Human Resources Business Partner (HRBP) at The Payments Association of South Africa (PASA)

Overall Job Purpose

• Manage the Human Resource (HR) function in PASA by providing the full spectrum of HR services based on effective HR partnerships with PASA business leaders and provide strategic advice and knowledge on all HR matters.
• Proactively execute the HR strategy as approved by the Remuneration Committee.
• Manage the delivery of all HR activities, including performance management, recruitment, retention strategies, compensation and benefits, talent management, change management, learning and development, employee relations, HR risk and compliance, succession planning, HR administration and payroll.

Key Stakeholder Management and Interaction

Internal

• PASA Executive Office (ExO), Remuneration Committee (RemCo), PASA Executive Committee (ExCo), PASA functional areas.

External

• Government Departments/institutions (e.g.: Dept of Labour, SARS, BankSeta,); External service providers e.g. Sage, Recruitment agencies, Consultancy firms, PASA Members.

Core Accountabilities

Core Accountability 1 - HR Strategy and Plan

• Partner with Business and relevant stakeholder to roll out and implement the PASA HR strategy and identify opportunities to further meet PASA HR needs.
• Translate PASA’s strategy into a People strategy, plan and initiatives, detailing interventions/ HR delivery areas, timelines, target audiences.
• Ensure alignment of all HR activities with the business and operational goals of PASA, by staying abreast of changes in business processes in order to prepare/absorb the impact of changes.
• Actively consult and be a business partner within the organisation.

Core Accountability 2- HR policies, interventions, processes and practices
Implement and maintain world-class HR strategies, policies, processes and practices, drawing from those applied by member organisations, and the broader financial services sector including:

• Drive Talent Management activities including but not limited to talent acquisition, comprehensive talent reviews, workforce planning, on/off-boarding, performance management, training and development as well as succession planning.
• Develop and maintain a core competency framework for organisational functions and roles.
• Ensure all relevant HR policies are developed, updated as per approved timelines and implemented.
• Manage the organisation wide development, which may include but is not limited to employee engagement, driving culture and values initiatives, tailor-made organisation development interventions to support organisational transformation.
• Be a coach and trusted advisor on all HR-related matters.
• Manage the organisation design and structuring including functional design, role profiling and job evaluation.
• Develop a comprehensive remuneration strategy, which includes salary review planning, comprehensive benchmarking and grading of roles as well as headcount budgeting and planning.
• Implement and maintain an all-inclusive employee wellness plan. This may include a variety of initiatives focused on building a wellness focus.
• Be the Employee Relations (ER) champion for PASA. Ensure all ER issues are resolved timeously and within process.
• Ensure HR compliance regarding Labour Law including Basic Conditions of Employment Act, Labour Regulations Act, Health and Safety, Employment Equity, Skills Development compliance.
• Manage all HR systems in conjunction with other internal stakeholders. This includes payroll, benefits administration, engagement survey and learning administration systems.

Core Accountability 3- Administration and Reporting

• Effective utilisation of/and maintenance of the HR system (currently SAGE) to ensure the efficient execution of all operational and administration matters.
• Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and business processes.
• Determine and manage the HR budget, manage and control HR expenditure, and ensure the efficient use of resources.
• Provide periodic HR reports to ExCo and RemCo on relevant people matters.

Role / Person Specification

Education:

• Bachelors degree in Behavioural Sciences/ Human Resources Management required.
• Masters Degree will be an advantage.

Experience Required:

• Minimum 10 years generalist HR experience, of which at least two years influencing on a senior managerial level.
• Minimum 3 years of leadership management.
• Exposure to business strategy formulation & translation.
• HR strategy development and execution.
• Experience in the Financial Services industry.
• HR analytics experience, specifically in advanced excel and advanced formula driven dashboards.

Skills and Competencies:

• Sound knowledge of all HR processes and products.
• Sound project management.
• Solid analytical skills.
• Effective administration.
• Excellent change management capabilities.
• Advanced conflict management skills.
• Well-developed facilitation skills.
• Excellent ability to build and maintain relationships through collaboration and business partnering with relevant stakeholders.
• Well-developed presentation skills.
• Good attention to detail.