Human Resource Business Partner

Duties Include But Are Not Limited To The Following

Our client in the explosives industry is currently looking for an HR Business Partner with mining experience and in-depth knowledge of industrial relations that will be responsible for implementing people processes; improving HR processes, practices, and systems to achieve enhanced effectiveness and efficiency; and proactively supporting and educating employees and line management on HR processes. This role also supports the execution of the people plan tactically.

Recruitment and onboarding of employees.

Takes an active part in the selection process, in collaboration with the HRBP and line management.
Manages the employment contracting, enrolment, and onboarding process.
Analyses trends and proposes alternative recruitment sources.
Effective and efficient management of the recruitment and onboarding processes.

Talent Management

Implements talent management processes by educating line managers and employees on the processes.
Manages the talent management processes and monitors adherence.
Analyses all talent management-related data and recommends changes where necessary to facilitate process improvement.
Talent management processes implemented and used effectively.
Deadlines adhered to and processes completed on time.
Talent management data integrity.

Employee Relations/ Industrial Relations

Assists in providing a first-line labor relations consulting service.
Promotes dispute prevention.
Evaluates the merits of the case and advise on the process and preparation required.
Attends hearings, grievances, and other employee relations meetings as an advisor to ensure procedural and substantive fairness.
Facilitates timeous resolution of grievances.
Understands Labour Legislation, related policies, and procedures and communicates applicability to line management and employees.
Clearly knows and understands employee relations policies and processes.
Understands and communicates the impact of decisions and actions on wider employee relations, precedent-setting, morale, and reputational risk.
Advises and educates line managers and employees on documented employee relations processes,
legislation, and policy application.
Ensures relevant hearings and grievance meetings are set up.
Reviews the work of subordinates in terms of their drafting of relevant documentation.
Enables the transformation of the ER culture, especially within line management.
Implements partnerships with all other initiatives across the Region that can contribute to the transformation of the culture within the department.
Compliance with procedural and substantive fairness requirements.
Accurate, relevant, and complete documentation and system management.

Remuneration and Employee Benefits

Understands all remuneration and benefits principles, policies, and procedures and can explain them clearly to employees and line managers.
Do calculations and formulae related to remuneration and benefits.
Do salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
Does audits and highlights inequalities in remuneration and benefits.
Compensation and benefits are understood by employees.
Accurate calculation of remuneration, rewards, and benefits.

Staff movement and separation of employees

Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation).
Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity).
Efficient and effective implementation of staff movement and separation processes and procedures.

Process efficiency

An in-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.
Leads the implementation and execution of solutions.
Knows and understands HR policies, processes, and systems and communicates these effectively to all relevant stakeholders.
Advises and educates on the correct application and intent of HR policies, processes, and systems.
Regularly reviews work against compliance and required objectives and standards.
Monitors line management's application and implementation of HR processes.
Directs employees and line management with the correct route to take with more complex HR issues.
Ensures the integration of employee engagement, motivation, and empowerment initiatives and policies across the BU (both within and outside of HR.
Increased HR process efficiencies in business.
Effective implementation of relevant HR solutions.
Clear single point of contact for HR-related issues.
Enhanced service to employees and line managers.

Change Agent

Implements clearly defined change management processes and facilitates the successful implementation of change projects.
Utilises necessary material to support line management and employees in adhering to change expectations.
Coaches and educates line management and employees in respect of the practical application of the change processes.
Change management projects and processes implemented.

Leadership and Growth Results

Supports and articulates vision and values and goals aligned with the business direction.
Continuously seeks to improve personal mastery, and professional and business growth (ensuring technical/professional development in the specialist area).
Shares expertise freely and often.
Demonstrates the Enaex values
Personal development plan executed
Best practices adopted

Customer and Relationship Results

HR marketing and communication
Understands the people's needs of the Business and can communicate and market the relevant HR service offerings.
Knows service offerings of internal and external service providers and can effectively utilize such offerings to satisfy people-related needs of the business.
Investigates and recommend alternative or new service providers.

Customer relations

Correctly identifies customer needs and challenges.
Proactively educates customers about changes to HR policies, processes, systems, and product offerings.
Proactively engages with customers through participation in employee forums, management meetings, and one-on-one interactions.
Builds effective relationships with own team and network.
Educates, coaches, and supports line management in developing values-based partnerships within the Business Unit.

Employee engagement

Proactively engages with employees through informal and formal interaction, information sharing, and providing general advice.
Translates employee issues into potential business risks and advises relevant stakeholders accordingly.
Takes the necessary action where risks are identified.
Challenges and reframes employee thinking in a positive framework.
Positively advocates engagement.
Explains the rationale of and provide perspective on company projects, procedures, and policies.
Implements initiatives to enhance employee motivation, engagement, and empowerment.
Business Unit aware of HR processes and makes use of HR services.
Effective identification and utilization of internal and external service providers with relevant products and services to meet Business needs.
Full understanding of customer needs.
Projects a positive image of HR and the company.
Increased performance through effective working relationships.
Positive employee relations.

Requirements