Human Resources Business Partner at Nielsen

About This Job
The Human Resources Function originates and leads on Human Capital practices and objectives that will help to provide an employee an oriented, high-performance culture that emphasizes empowerment, quality, productivity, and the ongoing development of a superior workforce. Purpose of the position:

• Build and implement an effective people plan with line managers, aligning it to short and long term business goals
• Support and drive initiatives on Employee Engagement
• Drive performance management processes (talent review cycle, performance assessment, succession planning, and recognition management)
• Support and coach employees through their career development options
• Coach, advise and guide managers through effective resolution of employee relations issues, including but not limited to discipline, capability and performance improvement
• Ensuring that the company remains legally compliant at all times and the best commercial outcomes are achieved
• Analyze key HR indicators and use data to drive people-related business decisions and improve processes
• Support, deliver and embed agreed change initiatives, liaising with HR centers of excellence and colleagues as appropriate to leverage best practices
• Work with the recruitment teams to deliver effective resourcing solutions and support hiring initiatives for key positions in assigned business functions
   

Responsibilities

Partner with stakeholders:

• HR Team - attending to requests and providing feedback where necessary
• Communicate monthly SAP changes, attend to their request in a timeous manner

HR Execution

• Oversees all aspects of HR Administration
• Ensure that holistic HR support is attended to concerning HR Website updates
• Assist with onboarding and offboarding
• Ensure that the HR data in conjunction with HR Projects and Analytics is accurate and up to date
• Oversee all HR Administration – new starts, resignations and any other administration

Labour Relations

• Mediate between management and staff
• Provide support to managers in terms of disciplinary and performance issues
• Respond to all grievances lodged and resolving accordingly
• Assist with the administration of all CCMA claims/cases (faxing CCMA letters)
• Document and process all administration linked to employee terminations, i.e. minutes, records, settlement agreements, etc.

Performance Management

• Facilitate the compilation of ratings from line managers for annual performance
• Work with Managers to help set Smart KPI’’s (key performance indicators) for employees where applicable
• Track poor performance in the business and report

Payroll and Remuneration

• Coordinate the Annual Salary Increase process
• Salaried payroll input; leave administration, etc.
• Employee benefits: Administering medical aid and provident fund benefits; annual medical aid presentations and changes, etc.
• Responsible for full payroll management on SAP and VIP

Recruitment & On-boarding

• To assist and oversee the Recruitment and Selection function with the Recruitment Hub for the Business to ensure alignment with corporate strategy, compliance to legislation, and client requirements to maximize customer satisfaction.
• To assist the organization on matters relating to Recruitment and Selection and to ensure a standard and consistent approach.
• Assist and monitor internal customer satisfaction.
• Liaise with Recruitment Hub and HR Administrator regarding recruitment of all vacancies within the business area.
• Budget management to ensure cost efficiencies and good quality interventions and solutions.
• Track and manage recruitment costs and savings.
• To manage the delivery of service through the continuous improvement of good quality processes and procedures.
• Organize and coordinate resourcing update sessions with Line Managers.
• Coordinate and provide support to Line management in the development of case studies and interview guides were required for senior roles (Bands 6 and up).
• Meet regularly with the Recruitment Hub concerning vacancies in the business area, recruitment activity, and progress.
• Ensure that all appointments, transfers and promotion practices comply with company policies and procedures and labor legislation

Qualifications

• Experience: Minimum 4 years of HR experience
• Proven HR Business Partner or Generalist experience, preferably in an international environment
• Strategic thinking, being comfortable in giving consultative advice to the local management team Very good knowledge of labor law
• -Very good knowledge of payroll processing
• Good influencing skills with the ability to coach and develop line managers
• Good conflict and problem-solving skills – being able to apply creative solutions
• Ability to deliver hands-on HR support
• A real team player who works proactively and is passionate about providing great HR support