Senior HR Business Partner at Apex Group

Role Purpose

• The Senior HR Business Partner (HRBP) serves as a strategic partner, balancing the operational needs of business leaders.  This occurs through translating the global People & Culture strategy into impactful local execution. The role provides end-to-end HR support with a strong focus on workforce planning, employment equity, transformation, employee wellness, change management, and regulatory compliance across the Africa region.

Key Responsibilities

Strategic HR Partnership & Strategy Implementation

• Align local people practices with the global people strategy.
• Provide insight into organizational design, capability building, and workforce sustainability.
• Operate effectively within a global, matrixed, commercial environment.
• Translate workforce plans into actionable requirements for Talent Acquisition.
• Support strategic resource allocation and people cost forecasting.

Operational HR Support 

• Ensure effective delivery of employee lifecycle activities, including:
• Workforce planning
• Talent management
• Performance management
• Partner with finance teams on budgeting, payroll input, and benefits oversight.

Lead cyclical activities 

• Lead annual and cyclical workforce planning processes with business leaders, such as performance, promotions, and salary adjustments.
• Analyze headcount trends, skills gaps, succession risks, and future workforce capability needs.
• Manage employee well-being calendar and ensure initiatives are implemented.
• Employment Equity & B-BBEE Oversight (South Africa)
• Drive implementation of the organization’s Employment Equity Plan in line with the Employment Equity Act.
• Ensure accurate and timely reporting to the Department of Employment and Labour.
• Facilitate Employment Equity Committee processes and consultations.
• Oversee B-BBEE activities related to employment practices in accordance with the Broad-Based Black Economic Empowerment Act.
• Monitor transformation metrics and recommend corrective interventions where required.
• Promote Equality, Diversity, Inclusivity, and Belonging (EDIB) in both policy and practice.

Employee Relations & Risk Management

• Advise managers on disciplinary matters, grievances, incapacity processes, and poor performance management.
• Ensure compliance with the Labour Relations Act and other applicable employment legislation.
• Identify and mitigate employment-related risks.
• Promote consistent and fair application of People policies.
• Guide managers in fostering a positive and legally compliant work environment.

Coaching, Development & Manager Enablement

• Coach managers on employment practices and people leadership.
• Drive initiatives to improve manager self-sufficiency in people management.
• Identify learning and development needs and partner with L&D to address capability gaps.
• Mentor and support leaders in navigating complex people issues.

Change Management & Transformation

• Lead and support local HR aspects of organizational change initiatives.
• Provide structured change management support to leaders and employees.
• Drive transformation activities aligned to strategic and regulatory requirements.
• Facilitate employee engagement during transitions to minimize disruption and resistance.

Data Analysis & Insight-Driven Decision Making

• Analyze HR data to identify trends and inform strategic decisions.
• Translate data into actionable recommendations that drive organizational performance.

Reward and Benefits 

• Oversee monthly remuneration benchmarking and lead the annual remuneration review process, including data submission and market analysis through Remchannel.
• Ensure that our employee benefits are competitive and aligned with best practices.

Essential Skills & Experience

• Proven experience in a global, matrixed, commercial environment.
• Strong ability to translate strategic context into operational execution.
• Extensive experience in leading people-focused change initiatives.
• Exceptional stakeholder management skills.
• Ability to manage complex and sensitive matters with discretion and diplomacy.
• Demonstrated ability to mentor and coach managers.

Qualifications

• Bachelor’s degree in human resources, Industrial Psychology, or related field.
• Postgraduate qualification (advantageous).
• Professional registration with the South African Board for People Practices is preferred.
• 5–8+ years HR generalist experience, with at least 3 years in a Senior HR Business Partner role.