Human Capital Business Partner
Job Description
JOB PURPOSE
The Human Capital Business Partner undertakes strategic and operational Human Capital activities for the operation, while working collaboratively with the Head of HC and Senior HCBP.
Responsible for working within the operation to shape and influence the people agenda, partnering with line management to translate business priorities into HC activities which can be implemented by the HC Team in the operation.
Working proactively with the operation leaders and fellow HC colleagues to ensure HC services are delivered fairly and consistently to a high-quality standard.
Key Responsibilities
Strategic and Operational Human Capital Business Partnering
- Provide input into the implementation of the operations HC strategy.
- Partner with and provide insightful Human Capital expertise to business leaders and the HC team on all people-related subjects.
- Act as the primary HC contact for the operation.
- Coach and develop line managers on several HC business-wide initiatives, including cultural change programmes and employee engagement strategies.
- Coordinate the deployment of HC skills and expertise from across the HC service delivery model to bring the right people solutions to the operation.
- Evaluate and develop the right skills in the right places across the business, facilitating plans to fill gaps where needed.
- Inspire business leaders within the operation to deliver HC transformation of their area, aligning ways of working to create a high-performance people culture.
- Input into the organisation design to ensure that structures, roles, and responsibilities, enable delivery and a high-performance culture.
- Drive a high-performance culture within the operation (through talent reviews, succession planning and identifying opportunities for talent development).
- Partner with, consult with and influence the line management on people needs to enable delivery of business targets (e.g., through driving the development of talent pipelines within the operation).
- Implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
- Partner with line management within the operation to ensure integrated people strategy and fair people management.
- Advise management on people matters and demonstrate the value of HC to the business by voicing key people concerns.
- Participate in relevant HC related projects in the respective operation working with members of the wider HC team (e.g., operations roll out of a new policy or process).
- Engage line management to advocate and demonstrate compliance with HC policy and champion interventions.
- Hold business accountable to deliver performance and people management, challenging quality where needed.
- Proactively manage all relevant communication between stakeholders.
- Perform all relevant administration to achieve efficiency and automation.
- Concentrate on HC issues and high-risk HC cases, considering risks and determining solutions and initiatives.
- Guide and assist line managers to determine supply and demand to ensure the effectiveness of the sourcing strategy.
- Demonstrate understanding of remuneration and provide guidance regarding remuneration matters. Pro-actively communicating with the operation regarding remuneration matters where appropriate.
- Provide feedback from the operation to the HC Leadership on the relevance and effectiveness of policy, tools, and processes to help improve their design.
- Work closely with fellow HC colleagues to continuously monitor and identify opportunities for improvement in the efficiency and quality of HC services; provide business feedback to appropriate HC governance forums.
- Ensure understanding of the business drivers and strategy of the operation.
- Bring business perspective to people data providing valuable insight to shape business strategy and decision-making. Work with other parts of the HC Function to provide business intelligence.
- Ensure maximum participation in HC meetings, committees, and forums to achieve economies of scale relating to HC services.
- Drive utilisation of the HR Information System within the organisation and lead the ownership of the HR Information System within the HC team.
- Responsible for ensuring Data quality on all systems in the organisation.
- Implement Service Level Agreements and Standard Operating Procedures for strategic HC partnership and service delivery aligned to the Altron framework.
- Input into business operations risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.
- Provide feedback to the relevant stakeholders within the HC Leadership to initiate improvement projects that will increase profits, improve efficiencies, or protect against risks in the function.
- Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
Manage relationships with operational Heads and Business partners and act as a trusted advisor.
Internal
COMMUNICATIONS & WORKING RELATIONSHIPS:
- Heads of Operations and Business Units
- Group Executive HC,
- HC Leadership
- Altron HC Community
- All stakeholders within the operation
- Ensure the effectiveness of the HC operation.
- Manage relevant HC operations initiatives.
- Provide advice to line management.
- Provide input to Altron Head Office relating to HC
- Collaborate across the HC function
- Consultants and Service Providers
- Relevant Government Entities
- Work with consultants and service providers
- Fulfil statutory obligations
QUALIFICATIONS, EXPERIENCE, & SKILLS:
- Bachelors Degree in Industrial Psychology/Human Resources or any relevant degree
- Professional membership in HC association (preferred)
- 5-7 years of progressive, professional experience with an emphasis in HR Generalist and Business Partnering
- Detail orientation, proven organisational skills and high degree of accuracy.
- Working knowledge of relevant local labour legislation.
- Practical knowledge of remuneration. A good knowledge of reward systems, payroll systems and workflow.
- Strong oral and written communications skills.
- Excellent negotiation skills.
- Experience of partnering with line management and the HC team to produce long term HC strategies.
- Good knowledge of HC systems.
- An understanding of employee engagement that is beyond the theoretical and can demonstrate it with practical examples of how to improve it in the workplace.
- Excellent prioritisation skills.
- Strong influencing and conflict resolution skills.
- Excellent practical knowledge in Human Capital Management theories and principles.
- Strong practical knowledge of all areas of HC: change management, organisational development, employee relations, transformation and BBBEE, talent and performance management, learning and development, rewards and benefits, payroll, talent acquisition, workforce planning, HC analysis, employee retention and engagement.
- Ability to maintain supreme levels of ethical behaviour and confidentiality.
- Strong analytical and problem-solving skills.
- Ability to work independently and within teams.
- Ability to identify opportunities for improvement.
- Ability to impart and share knowledge and skills.
- Ability to work in a fast-paced environment and under pressure.
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