Regional Human Capital Business Partner at Sanlam Group

What will you do?

• This role is responsible for supporting the business unit in all human capital matters, including implementing the human capital plans and programmes that support the management of talent within the business unit where it operates.
• The role needs to operate between business and human capital, focusing on meeting the business unit people needs, while ensuring compliance with regulations and adherence to Sanlam’s HC policies and processes.

What will make you successful in this role?

• This role is required to operate at a tactical level, dealing with difficult and somewhat complex challenges under limited oversight, but leveraging of existing frameworks, policies, guidelines, and practices to address those challenges.
• The role is required to influence decision-making related to people matters at business unit level and leverage of the HC network to deliver on the business needs.

These are the key outcomes expected from this role:

• Be a trusted advisor to the business and managers on all people matters.
• Support the business in their people needs, including talent acquisition, talent management and development, performance management, rewards, and recognition.
• Drive awareness and understanding of Sanlam’s people strategy, policies and practices and ensure adherence to HC frameworks and guidelines.
  Ensure regulatory compliance across the people practices.
• Be an agent of change and support the implementation of change and transformation programmes across the business unit.
• Accountable for all reporting, analytics and measurement related to HC in the business unit.

Key Deliverables:

Business partnering

• Act as a trusted liaison between business and human capital, by having a good understanding of the business and how it generates value for the various stakeholders and broad experience and understanding of human capital practices and disciplines, to provide sound advice to business and managers on how to drive engagement and performance of their people, leveraging of Sanlam’s people practices and policies.

Strategy execution

• Support the Human Capital Strategy execution at business unit level, by contributing and monitoring the implementation of the HC plans.

Policy implementation:

• Keep abreast of all Human Capital policies and policy changes and ensure that business and employees are aware and have a good understanding of the Sanlam HC policies, driving and monitoring adherence to policies.
• Regularly engage with business to understand the effectiveness of HC policies in the business unit and provide recommendations to Human Capital leadership on policy changes/enhancements that will better support the business and talent management.

Transformation and change

• Drive the implementation of diversity & inclusion, transformation and change processes and plans, engaging with business to get buy-in and facilitate the change and transformation processes.
• Act as a change and transformation champion to the business unit, monitoring the progress and effectiveness of the programmes, plans and processes and providing regular feedback and updates to HC Leadership and CoEs.

Compliance

• Ensure adherence to labour regulations and legislation, by engaging with business on a regular basis to create awareness of regulatory requirements, monitoring compliance across the different human capital processes and taking action either directly or through escalation in case of non-compliance.

Talent acquisition and onboarding

• Drive the talent acquisition process, from business need identification, role and candidate profiling to candidate sourcing and selection.
• Leverage Sanlam’s job architecture and talent acquisition frameworks and assessment tools to ensure business needs are met, in terms of skills, capabilities and fit.
• Support business in onboarding new employees, to ensure a smooth integration within the business unit and awareness and understanding of the Sanlam’s employee value proposition, rewards and benefits programmes, people processes and policies.

Talent management

• Drive the execution of leadership and development programmes, namely programmes for new talent (internships, graduates, bursaries, youth), development, upskilling and reskilling programmes, including, but not limited to, leadership skills, skills of the future, soft skills, technical skills, product training, by: facilitating the programme execution processes; engaging with the Talent and L&D CoEs to ensure training content is curated and available on the training platforms; liaising and coordinating training through external providers; and monitoring the execution and effectiveness of implemented programmes.
• Facilitate the talent management and review processes, as well as career and performance management processes with business, in line with the defined frameworks and guidelines, to ensure that the processes are completed effectively and talent identification, classification and performance is done in adherence to Sanlam’s talent and performance frameworks.

Analytics and reporting

• Provide data and insights to both business and Human Capital leadership and CoEs, by analyzing relevant data across the different HC processes and programmes, combined with an understanding of trends across the industry, market and global talent practices.
• Compile reports that highlight any areas of concern or opportunities for improvement.

Qualification and Experience

• Degree in Human Resources Management or related field,  with at least 5 years related experience
• Labour Law/LLB post-graduate qualification will be advantageous

Knowledge and Skills

Tactical level knowledge and experience in the following core areas:

• Sound experience in the Human Capital generalist roles in a corporate environment, preferably in insurance (high volume sales), including, but not limited to, talent acquisition, performance management, skills development, learning & development, and employee relations.
• Proven experience as a change agent and/or in supporting transformation initiatives.
• Reasonable understanding and relevant experience with local regulations and labour legislation, including, but not limited to, Employment Equity, Labour Relations, Basic Conditions of Employment and Skills Development.
• Basic understanding of remuneration and benefits concepts and practices in the market, gained through previous experience or training.
  Good business acumen and financial acumen, developed in prior experience in business partnering roles, to quickly grasp how business generates revenue and value.
• Relevant experience in matrix organizations and engaging with different levels within the organization, enabled by a good networking and influencing skills and good organizational awareness.
• Technological savvy, to efficiently leverage of Sanlam’s systems and tools, as well as to extract relevant data and information.