Lead People Partner at Huntswood

Role Purpose

• The Lead People Partner acts as the strategic liaison between the People Team and the broader business, ensuring that people initiatives align with and support organisational goals. The role provides expert guidance on people-related matters, contributes to business planning, and leads the delivery of people strategies that enhance organisational performance, employee experience, and business outcomes.

Responsibilities
Employee Relations Leadership

• Provide expert advice and guidance on misconduct, operational requirements, incapacity, grievances, and dispute resolution.
• Facilitate and chair matters relating to disciplinary processes, incapacity, operational requirements, grievances, and disputes.
• Mitigate and defend employee relations risk, including representation at the CCMA where required.
• Identify gaps within existing employment frameworks, policies, and procedures, and implement improvements.
• Drive Employment Equity initiatives and ensure compliance with all relevant legislation and organisational policies.
• Coach and support leaders in managing complex employee relations matters effectively and consistently.

Strategic People Partnership

• Partner with senior leaders to align people strategies with business objectives.
• Act as a trusted advisor to leadership teams on organisational design, workforce planning, talent management, succession planning, and organisational effectiveness.
• Lead people-related initiatives that drive engagement, productivity, employee retention, and business performance.
• Provide insight and recommendations using people data and trends to support business decision-making.
• Support organisational change initiatives and ensure effective change management practices are implemented.

Performance and Talent Management

• Drive a high-performance culture through effective performance management practices.
• Facilitate talent reviews, calibration sessions, and succession planning activities.
• Identify performance risks and work with leaders to implement measurable improvement plans.
• Promote leadership development and coaching initiatives across the business.
• Proactively identify opportunities to improve workforce capability and effectiveness.

Stakeholder Management and Relationship Building

• Build strong working relationships with stakeholders across all levels of the organisation.
• Act as the primary People Team contact for assigned business areas.
• Conduct regular stakeholder engagement sessions to understand business needs and provide updates on people initiatives.
• Deliver strategic recommendations based on employee feedback, business trends, and operational requirements.
• Present Monthly Business Reviews (MBRs) and provide insight into people performance and organisational effectiveness.
• Promote collaboration between departments to achieve positive business outcomes.

Absence, Attrition and Workforce Planning

• Analyse absence and attrition trends and implement strategies to improve retention and attendance.
• Oversee stay interview and exit interview programmes, identifying key themes and actionable insights.
• Develop and implement initiatives that enhance employee engagement and reduce unwanted turnover.
• Work closely with operational leaders to support workforce planning and people forecasting activities.

Reporting and People Analytics

• Produce meaningful, data-driven reports that support strategic and operational decision-making.
• Analyse people metrics, identify trends, and provide recommendations to improve business performance.
• Ensure reporting is accurate, timely, and aligned to stakeholder requirements.
• Present findings and insights to senior leadership teams.

People and Business Projects

• Partner with the People Projects Team and business stakeholders to successfully deliver people-related and organisational projects.
• Lead strategic people initiatives from planning through to implementation and evaluation.
• Ensure projects deliver measurable outcomes aligned to business objectives.

Leadership and People Management

• Lead, develop, coach, and inspire members of the People Team.
• Conduct regular one-to-one meetings and performance reviews.
• Set clear objectives and ensure team members perform in line with agreed deliverables and responsibilities.
• Identify development opportunities and create robust career development and succession plans.
• Provide regular updates and recommendations to the Head of People Operations and Chief People Officer.
• Foster a culture of continuous improvement, accountability, and collaboration.

Employee Engagement, Wellbeing and Culture

• Lead the planning and delivery of employee engagement and wellbeing initiatives.
• Partner with internal and external stakeholders to enhance the employee value proposition.
• Support the delivery of engagement, recognition, and wellbeing programmes across the business.
• Monitor engagement trends and recommend actions to improve employee experience.
• Stay informed of emerging wellbeing practices and workplace trends to continuously evolve initiatives.

Minimum Requirements

• Managed an HR teams
• IR proficiency rated at 3 or 4
• Grade 12 or equivalent NQF Level qualification.
• Tertiary qualification or equivalent NQF qualification in Human Resources or a related field.
• Minimum of 5 years' experience in a People Partnering, HR Business Partner, or broader HR leadership role.
• Supported 1,000+ employees
• Demonstrated experience in Employment Equity, Succession Planning, and HR/Change Management projects
• Proven experience across employee relations, talent management, organisational development, workforce planning, HR governance, learning and development, people analytics, and HR projects.
• Demonstrated experience influencing and partnering with senior stakeholders.
• Strong knowledge and practical application of South African labour legislation.
• Sound understanding of CCMA processes and practice.
• Previous contact centre or BPO experience advantageous.
• Advanced Microsoft Excel and PowerPoint skills.

Required Skills

• Strong leadership and people management capability.
• Ability to coach, mentor, and develop high-performing teams.
• Excellent communication and influencing skills.
• Strong stakeholder management and relationship-building skills.
• Active listening and consulting capability.
• Exceptional coaching and feedback delivery skills.
• Strong planning, organisation, and prioritisation abilities.
• Data analysis and reporting capability.
• Commercial awareness and business acumen.
• Problem-solving and decision-making skills.
• Adaptability and resilience in a fast-paced environment.
• Strong knowledge of employment legislation and HR best practice.
• Ability to lead change and influence organisational outcomes.