Human Resources Business Partner at Rand Mutual - RMA

Purpose

Reporting to the General Manager: Operations, the HR Business Partner will be responsible for leading and managing the people management related agenda at the internal client by gaining an in depth understanding of the client’s business and ensuring the people related agenda supports and helps the client achieve its goals and objectives.

Qualification and experience required

• NQF Level 7: Bachelor’s Degree in Human Resources or related field
• 7 years’ experience as a human resource business partner / HR generalist
• Experience in the medical aid / health management / insurance industry is advantageous

Key areas of responsibility

Talent Management

• Actively participate in the Talent Acquisition process for Claims Operations including providing input into short lists and participating in the interview process
• Gain an in-depth knowledge of the business unit’s talent, to actively identify performance gaps, skill gaps, leadership gaps and decreased employee engagement
• Ensure effective talent management processes are understood and implemented in the business unit
• Proactively identify key talent, and ensure talent management strategies are implemented e.g. career discussions with manager, career development plan with clear objectives and goals, provision of mentors etc.
• Develop succession plans for key talent and key positions in relation to Centre of Excellence
• Work with management and L&D Specialist to proactively identify appropriate training needs across the business unit
• Participate in the evaluation and monitoring of training programs to ensure success of training initiatives
• Roll out talent management initiatives i.e. job shadowing

Ensure a motivated workforce

• Work with management to increase employee engagement
• Work with management to identify areas of decreased morale and develop strategies to ensure long term employee engagement

Management of Human Resources Operations

• Provide guidance and coaching to line managers and employees on Employee Relations related issues referring to the Centre of Excellence when appropriate
• Ensure effective onboarding for new employees into the business unit, to ensure they can start performing in their roles as soon as possible
• Regularly send people related communication to the department i.e. new hires and leavers, promotions etc
• Consistently and proactively consult with line management and provide HR guidance where appropriate
• Effectively align business processes with people management in the business unit
• Proactively support the delivery of HR processes in the business unit
• Act as an employee champion and change agent within the business unit
• Act as a link between HR’s Centre of Excellence and the business unit, adjusting HR solutions when necessary
• Provide HR policy guidance and interpretation to employees and managers
• Proactively assess and anticipate HR needs in the business unit
• Actively spend time with employees and managers to gain an in depth understanding of the business objectives and processes, and ensure the people related agenda will lend to organisational efficiency, improved people management skills, and a shorter response time for HR.
• Seek integrated solutions for people management issues that link the HR agenda to the business agenda
• Maintain a correct balance between supporting the business to achieve its business objectives and being the voice of HR
• Act as a single point of contact for the employees and managers in the business unit
• Formulate positive business relationships with employees, managers and the HR department in order to deliver value-added service to management and employees that reflect the business objectives

Performance Management

• Ensure that performance management is applied consistently, and that the appraisal process is conducted timeously in line with company practices and timelines.
• Conduct quarterly performance reviews calibration with Managers
• Analyse monthly one on ones Performance discussions forms and quality reports to identify trends and areas of concern\focus and highlight these to the Managers and GM: Operations
• Launch 360-degree feedback surveys for Team Leaders and Managers quarterly. Collate responses and compile individual reports
• Provide day to day performance management guidance to line managers e.g. coaching, counselling
• Act as the performance improvement driver and provokes positive changes in the people management agenda

Reward and Recognition

• Actively drive the recognition culture in the department by encouraging staff and Managers to participate in the monthly Claims Staff Awards
• Vet nominations in line with the criteria prior to GM: Operations for final approval
• Proactively encourage Claims Management department participation at the RMA Recognition Scheme and the Year-End Staff Awards

Reporting

• Analyse trends and metrics to identify problems in people management areas such as absenteeism, disciplinaries and performance management
• Provide accurate and professional reports and presentations for the management team when required

Knowledge, skills and competencies required

• Knowledge of business policies, processes and procedures, legal compliance
• Knowledge of South African Labour Law advantageous
• Business insight
• Anticipating, Creating and Managing Change
• Planning, Organising and Follow through
• Verbal and written communication
• Negotiation
• Building relationships
• Analytical thinking
• Complex problem-solving