Junior Human Capital Business Partner - Centurion at Momentum Metropolitan Holdings Limited

Requirements

• Bachelor's degree or equivalent qualification in a relevant field such as Human Resources, Industrial Psychology, Behavioural Sciences, or a related discipline.
• Honour's degree or equivalent qualification in a relevant field such as Human Resources, Industrial Psychology, Behavioural Sciences, or a related discipline (advantageous).
• Registered Psychometrist, independent practice with the Health Professions Council of South Africa (HPCSA) (advantageous).
• 1 - 2 years' experience in a Human Capital Consulting/Business Partnering/Generalist role.
• Knowledge of relevant legislation, including the Employment Equity Act (EEA), Basic Conditions of Employment Act (BCEA), and Labour Relations Act (LRA)
• Knowledge of the Human Capital Value Chain.
• Proficient in HR technology tools and systems.
• Basic understanding and knowledge of Human Resources principles, policies, and practices.
• Demonstrated project contributions such as coordinating project activities, tracking progress, or collaborating with project teams.

Duties & Responsibilities

Recruitment, Onboarding & Offboarding:

• Manage the end-to-end hiring process. Support the development of client-specific recruitment strategies.
• Facilitate the onboarding process for new employees, ensuring a smooth transition into the organisation and alignment with company culture and values.
• Collaborate with relevant stakeholders to assist in the development and refinement of accurate and comprehensive job descriptions and role profiles.
• Support clients in managing employee terminations.
• Provide guidance on exit interviews and feedback processes.

Employee Relations:

• Provide support in managing employee relations issues, providing guidance to employees, and helping to resolve conflicts.
• Support in conducting investigations into employee complaints or concerns.
• Provide expert advice, guidance, and support to Line Managers and employees on labour relations matters, ensuring that they are well-informed about relevant policies and procedures, and escalate issues when necessary.

Training and Development:

• Support training initiatives and assist in identifying employee development needs.
• Coordinate training sessions or workshops and track employee participation.
• Collaborate with stakeholders to identify training needs and make recommendations of internal programmes/coaching to facilitate the need.

Performance Excellence:

• Assist in the performance excellence process, including goal-setting, performance reviews, and development plans.
• Provide guidance to managers and employees on performance-related matters.
• Deliver training sessions to capacitate line managers with performance excellence tools/processes.
• Support the business with performance excellence year-end and related processes in full compliance with established standards, policies, and procedures, contributing to accurate performance assessments and reviews.

Benefits Administration & Remuneration:

• Support and address administration and employee inquiries related to employee benefits.
• Work closely with the payroll department to address employee inquiries related to payroll and collaborate on resolving payroll-related issues.
• Collaborate closely with the Remuneration & Benefits team to facilitate benchmarking activities to ensure that the organisation's compensation and benefits packages remain competitive.

Data Analysis and Reporting:

• Assist in the generation and validation of human capital (HC) reports, ensuring accuracy and completeness, and provide these reports to clients with a focus on highlighting key pertinent areas for their attention.
• Assist in gathering and analysing HR data to identify trends and make recommendations for improvement.
• Stay updated on HR industry trends and best practices.
• Contribute to the preparation of HR reports for management, participating in client meetings and presentations as needed.

HR Project Support:

• Develop and implement initiatives that foster a positive work climate and culture, aiming to energise employees, a sense of purpose in their work, reduce work disruptions, and enhance overall employee productivity.
• Manage and support people related and/or Human Resources projects, initiatives and or interventions that are assigned, ensuring that they are executed according to established project plans and objectives.
• Facilitate and support the successful implementation of Human Capital (HC) projects as needed, such as policy reviews, process improvements, or system implementations, and participate in cross-divisional collaboration on Human Capital (HC) projects to ensure their alignment with organisational goals.
• Assist in designing and implementing employee surveys to gather feedback on various aspects of the workplace, including culture.
• Contribute to initiatives that promote and reinforce the organisational culture.
• Assist in the planning and execution of employee recognition and well-being programmes.
• Assist with adhoc HC-related events.

Employee, Stakeholder Engagement & Communication:

• Contribute to employee engagement initiatives and events.
• Collect feedback and suggest improvements to enhance the workplace experience.
• Assist with internal communication related to HR policies, initiatives, practices, and events.
• Provide guidance to stakeholders on HR best practices, policies, and procedures by investigating, engaging, and resolving queries independently and, when necessary, in collaboration with relevant stakeholders to ensure timely and accurate resolution.
• Serve as a point of contact for employee inquiries and stakeholders, understanding their HR needs and challenges.
• Manage general administrative tasks in collaboration with the Human Capital Associate to ensure the smooth functioning of Human Capital operations.
• Collaborate with payroll to communicate changes in payroll processes or timelines to employees.
• Contribute to communication efforts around learning and development opportunities.

Competencies

• HR Consulting skills: Ability to convey complex HR concepts in a clear and understandable manner.
• HR Advisory Skills: Capacity to provide insightful guidance and advice to clients or internal stakeholders on HR matters.
• Business acumen skills: Understanding the organisation's business goals and industry context.
• Communication & Presentation Skills: Ability to communicate clearly and effectively, both verbally and in writing, presenting HR data through visualisations, such as charts and graphs, to enhance understanding.
• Relationship Building: Build and maintain positive relationships with colleagues, clients, and stakeholders.
• Team Collaboration: Aptitude for working effectively in a team environment. This involves being a team player, contributing ideas, and collaborating on projects.
• Adaptability: Flexibility and adaptability to navigate change and work effectively in evolving circumstances. Being open to new ideas and adjusting to shifting priorities.
• Problem-Solving Skills: Critical thinking and a proactive approach to addressing issues and resolving conflicts.
• Analytical Skills: Ability to analyze data, trends, and metrics to inform decision-making.
• Time Management: Efficiently managing time and priorities to meet deadlines and deliver quality work.
• Influencing Skills: Building consensus and gaining support for initiatives.
• Innovative Thinking: Ability to generate and promote innovative ideas, fostering a culture of creativity and continuous improvement within the team and organisation.