Senior Human Resource Business Partner - Houghton at SBV Services (Pty) Ltd.

Drive Human Resources (HR) strategy implementation and monitor progress of HR initiatives rolled out

• Provide input to HR initiatives to be implemented to support the achievement of the HR strategy.
• Provide insight and contribute to project initiatives in terms of framework development for implementation in the business, i.e., new talent or performance processes.
• Accountable for the implementation of HR strategies, framework, standards, policies, and initiatives for SBV’s Support Office functions and Executives.
• Drive the execution of HR plans and ensure integration with key HR deliverables and interventions.
• Report on the progress, gaps and performance improvements on HR key Initiatives.
• Manage and coordinate HR related programs/projects in accordance with the HR strategy.

Service Excellence

• Build strategic relationships through consistent consultations with clients.
• Provide high-quality advisory and delivery of service to clients in Support Office’s and Executives, in line with set HR standards, policies and procedures.
• Attend client management meetings, as agreed, and provide solutions to their HR related concerns.  Respond to client queries within agreed turnaround times.
• Determine client requirements as per their department’s strategy and key initiatives being rolled out.
• Tailor the general HR service to the unique client requirements in collaboration; with the Head of People Operations and within the HR policy and compliance frameworks.
• Contribute to the enhancement of the HR service functional delivery levels (e.g. mapping and improvement of business processes).
• Contribute and manage the optimisation of specialised services relevant to the allocated department.
• Provide information on specific trends and practices to the relevant HR Specialist (EE, ER, L&D, and REM etc.). 
• Present HR best practices to situational business needs for consideration and implementation.
• Develop adequate competencies for HR Officers to render a first line HR enquiry and information service.
• Keep track of client requests being attended to and resolved.
• Maintain open communication lines and provide feedback to improve the service. 

Reporting

• Provide weekly to monthly reports on key HR metrics, such as vacancy tracker, movements/headcount reports, and leave reports to key stakeholders in the support service areas as well as the Head of People Operations as part of monitoring and tracking of key metrics.
• Use data analytics and reporting to conduct audit, track and identify gaps/challenges within the business and at a national level.
• Provide ad-hoc reports to Line Management as and when required.
• Report on progress on the implementation/roll–out of the transformational programmes.
• Report on performance management trends and analysis.

Strategic and Operational HR Service

• Participate in and/or lead all required HR Business Partner projects as assigned. 
• Initiate and implement HR related projects in Support Office.
• Manage the end-to-end implementation process for Support Office.
• Conduct training for line managers and equip HR Officers to manage the rollout, handle queries, and embed the change for their respective centres.
• Contribute actively to building the reputation of the HR Department within SBV by ensuring that it meets the quality standards for service delivery to all internal clients. 

Provide advice to Executives and Support Office on the SBV’s HR policies, procedures, and practices, as well as related legislation, relating to the following key HR value adding services, inter alia:

• Recruitment, selection, and placement
• Manpower planning
• Job analysis and Profiling
• Talent and Performance management
• Learning and development
• Succession and retention
• Employee relations
• Compensation management
• Employee assistance
• Manage adherence to HR procedures and processes within the client departments, with the support from HR Subject Matter Experts (SMEs).
• Identify and manage HR related risks.

Planning, Recruitment & Selection

• Manage and facilitate the recruitment and appointment processes in collaboration with the HRBP/s and HR Officer/s in the team. 
• Coordinate the following activities for effective planning, recruitment and appointment process:
• Provide an effective resourcing service to the departments, including influencing and advising Line Management on job analysis, job descriptions, job evaluation, advertising, and shortlisting.
• In collaboration with the Organisational Design team, assist the Line Manager to compile and update the relevant job description/s.
• Partner with Recruitment and Line Managers to determine the selection criteria.
• Ensure that complete and accurate documentation (advertisements, job descriptions and recent Employment Equity (EE) stats) is submitted, as agreed with the relevant Line Manager. 
• Follow up with the Recruitment team to address queries from Line promptly.  
• Screen and shortlist candidates in line with the criteria provided by the Line Manager.
• Coordinate and arrange interview sessions and lead the discussions with the panel members and candidates. 
• Assist the panel collating interview scores and selecting prospective candidates.
• Liaise with the prospective candidates with regards to the employment offer and negotiate terms when necessary.
• Follow up on appointments and oversee the probationary ratification of permanent appointments whose probationary period will expire soon. 
• Submit all documentation to Shared Services to create and process the necessary documents on the HR system.
• Work in conjunction with the Recruitment Manager to drive the recruitment strategy and model within SBV and within one’s Business Unit/s.

Shared Services and System Support

Partner with the Shared Services department to ensure the smooth running of HR processes in terms of:

• Uploading relevant documents on SAGE for verification and processing of HR requests by the Shared Services team, i.e., engagement packs, terminations, transfers, promotions, salary adjustments, etc.
• Liaising with the Shared Services team on requests and queries received from business.
• Monitoring and keeping track of requests being actioned and closed.
• Auditing relevant data received from Shared Services to ensure accuracy of information captured on SAGE and advise on any changes required or discrepancies identified.
• Interface with the HRIS function on system related issues and/or queries.
• Responsible for monitoring compliance and adherence to the HR processes, policies and procedures within the Support Office functional areas.
• Promote compliance to the internal HR communications framework and principles.

Employee Relations

• Provide guidance and support to Line Managers on Employee Relations (ER) matters, in line with relevant procedures and guidelines.
• Assist Line Managers in resolving ER issues to avoid escalation to shop stewards/union representatives.
• Liaise with the ER department to resolve matters of a serious nature and high impact to the business.
• Where required, support the ER Department in attending or representing HR in disciplinary hearings for Operations

Remuneration

• Responsible for preparing offer letters, in terms of promotions and new hires, in accordance with approved remuneration guidelines and framework.
• Partner with the Remuneration management team on aspects to consider in terms of pay, in line with business requirements.
• Partner with Remuneration Manager to provide training to Support Office managers on remunerations principles.

Learning and Development

• Manage that sufficient induction programmes are implemented for the department’s new staff members. 
• Provide guidance, advice and support to clients on Learning and Development interventions, including:
• Facilitating the process of identifying training/upskilling needs in collaboration with the organisational development team.
• Providing advice and support in terms of Personal Development Plans (PDPs), and bursary applications.
• Supporting the roll-out of training with SMEs and training providers.
• Compiling and submitting participant reports/attendance registers to the organisational development team.

Talent Management process

• Manage the implementation of the approved SBV Talent Management Framework and the succession planning methodology for Operations.
• Educate and provide the line managers and employees with the necessary support during talent management process.
• Provide the Head: People Operations and applicable Manco with a consolidated report as per the agreed reporting standard/format and within the set timelines.
• Monitor and track progress of the Talent nominated employees.

Develop a staffing plan by:

• Analysing workforce requirements to proactively implement talent management interventions e.g identifying key positions and scarce skills in conjunction with the relevant SME.
• Identifying key interventions for each risk area and liaise with the relevant SME, where necessary.
• Providing accurate workforce requirement forecast for the budgeting process and put in place proactive interventions.

Retention and Onboarding Management

• Provide data and trend analysis on the department’s retention successes and risks. 
• Identify and facilitate the implementation of effective retention management strategies in collaboration with the SMEs responsible for Performance Management, Organizational Development and Retention.
• Partner with the Recruitment team to implement the onboarding plan.
• Conduct exit interviews, obtain relevant data (exit interview questionnaire and quantitative data gathered during the interview) and submit/discuss relevant findings to the key stakeholders in operations and SME for further trends analysis and consolidation to derive lessons learnt as part of continuous improvement. 
• Discuss risk areas with the Line Manager, recommend preventative/remedial actions and implement as agreed.

Performance Management

• Provide Performance Management guidance and support in terms of principles and system functionalities. 
• Oversee that the implementation of Performance Management in Support Office takes place.
• Partner with Organizational Development to provide performance management training in Operation areas.
• Drive and provide support on the performance management process in Support Office functions.

Employee Wellness

• Support the wellness department in facilitating and referring employee wellness cases through the approved service provider (ICAS) in terms of:
  • Disciplinary referrals (anger, conflict, depression, substance abuse: alcohol, drugs, etc.)
  • Work-related issues (stress, work performance problems, conflict in the workplace, retrenchment, retirement, stress, change in the workplace, relationship difficulties)
  • Psychosocial issues (depression, anxiety, etc.)
• Provide necessary documents for related claims.

Organizational Design

• Support business in partnership with the Organizational Design team, in reviewing the business operating model by assessing the people impact and identifying any position/s that will be impacted (new or affected).
• Prepare proposals to justify changes in the structure and any new position that may not have been budgeted for.

People Management

• Oversee and manage a team by addressing any escalated issues and providing guidance on day-to day deliverables.
• Monitor and measure the department’s performance in accordance with the metrics agreed upon.
• Develop and maintain a motivated and high-performance team.
• Drive team engagement and accountability to ensure best in class services.
• Provide required training and development to staff to ensure optimal performance.
• Drive productivity and efficiency in the team.

Change and Communications

• Partner with the change and communications team, to assist in the roll-out of communications to regions and centres through the HRBPs and HR Officers.
• Act as the change agent for the business operation.
• Drive the SBV values while inspiring confidence and generating excitement, enthusiasm, and commitment towards the mission.
• Lead from the front as an ambassador and executor of change initiatives such as embracing transformation and being an inspiring and ethical leader.
• Motivate, direct and influence employee behaviour to achieve business goals during critical business period to ensure continuity to operations.
• Drive a clear and consistent messages/narrative on a case for change to the initiatives that focus on reconfiguration of the business functions to secure buy in and allay anxieties across the business.
• Initiate and lead a culture of performance driven output through shared purpose, vision and values.

NB: Communication will be limited to shortlisted applicants only.

SBV recruitment is committed to transformation and diversity alignment.

Requirements

• 5 years’ experience in human resources business partnering

Minimum Requirements: Education

• BA/ B Com degree in Human Resource Management/Industrial Psychology
• Post-graduate degree in Human Resource Management/Industrial Psychology is an added advantage