Human Resources Business Partner at RCL Foods

Job Description    
RCL FOODS is on the hunt for an HR Business Partner to join our Chicken Division (Processing). The role will be responsible for the KZN Region (Processing).

The Talent Acquisition team is searching for a high-impact HR professional, the ideal candidate would have managed multiple sites, had exposure to leading HR transformation initiatives, and extensive IR knowledge.

• The purpose of the role is to support the implementation of HR strategy in the business by ensuring that the HR delivery is fully aligned to business goals within their functions.
• To utilize the talent development process and tools delivered by the Organizational Efficiency Team in order to provide and develop the diverse talent pipeline for the short-term needs of the company.
• To bring HR insight (including Employee and Industrial Relations) to bear on all people-related issues (people, capabilities, organization, leadership, and culture) and to be a “trusted advisor” to management

Minimum Requirements    

• Degree in Human Resource Management.
• Valid Code EB drivers’ license.
• Must have at least 5 years experience as an HR generalist, of which 1 year must be in an advisory role.
• Employee Relations Management is essential

The successful candidate will display the following leadership standards:

• Provide inspirational leadership.
• Create a culture of execution.
• Display business insight and innovate.
• Develop customer service obsession.
• Develop commitment through engagement.
• Capable to work within matrix organization structures.

Duties & Responsibilities    

• Workforce Strategy and Plan Formulation
• Work in partnership with the regional leadership team to establish the HR strategies and plans necessary to support the achievement of SIA targets.
• Work closely with managers to identify and develop future staffing and talent needs.
• Monitor the achievement of strategies and plans and adjust, when necessary.

Talent Attraction and Management

• Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities, through the utilization of the Centre of Excellence (e.g. talent management tools/processes and metrics).
• Manage the recruitment, selection, and appointment process, ensuring that the right person for the job is appointed.
• Analyze workforce information and productivity measures and work with plant or regional managers to implement effective performance management and appraisal system.
• Analyze the results of the process and facilitate the implementation of interventions to improve performance results.
• Manage the succession planning process in the plant or region.
• Manage the employment equity of the plant or region.
• Oversee terminations and exits according to policy guidelines.

Talent Development

• Identify specific employment and development issues from workforce trends and staff feedback mechanisms. Drive the implementation of training, mentoring, and coaching programs to address the identified need. Monitor and assess the impact of the training on individual and regional performance.

Workforce Modernisation

• Act as an advocate of change and modernization in support of business and HR strategies.
• Identify and implement workforce modernization (including identification of new ways of working, role redesign, and improved performance measurement systems) opportunities that support effective and efficient production and operations.

HR Practice Management

• Champion best practice human resource management.
• Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practices to embrace diversity in the workforce.
• Support the collection of HR/organisational effectiveness metrics and measurement for the business across an HR lifecycle.
• Interface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision.
• Escalates HR service provision issues through the Functional HRBP.

Employee Relations

• Lead management in employee relations and conflict resolution.
• Manage and monitor conduct/misconduct, disciplinaries, and grievances in the plant or region.
• Advise managers on complex employee relations issues.
• Support the business with the employee and industrial relations by having knowledge of legislative requirements, an understanding of the impact on the organization, and developing a relationship with the works council, unions, government, regulatory bodies, and the community.
• Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.

Change Management

• Lead (and project manage) key HR initiatives and change programs to ensure that they are delivered in accordance with agreed requirements realizing effective coordination of people and resources.
• Ensure that, as appropriate, such initiatives are embedded and the benefits realized.
• Lead the process of staff involvement.
• Facilitate the creation of strong communication plans to ensure clarity, understanding, and alignment of regional initiatives.
• Act as a catalyst for building organizational effectiveness within the region.

Coaching

• Advise, coach, and support managers on the wide range of staff leadership activities, ranging from the design, implementation, and leadership of change programs, to the management of individual cases, in order to ensure that all staff is managed efficiently and effectively and in accordance with organizational practice.
• Enhance leadership capability through workforce models and development of people management skills.
• Increase organizational competence through mediation and other techniques.
• Support managers in fostering a supportive culture through appropriate initiatives.