Strategic People Partner at Capitec Bank

Purpose Statement

• Guide business leaders as strategic people partners during the design and delivery of a unique people plan that will inspire, empower, care for and develop their people
• Responsible for the development, execution management and optimisation of new and existing people initiatives to business in partnership with the HR Specialist Areas (HR CoEs) and the business. 

Experience

Minimum:

As a people partner:

• At least 4 years’ experience in one or more specialist area within HR (i.e. recruitment and selection, talent management, learning and development, etc.) 

As a strategic people partner:

• At least 3 – 4 years’ experience as a generalist or strategic people partner to one or more dedicated client areas, supporting key clients at a senior management level within the organisation
• Must have proven experience in the building and maintaining of key client relationships at a senior management level within the organisation
• Proven experience in the leading, planning and managing of multiple change HR initiatives/tasks/processes/project deliverables across a dedicated client area/areas

Qualifications (Minimum)

• Grade 12 National Certificate / Vocational in Grade 12 National Certificate
• A relevant degree in Human Resources or Industrial/Organisational Psychology

Qualifications (Ideal or Preferred)

• A relevant post graduate degree in Human Resources or Industrial/Organisational Psychology

Knowledge

Minimum:

• Commercial, business and financial principles and practices
• Consulting principles, processes & techniques 
• HR management systems.
• Governance and risk management principles

General HR processes and procedures as it relates to business partnering:

• Talent acquisition
• Talent development
• Leadership development
• Remuneration and reward, including job evaluation and benchmarking
• Performance management concepts, principles, and practices related to planning, monitoring, rating, and rewarding employee performance 
• Organisational design and development, including job description/Competencies/Career paths
• Relevant labour legislation (i.e. LRA, EEA, BCEA)

Ideal:

• Commercial, business and financial principles and practices. 
• HR management systems.
• Governance and risk management principles

General HR processes and procedures as it relates to business partnering:

• Talent acquisition
• Talent development
• Leadership development
• Remuneration and reward, including job evaluation and benchmarking
• Performance management concepts, principles, and practices related to planning, monitoring, rating, and rewarding employee performance 
• Organisational design and development, including job description/Competencies/Career paths
• Relevant labour legislation (i.e. LRA, EEA, BCEA)

Skills

• Problem solving skills
• Communications Skills
• Interpersonal & Relationship management Skills
• Analytical Skills
• Leadership Skills