increases and obtain the required approvals within the SBU before submitting to the Reward team for approva

Management of HR Information

• Updates HR systems with relevant employees?? information
• Conducts research and consistently develops and enforces HR procedures and policies
• Analyzes and reports on KPIs and trends related to human capital in the business and uses these findings to develop strategies and solutions to issues that affect the business??s employee relations
• Reports on the metrics and recommending necessary adjustments to senior management with a view of enhancing departmental performance.
• Analyze human resources program activity, conduct performance analyses of the programs, prepare reports and proposals from findings, and present them to senior management for consideration