RAIN-BOW: HR Business Partner (Inland Region) 

HR Business Partner (Inland Region) 

Location: Rustenburg

Role Purpose:

The purpose of the role is to support the implementation of HR strategy in the business by ensuring that the HR delivery is fully aligned to business goals within their functions.To utilize the talent development process and tools delivered by the Organizational Efficiency Team to provide and develop the diverse talent pipeline for the short-term needs of the company.

To bring HR insight by driving the HR Dashboard nationally (including Employee and Industrial Relations) to bear on all people-related issues (people, capabilities, organization, leadership, and culture) and to be a “trusted advisor” to management. The successful incumbent will also service the Mpumalanga and Gauteng region (extensive traveling involved).

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Required Qualifications:

• Degree or Diploma in Human Resource Management
• Valid Code EB drivers’ license

Required Experience:

• Must have at least 5 years’ experience as an HR generalist, of which 1 year must be in an advisory role
• Employee Relations Management
• FMCG experience an advantage

The successful candidate will display the following leadership standards:

• Provide inspirational leadership.
• Create a culture of execution.
• Display business insight and innovate.
• Develop customer service obsession.
• Develop commitment through engagement.
• Capable to work within matrix organization structures.
• Lead by example.

Key responsibilities:

Driving HR Dashboard in the region

Workforce Strategy and Plan Formulation

• Work in partnership with the regional leadership team to establish the HR strategies and plans necessary to support the achievement of SIA targets.
• Work closely with managers to identify and develop future staffing and talent needs.
• Monitor the achievement of strategies and plans and adjust, when necessary.

Talent Attraction and Management

• Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities, through utilisation of the Centre of Excellence (e.g. talent management tools/processes and metrics).
• Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed.
• Analyse workforce information and productivity measures and work with plant or regional managers to implement an effective performance management and appraisal system.
• Analyse the results of the process and facilitate the implementation of interventions to improve performance results.
• Manage the succession planning process in the plant or region.
• Manage the employment equity of the plant or region.
• Oversee terminations and exits according to policy guidelines.

Talent Development

• Identify specific employment and development issues from workforce trends and staff feedback mechanisms.
• Drive the implementation of training, mentoring and coaching programmes to address the identified need. Monitor and assess the impact of the training on individual and regional performance.

Workforce Modernisation

• Act as an advocate of change and modernisation in support of business and HR strategies.
• Identify and implement workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient production and operations.

HR Practice Management

• Champion best practice human resource management.
• Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.
• Support the collection of HR/organisational effectiveness metrics and measurement for the business across a HR lifecycle.
• Interface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision.
• Escalates HR service provision issues through the Functional HRBP.

Employee Relations

• Lead management in employee relations and conflict resolution.
• Manage and monitor conduct/misconduct, disciplinaries and grievances in the plant or region.
• Advise managers on complex employee relations issues.
• Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the works council, unions, government, regulatory bodies and the community.
• Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.

Change Management

• Lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources.
• Ensure that, as appropriate, such initiatives are embedded and the benefits realised.
• Lead the process of staff involvement.
• Facilitate the creation of strong communication plans to ensure clarity, understanding, and alignment of regional initiatives.
• Act as a catalyst for building organisational effectiveness within the region.

How To APPLY

Click here to Submit CV

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Good Luck!!!!