Partner - HR Partner.Human Resources at MTN

Job Description

• The Human Resources Partner executes the Business Unit or Region HR frontline implementation, enablement and delivery of the people agenda.

Responsibilities

Key Deliverables

The HR Partner will be accountable to achieve the following objectives:

• Governance
• Tactical Meetings
• Provide input in tactical meetings when required
• Provide inputs into the business / function unit or Region transformation initiatives when required
• Provide inputs into the risk mitigation and controls
• Prepare documentation required for sign-off / making decisions regarding tactical changes

Escalations

• Escalate issues that will result in severe time, scope, productivity, and cost or resource impact
• Provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery within the delegations of authority framework

Performance

• Ensure execution in alignment with divisional or Regional strategy
• Provide input into SLA approval and exception performance review

Reporting

• Report on a regular basis to reporting manager relating to progress made within business / function unit or Region and in accordance with the measurement metrics set by the organisation
• Report on an ad hoc basis on specific projects as and when necessary
• Operational Delivery

Assist the HR Consultant to manage, localize and implement the people strategy and agenda relating to:

• Organization Design
• Workforce Planning and Analytics
• Performance Management
• Talent Management
• Leadership & Career Management

Employee Relations

• Facilitation of disciplinary hearings, grievances, and appeal hearings
• Implementation of related processes, policies and guidelines as per MTN policies and related labour legislation framework
• Continually monitor effectiveness and compliance with guidelines
• Create open communication channels regarding ER issues
• Advise & guide the line managers & employees on consistent application of the Disciplinary & Grievance Processes

Human Capital Management (Recruitment, Selection and onboarding of candidates & Exit)

• Support management of headcount within the business or Region inline business goals and budgets
• Assess employees’ levels of Competence against the relevant profiles/frameworks
• Assist in compilation of competency based questionnaires to be used in the interview
• Facilitation of the interviews and taking an active role in the overall selection of the candidates
• Ensuring appointed candidates are settled with regard to HR related activities i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc.
• Support employee induction and orientation
• Ensures internal controls are complied with to minimise recruitment risk
• Input into succession planning and influence decisions around key posts earmarked for successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements
• Ensure compliance to set Employment Equity targets and policies
• Provide support to line management in managing the staff exit process
• Conduct exit interviews and produces a quarterly report on trends

Performance and Talent Management

• Facilitate the implementation of Performance Management Process in the respective Business Units and Region
• Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines
• Support clarification of roles and responsibilities for both line managers and employees regarding the IPF
• Support the facilitation of action plans being put to place regarding performance improvement for under performers as identified and performed by line management;
• Actively Monitor Succession Planning and Ensure the Development of Key Talent;
• Guide and facilitate career path process together line and individual employees
• Implementation of talent management strategies and policies

Organisational Design and Learning & Development

• Have an understanding of how to develop Job Profiles in accordance to MTN Methodology
• Coordinate all OD, culture alignment and Learning & Development interventions and any other approved interventions
• Management of BU organisational structures and manpower balancing
• Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward

Human Resources policies and procedures

• Communicate and educate the Business units on all HR policies, procedures and processes
• Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc.

Relationship Management

• Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line managers, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility
• To promote and ensure fair employee practices and people culture development
• To facilitate and promote a positive climate of mutual trust and respect

Remuneration

• Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'
• Manages remuneration costs in relation to the contribution to business objectives (includes being up to date with the latest information through published salary surveys and other related sources)
• Through payroll processing area, ensures an efficient payroll service to line
• Monitors overtime trends and if necessary implements corrective action

Regional Support

The Human Resources Partner is expected to:

• Provide support to all business and functional units based in the Region
• Execute the key deliverables, governance, reporting, etc in the context of the Region
• Act as key HR generalist support role within Regions representing all HR verticals and COE functions in execution of the people agenda (Reward, Employee Experience, Employee Relations, Service Operations)
• Operate in a matrix organization that requires strong alignment and collaboration with HR Business Partner peers and COE functions on the people agenda
• Ensure alignment with the Senior HR Business Partner and implement the vertical business / function business agenda and people plan

Qualifications

• Minimum of 3 year tertiary degree / diploma (Human Resource/ Behavioural Sciences/ Business Studies / Management and/or Equivalent)
• Minimum of 3 years’ experience in working in the HR domain in telecommunication environment with specific focus on OD, performance management, talent management and workforce planning 
• Demonstrated experience partnering with clients on solving business/operational issues through the application of progressive people systems (Human Resources) practices.
• Project management experience
• Worked across diverse cultures and geographies
• Experience working in a medium to large organization

Competencies:

Functional Knowledge

• Business/ Financial Acumen
• Telecom Operating Model, Business and Market knowledge
• Knowledge of HR polices and processes
• Talent Sourcing
• Workforce Planning and Analytics
• Organization Design and effectiveness
• Performance Management
• Employee Relations and applicable labour legislations
• Leadership and Career Management
• Functional KPI design
• Functional skills and competencies

Skills

• Strong consultative skills (influencing, assessment, facilitation, expectation setting, relationship building)
• Analytical and Data interpretation
• Excellent verbal and communication skills
• Demonstrated time management and priority setting skills
• Possesses flexibility to work in a fast paced, dynamic environment
• Project management
• Reporting & Presentation Skills
• People Management
• Dealing with ambiguity and complexity
• Conflict Management
• Negotiation skills
• Numerical skills
• Ability to operate in a matrix organization

Behavioural

• Accountable
• Adaptable
• Confidence
• Agile
• Culturally aware
• Gets work done
• Innovation
• Inquisitive

Apply Before 10/15/2025