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  • Posted: Jul 29, 2021
    Deadline: Not specified
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  • MTN Group Limited entered the telecommunications scene at the dawn of South Africa’s democracy, in 1994. In 1998, we began our expansion by acquiring licences in Rwanda, Uganda and Swaziland. Since then, we continued to grow, with a view of bringing world-class telecommunications and digital services to markets across Africa and the Middle East. Throug...
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    Human Resources Consultant - Business Partnering (WC)

    Mission

    The Human Resources Consultant - Business Partnering (HRC) supports and executes the Business Unit HR frontline implementation, enablement and delivery of the people agenda in the following business / functional areas:


    Key Deliverables

    The HR Consultant will be accountable to achieve the following objectives:

    1. Governance
      1. Strategic Meetings
      2. Provide input in strategic meetings when required
      3. Provide inputs into the business / function unit transformation initiatives when required
      4. Provide inputs into the risk mitigation and controls
      5. Perform evaluation baseline of Service Level Agreements (SLAs) and key performance indicators  (KPIs)
      6. •Provide input into the preparation of proposal on change initiatives SLA, policies and procedures
    2. Escalations
      1. Escalate issues that will result in severe time, scope, productivity, and cost or resource  impact
      2. Provide solutions to escalations that have multiple processes / functions impact on critical  path of service delivery
    3. Function Tactical
      1. Provide input into business / functional unit projects initiated
      2. Identify and document key risks, issues and dependencies and set mitigation actions
      3. Prepare documentation required for sign-off / making decisions regarding tactical changes
    4. Performance
      1. Ensure execution in alignment with divisional strategy
      2. Provide input into SLA approval and exception performance review

    Reporting

    Report on a periodic basis to reporting manager relating to progress made within business /   function unit and in accordance with the measurement metrics set by the organisation

    Report on an ad hoc basis on specific projects as and when necessary

    1. Operational Delivery
    2. Organization Design
    3. Evaluate and generate business-specific insights to advise business / function unit on   organization design solutions and practices that are result oriented
    4. Assist in localizing and implementing the functional organizational architecture operating   model, strategy, objectives and budgets in conjunction with HR COE team
    5. Maintain and update the organization structure, headcount sizing, job profiling and transition   plans - in line with the operating model, strategy, objectives and budgets for business /   functional unit
    6. Provide inputs for the development of business / functional unit Competency framework in  conjunction with Organization Design team
    7. Analyse and prepare headcount and FTE sizing proposal for HR COE functions (aligned with the  budgets)
    8. Develop job profiles relevant to the positions in the business / function unit, along with the  business / functional leaders, in line with the OD and Rewards Policies. Ensure appropriate  protocols and approvals are obtained prior to rollout.
    9. Ensure timely communication of new/revised job profiles to HR teams for operational  implementation
    10. Responsible to ensure co-ordination of job/position evaluation for business / function units
    11. Periodically review, analyse and report on OD and People data for the HR COE’s to ensure  compliance to the OD standards and policies.
    12. Prepare, present and report on key organization design metrics such as span of control,  organization layers, headcount and critical position vacancies for the business / functional  units in line with the practices defined by the HR COE Team
    13. Workforce Planning and Analytics
      1. Assist in the development, monitoring and reporting of Functional HR budgets relating to  headcount and cost for the Business Unit.
      2. Assist in the development and presentation of strategic and operational workforce plans for the  Business Unit, in line with the methodology and framework defined by the Global Organization  Strategy and Performance vertical
      3. Prepare key Business Unit workforce metrics (headcount, HR budget and cost, talent and  organization metrics etc.) based on data/inputs received from the HR COE, to the respective  Business Leaders on a timely and accurate basis.
      4. Analyse, prepare and circulate workforce related analytics and insights specific to business /  functional units
      5. Provide inputs to optimize allocation of resources, ensuring that resources are sufficient, and  that duplication of resources occurs is minimised
      6. Assist in preparing key highlights of business objectives/plans and workforce related plans to  report on a timely basis to the HR COE teams.
    14. Performance Management
      1. Assist with the appropriate research, inputs, insights and leading practices relating to  business-specific people performance metrics and KPIs
      2. Ensure implementation and adherence to the performance management framework and methodology  within the Business Units
      3. Educate and communicate with line managers in the business / functional units on the various  performance management responsibilities, processes, policies, people management practices
      4. Execute the implementation of performance programs and initiatives for business / functional  units
      5. Assist in the cascade and socialisation of approved functional KPIs and targets for business / functional units
      6. Monitor and report on process compliance of the business / functional units to key performance  schedule of activities and timelines
      7. Assist in the effective execution of goal setting, moderation and calibration processes for the  business / functional units
      8. Participate and ensure appropriate closure of action relating to ad-hoc performance  interventions such as facilitating individual development plans, management of performance  improvement candidates, resolution/escalation of performance related conflicts, technical  systemic constraints etc. and so on.
      9.  Proactively coordinate with the HR / Business Performance teams to obtain reports and undertake  necessary actions based on the performance metrics results
    15. Talent Management
      1. Proactively analyse and derive insights to assist the Senior Manager in developing top talent  management, strategic hiring and retention strategies
      2. Assist in developing strategic talent sourcing strategies which align with the workforce needs  of the business / functional units, in conjunction with the HR COE and wider HRBP network
      3. Support the implementation of buy, build and bind strategy for business / functional unit with  the sourcing strategy
      4. Develop and manage a sound sourcing channel plan for various levels / skills of the functions,  in line with the business / function unit workforce plan
      5. Support the Senior Manager in management of top/critical skills management strategies for the  business / functional units
      6. Provide insights and feedback to HR functions and BU leaders to enable strategic interventions  for retention, motivation, development and career management
      7. Prepare and present reports and key metrics and indicators for talent management within the  business / functional units
      8. Participate in key talent sourcing processes and procedures including selection processes
    16. Regional Support
      1. In addition, the Human Resources Consultant supporting the Regional Model is expected to:
      2. Lead a team of HR Partners where applicable
      3. Provide support to all business and functional units based in the Region
      4. Execute the key deliverables, governance, reporting, etc in the context of the Region
      5. Act as key HR generalist support role within Regions representing all HR verticals and COE  functions in execution of the people agenda (Reward, Employee Experience, Employee Relations,  Service Operations)
      6. Operate in a matrix organization that requires strong alignment and collaboration with HR  Business Partner peers and COE functions on the people agenda
      7. Ensure alignment with the Senior HR Business Partner and implement the vertical business /  function business agenda and people plan
      8. Support the Employee Relations portfolio within Regions and implement related ER/HR activities,  policies and procedures
      9. Execute and plan HR administration duties in collaboration with Service Operations during the  transition phase of the HR operating model
      10. Champion and own the leadership and career management agenda within the regions

    Education

    1. Minimum of 3 year tertiary degree / diploma (Human Resource/ Behavioural Sciences/ Business  Studies / Management and/or Equivalent)
    2. Relevant certification / accreditation / membership with professional bodies in the area of  organization design, business performance & productivity etc. (advantageous)

    Work Experience

    1. Minimum of 5 years’ experience in working in the HR domain in telecommunication environment with  specific focus on OD, performance management, talent management and workforce planning
    2. Demonstrated experience partnering with clients on solving business/operational issues through  the application of progressive people systems (Human Resources) practices.
    3. Project management experience
    4. Worked across diverse cultures and geographies
    5. Experience working in a medium to large organization

    Method of Application

    Interested and qualified? Go to MTN on www.linkedin.com to apply

    Note: Never pay for any training, certificate, assessment, or testing to the recruiter.

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