Human Resources Business Partner at Empact Group

Purpose of the role

• We are seeking an engaged, proactive HR professional to join our team and provide day-to-day human capital support to our business leaders. With multiple stakeholder touchpoints, this role requires someone who is professional, adaptable, and highly customer centric. Previous experience as an HR Business Partner is essential.
• The primary purpose of the role is to deliver comprehensive human capital support to Empact Group across designated business lines (Food / Facilities), ensuring compliance with legislation, HR policies, procedures, and best practice. Key focus areas include talent retention, performance management, organisational design, and HR administration.

Education and Experience Required

• Bachelor’s degree in human resource management (NQF Level 7)
• Postgraduate / Honours Degree in Human Resource Management (NQF Level 8)
• Registration with a recognised HR professional body will be advantageous
• 5 –7 years HR management experience, including 2–3 years in a supervisory or management role
• Strong knowledge of labour laws and regulations
• Must have a Valid driver’s licence and own vehicle

Key areas of responsibility:

Strategic Contribution

• Contribute to the development of the Group HR Strategy in collaboration with the General Manager and Chief People Officer.
• Assist with the annual HR strategy for the business line, aligned to Group HR.
• Provide input into Group HR policies, procedures, and processes based on best practice.
• Identify HR risks and develop mitigation plans.
• Stay updated on changes to HR legislation and best practice to improve HR effectiveness.
• Produce monthly and quarterly HR performance reports for the business line.
• Support the General Manager with implementing change initiatives.

Talent Retention

• Advise management on talent retention initiatives and implement EVP-related activities.
• Manage the development of talent pools and identify key and scarce skills.
• Monitor reward initiatives to support retention.
• Identify and mitigate retention risks, including potential loss of critical skills.
• Implement retention strategies in partnership with the General Manager: HR.
• Drive succession planning with the Managing Director for the business line.
• Oversee talent management and career development processes.
• Communicate the Employee Value Proposition to staff, including wellness and recognition programmes.

Performance Management

• Coordinate the implementation of the Performance Management System (PMS) across the business line.
• Ensure bi-annual performance assessments are conducted.
• Ensure all employees have annual performance agreements, with new employees completing theirs within 30 days.
• Oversee the development and execution of Personal Development Plans (PDPs).
• Monitor compliance with Performance Management policies and procedures.
• Guide HR Consultants on PMS processes and requirements.
• Maintain accurate assessment and evaluation records.
• Contribute to annual performance reward processes and recommendations.

Organisational Development (OD)

• Coordinate OD interventions to enhance performance and strengthen the Empact Group employer brand.
• Coordinate climate and culture surveys, analyse results, and support action planning.
• Support wellness and culture initiatives to enhance the employee value proposition.
• Support restructuring, organisational redesign, and change management initiatives.
• Manage job profiling and job evaluation processes.
• Support the embedding of company values through change initiatives.
• Coordinate induction programmes and induction refreshers.

HR Functional Support

• Maintain strong relationships with HR functional teams (Employee Relations, Training & Development, Recruitment, Governance & Processes).
• Coordinate HR functional requirements for the business line (e.g., learnerships, bursaries).
• Advise HR Consultants and business line management on HR policies and best practice.
• Participate in Group HR Manco and business line leadership forums.
• Provide advisory support on recruitment, ER matters, training, and development.

People Management

• Participate in the recruitment of direct subordinates.
• Conduct bi-annual performance reviews and identify development needs.
• Provide coaching, mentoring, and guidance to subordinates.
• Support leadership pipeline development through identification of high-potential employees.
• Manage disciplinary and conflict resolution processes.
• Oversee administration for direct reports, including leave and travel approvals.
• Monitor compliance with company policies, codes of conduct, and ethical standards.