Human Resources Business Partner at Mining Qualifications Authority (MQA)

ROLE PURPOSE:

• To support the business units through assisting in the alignment of business objectives with people management.
• This position reports to the Senior Manager: Human Resources.

KEY PERFORMANCE AREAS:

• Strategy Development, Execution, and Enablement:  Support Business Units by providing people management best practices inputs, and guidance into the business strategy, plans and daily activities  Develop and implement people management practices that integrate with business strategy  Serve as the strategic liaison between HR and the business  Support the value proposition of the HRBP and talent management services and enhance its legitimacy as a business unit. 
• Governance, Ethics, Risk and Compliance Management:  Research and benchmark HRBP and talent management practices and ensure organisational alignment  Develop, update, review HR Policies and Standard Operating Procedures and ensure implementation thereof  Ensure compliance with the legal requirements and internal business processes  Manage and coordinate communication and engagement with Business units  Ensure mitigation of risk when delivering business critical applications  Manage the preparation and submission of documentation to the internal and external auditors  Prepare management response pertaining to the audit findings and implement remedial actions  Ensure compliance in line with the governance framework and submit all reports for various uses and users as per the management responsibilities.
• Talent Management:  Render Talent Management and individual development to ensure that MQA has professional, competent and committed human resources to respond to the current and future talent needs through the implementation of Talent Management Strategy and roll out plan
• Implement analysis of current talent practices and needs to determine the future needs and improvement opportunities  Develop, implement and review uniform induction programmes
• Develop a training and development programme which includes skills audit, training programmes and analysis of impact on training to determine value for money for MQA  Develop and manage business Unit succession pools and manage activities for the development in line with Succession management strategies  Maintain and manage MQA competency frameworks and assist with individual development plans aligning with business needs and unit succession pools  Actively encourage and seek the development of employees through training interventions, on the job learning, mentoring and study assistance  Manage of the rewards and recognition program and utilise to improve employee engagement.  Manage staff processes and track metric to provide insight into reasoning for staff behaviour (from appointment to exit)
• Performance Management:  Design, develop, maintain and review of employee performance management system  Provide guidance and support to units on the development and implementation of the Individual performance contracts (IPC) and Individual development plans (IDP)  Advise units on best practice and managing performance  Assist units and provide advice and guidance on performance management processes to encourage and cultivate a culture of improved performance  Assist business units in enhancing performance through counselling and improved management processes  Manage the annual performance cycle and submissions by Units in line with the MQA Performance management policy  Assist the Senior Manager HR in the establishment and implementation of the performance management and reward committees  Quality assures, validate and approve processes of the individual performance contracts and results bi-annually prior to incorporation into organisational performance results  Represent the HR unit on relevant platforms and advisory forums.
• Learning and Development:  Oversee and ensure timeous annual submission of the Workplace Skills Plan  Manage and coordinate training in line with the WSP and IPD submissions, and report on progress on a quarterly basis  Track effectiveness of interventions and report on ROI.
• Workforce Planning:  Assist units to develop workforce plans and strategies to ensure the attracting of talent during the recruitment process  Manage and deliver an efficient recruitment process  Provide updates and amendments to profiles as and when required  Assist with the development plans for new recruits
• Employee Wellness:  Engage with units to provide guidance and support on employee wellness related matters  Implement comprehensive health and wellness programs that promote physical, mental, and emotional well-being  Evaluate the effectiveness of wellness programs through data analysis, employee feedback, and participation rates, and make recommendations for improvement  Partner with external vendors and benefit providers to negotiate contracts and ensure the delivery of high-quality wellness services.
• Financial Management and Budgeting:    Ensure HR unit initiatives are carried out within budget.  Investigate and action any items of over expenditure  Review the monthly expenditure and explain and / or action all areas of discrepancy.
• People Management:  Ensure the development, guidance, and empowerment of the team to deliver on Unit targets  Ensure that the performance contracts are in place prior to the beginning of each financial year in line with the Department’s strategy and Plans  Measure, manage and monitor the performance of the team  Lead by example in driving MQA’s values and vision  Drive own professional development
• Customer Focus: Internal and External Stakeholder Engagement:  Ensure all internal and external stakeholders are receiving accurate and timely information  Cultivate strategic partnerships and collaborations with relevant institutions  Build and maintain relationships with all MQA business units for the purposes of expectations management and knowledge sharing  Provide support on matters related to Employee Relations, Health, and Wellness to empower the MQA`s internal stakeholders to make informed decisions.

KEY REQUIREMENTS: QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:
Qualifications:

• A National Senior Certificate (NSC) or National Certificate: Vocational (NCV) (NQF 4)
• A Bachelor’s Degree (NQF 7) in an HR field.
• A Postgraduate Diploma or Honours Degree (NQF 8) in the above-mentioned field will be an added advantage.

Experience:

• Minimum of 8 years generalist human resource management experience of which 3 – 4 years must have been spent at supervisory level.

Competencies:

• Knowledge:  Understanding of business goals and strategies and linking to HR practices  Knowledge and understanding of government legislation pertinent to HR  In depth understanding of the Human Resource Value Chain  Understanding of strategic Human Resource communication methodologies  Knowledge of developing HR policies, systems and procedures.
• Skills:  Interpersonal skills  Communication skills  People Skills  Information Management skills  Facilitation and consultation skills.
• Attributes:  Credible Actives  Strategic positioner  Paradox navigator  Resilient  Emotional Intelligence  Decisiveness.
•  The candidate should also be willing to: Work under pressure inclusive of longer than normal offices hours if required  Work with internal and external stakeholders  Travel away from home if required  Engage in a lifelong learning process relative to the context of the workplace. The successful candidate will be required to sign a performance agreement in terms of MQA Performance Management System.