Senior Human Capital Business Partner at Standard Bank Group

Job Purpose

• Provide Human Capital guidance and process support to line managers and employees in order to enable business to deliver on their people agenda.

Key Responsibilities/Accountabilities

Assist line managers with organisation structures, job descriptions and employee relations matters

• Review appropriateness of job contents with line managers for all new and updated job descriptions in general staff and managerial grade levels, prior to submitting for job evaluation and publication.  Encourage line managers to use job descriptions that are already available before creating new ones. Draw existing job descriptions from the job library to share with line managers.
• Extract reports relating to organisation structures as and when needed. 
• Arrange updates to the organisation structures on the SAP system on a monthly basis and provide updates, amendments and feedback to line managers and Human Capital colleagues.
• Sit in on disciplinary and grievance procedures for straightforward or routine cases. Prepare session packs in advance. Complex cases have to be referred to the Human Capital Business Partner.

Assist line managers with resourcing their teams and to perform workforce planning

• Review requests for replacement vacancies against headcount budgets as part of the quarterly workforce demand forecasting reviews.
• As part of engaging with employees across the business, identify potential job opportunities for employees and arrange interaction with resourcing teams where appropriate.
• Participate in interviews on request.
• For non-permanent resources that are contracted through payroll, review the terms of the contracts against the standard approved terms and conditions prior to distribution to the candidate.
• Ensure that onboarding processes are followed for all new joiners. Follow up with the resourcing teams for all open items such as employee numbers and benefit selections.
• Participate in the orientation process held in the business to meet new starters and position the offerings from Human Capital.
• Conduct exit interviews for junior managers who have resigned as well as a sample of other employees. Compile analysis of the results of the exit interviews and share with the Human Capital Business Partner if any concerns are flagged.

Assist line managers with performance management and reward processes

• Advise line managers and team leaders on the process used to set goals using the bank's system.  
• Check reports showing the progress of capturing performance goals and follow up with line managers if there are overdue items.
• Track all employees on performance improvement plans and monitor closure/exit.  Ensure that documentation, including performance review notes are thoroughly documented and stored.
• Review remuneration matching by comparing the employee salary to the salary survey information. Highlight gaps or inconsistencies in the matching to the Human Capital Business Partner for the area.
• Prepare basic analytics and presentation materials for reward and performance moderation sessions. Take minutes and log decisions taken in such sessions.
• Explain the recognition programmes in the bank to employees and line managers.
• Conduct performance analysis for specific employees and identify if performance gaps could be addressed with training interventions. Provide feedback to the line managers on what training and job rotation opportunities are available to their teams.
• Support the coordination of key events in the Human Capital calendar.

Ensure that line managers are aware of human capital processes 

• Encourage line managers to use self service portals for reporting and transactional activities such as leave approvals.  Spend time with line managers to show them how the self service portals work.
• Assist with human capital reporting and provide summary views to the business. Engage with Business Intelligence if more complex reporting is needed.
• Act as the change champion for improvements in Human Capital processes by explaining the benefits to line managers.
• Review and understand the services provided by PeopleFirst.  Encourage line managers and employees to use their services.  Provide feedback to PeopleFirst if employees are not having a good service experience.

Preferred Qualification and Experience

Required Qualifications:

• Diploma in Human Resources
• Studying towards a degress in business or Human Resources.

Experience:

Human Capital: Business Partnering

• 1 - 2 Years
• Previous experience in Human Capital in a junior advisory role would be preferred.

Knowledge/Technical Skills/Expertise

• Discretion allowed for decision making
• Degree of guidance received to solve problems
• Degree of original thought required to solve problems
• Accountability for planning of activities
• Business Accountability (Impact on end result)