Senior Human Capital Business Partner at Momentum Metropolitan Holdings Limited

Role Purpose    

• To partner and collaborate with senior leaders on aligning human capital practices with business objectives, whilst leading a team of human capital professionals to drive organisational success.

Requirements    

Experience

• 5 – 8 years’ experience as a Human Capital Business Partner or Human Capital Advisory and or equivalent relevant experience. 
• 2 – 3 years’ management/leadership experience. 
• Specific licensing or registration
• Demonstrated experience in transitional organisational development/ strategic human capital/resource management (Desirable).
• Registered Psychometrist, independent practice with the Health Professions Council of South Africa (HPCSA)    (Desirable)
• Registered member with South African Board for People Practices (SABPP)  (Desirable)
• Registered Psychologist with the Health Professions Council of South Africa (HPCSA)    (Desirable)

Skills

• Strategic human resources planning skills
• HR management skills
• HR consulting skills
• Human resources management systems - HRMS skills (PeopleSoft)
• Business acumen skills
• Communication skills (written and verbal)

Knowledge

• Human capital/resources and labour relations processes, principles, practices, and regulations. 
• Industry insights, market trends, and competition awareness. 
• Alignment of human capital strategies with business goals and challenges.
• Translating business objectives into human capital strategies. 
• Knowledge of relevant legislation and regulatory requirements (e.g., Basic Conditions of the Employment Act (BCEA), and Labour Relations Act (LRA)). 
• Understanding key human capital metrics. 
• Knowledge of ethical standards and confidentiality. 
• Knowledge of human capital software for data management. 
• Good understanding of performance management practices.

Duties & Responsibilities    

Process

• Contribute to the development of the human capital strategy and agenda to drive people solutions that enable business outcomes.
• Oversee and manage the operational human capital portfolio to deliver on business objectives.
• Engage and partner with senior leadership in the business to understand their needs to develop and implement integrated tactical and operational people plans and human capital solutions in response to business and people challenges.
• Collaborate with various stakeholders to develop and implement initiatives aimed at optimising and managing organisational design, organisational effectiveness, employee engagement, and retention.
• Partner with human capital teams to deliver effective, efficient, integrated, and value-added human capital solutions to the business in line with business needs.
• Support the development of human capital practices and engage with relevant stakeholders to ensure the human capital practice is suited to the business unit.
• Drive the implementation and adoption of various human capital practices and processes using various tools such as facilitating sessions to educate employees and senior line managers on these practices.
• Promote efforts to measure employee satisfaction and climate within supported client groups, and facilitate action planning to improve employee engagement and overall workplace culture with senior leaders.
• Advise, coach, and support senior leaders on a wide range of staff leadership activities, ranging from the design, implementation, and leadership of change programs with the support of the organisational effectiveness team.
• Implement leadership development initiatives in partnership with organisational effectiveness, organisational development, and learning and development, to empower and enable leaders across business and actively management of leadership development programs.
• Identify training and development initiatives to address any learning or development challenges in line with business needs and engage with the learning and development department to facilitate implementation.
• Influence key business decisions to ensure the effective management of employees through the fair, efficient, and pragmatic application of best practices.
• Guide and provide input on organisational design elements and support the organisational change.
• Provide leadership, consultation, and advice to the business in the areas of workforce planning, talent management (including talent acquisition), succession planning, onboarding, and performance management to align the needs of the business with the workforce.
• Utilise people analytics to identify trends and metrics to develop, optimise and implement human capital solutions that address key business challenges and drive business objectives.
• Keep abreast of industry trends and best practices to optimise the human capital service offering.
• Ensure human capital compliance to mitigate risk.

Client

• Build and maintain relationships with clients and internal and external stakeholders.
• Deliver expectations of clients and internal and external stakeholders.
• Make recommendations to improve client service and fair treatment of clients within the area of responsibility.
• Participate and contribute to a culture that builds rewarding relationships, facilitates feedback, and provides exceptional client service.
• Continuously monitor turnaround times and quality standards and resolve issues speedily to enhance client service delivery.
• Drive client service delivery goal achievement in line with predefined standards to ensure that clients receive appropriate advice.
• Manage client query processes and ensure that queries are tracked, accurately resolved, and used as a mechanism to improve client service and human capital processes.

People

• Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption, and maximise employee productivity.
• Select and recruit suitably qualified talent in line with employment equity principles and the organisational culture
• Drive a culture that guides and directs best practices, fostering an environment of continuous learning, improvement, and cohesiveness.
• Effectively manage performance within the team to ensure business objectives are achieved.
• Encourage innovation, change agility, and collaboration within the team.
• Promote efforts to improve employee satisfaction and climate within the team.
• Facilitate action planning to improve employee engagement and overall workplace culture in the team.
• Mentor human capital/resources business partners and consultants and ensure they develop and support the head of human resources to ensure succession is in place in their teams.

Finance

• Identify solutions to enhance cost-effectiveness and increase operational efficiency.
• Manage financial and other company resources under your control with due respect.
• Control the budget for the area, including the authorisation of expenditures and implementation of financial regulations.
• Manage high-risk and problematic financial issues in the area of accountability and contribute to the development of policy. 

Competencies    

• Interpreting Data        
• Providing Insights      
• Developing Strategies
• Convincing People    
• Articulating Information                       
• Making Decisions
• Empowering Individuals        
• Embracing Change   

Closing Date    

• 2026/02/07