People Business Partner - Durban at Pick n Pay Stores Limited

• Relevant degree (e.g., B Comm / HR / business / Psychology); post-graduate degree advantageous.
• 5+ years’ experience in an HR role with exposure to managing all aspects of the HR value chain.

Competencies:

• Interpersonal agility to be able to build strong relationships at all organisational levels
• Strong influencing, negotiation, and facilitation skills
• Resourceful problem solver with excellent judgement and decision-making skills
• Analytical, integrative, systems thinker
• Strong business and commercial acumen

Skills & Knowledge required:

• Sound generalist human capital knowledge (ideally in a unionized environment)
• Able to co-create and deliver talent interventions that meet business requirements
• Vendor management skills
• Advanced computer literacy
• Knowledge of the HR component of an ERP system (e.g., SAP / Oracle)
• Sound knowledge of the full MS Office suite
• Strong interpersonal and communication skills.
• Excellent negotiation and decision-making abilities.
• Ability to manage multiple priorities and meet deadlines.
• Knowledge of employment laws and regulations.
• Strong attention to detail and organisational skills.

Strategy alignment:

• In consultation with line, prioritize HR objectives, draw on technical HR skills to propose solutions and create plans and metrics to meet these objectives. Ensure understanding of Pick ‘n Pay’s HR strategy and vision to facilitate alignment within own area.

Organisational effectiveness and resourcing:

• Identify vacancies to be filled in conjunction with line management and execute recruitment for all vacancies in line with recruitment process. Integrate job profiles into onboarding, performance contracts and development plans.

Performance and talent management and succession:

• Actively promote the performance management processes amongst new and existing employees. Communicate performance management process, timelines, and templates.

Learning and development:

• Implement Learning and Development initiatives in accordance with defined policies and processes
• Provide input into the identification of needs within operating environment

Compensation, benefits, and HR services:

• Provide advice to line managers on all reward policies and practices
• Communicate employee value proposition (EVP) and changes to conditions of service and benefits
• Diversity and inclusion accountability and employment equity:
• Implement diversity and inclusion programmes and provide tools and support where needed.

Employee relations:

• Implement and communicate any changes in the strategy and advise line managers on changes. Communicate with recognised trade unions/employees in the regions regarding company ER Strategy in the event of any changes

Change management:

• Provide input into the design and implementation of key stakeholder engagement and communication interventions in support of critical business initiatives, with particular focus on culture and shared vision and values.

HR effectiveness:

• Ensure accuracy of all inputs into HR systems and critical HR metrics, (e.g. time taken to recruit the right people; skills shortages; recruitment costs; post-placement trends; attrition rates; talent and retention issues, etc).

Business partnering:

• Execute the HR strategy into store operations
• Partner with leaders and managers as trusted adviser to achieve shared organisational objectives and drive a high-performance culture
• Effective teamwork, self-management, and alignment with group values
• Continually drive best-in-class solutions and practices
•  Drive and instill Pick ‘n Pay values at all levels
•  Remain abreast of legislation, new developments, etc.