Job Purpose<\/p>\n
\tAt Vector Logistics, we believe that our people are our greatest asset, and we are looking for a dynamic, strategic HR Business Partner (HRBP) to join our team. As an HRBP at Vector Logistics, you will play a key role in aligning our people strategy with business goals, driving organizational success, and fostering a culture of engagement and collaboration. You will partner closely with business leaders and teams to provide expert HR guidance and support, implementing innovative solutions that enable the growth and success of our organization.
\n\tTo support managers and teams in business delivery through enhancing their capability to deliver Strategy into Action (SIA) components, manage their people, implement change and build relations with key stakeholders (internal and external). To utilise the talent development process and tools delivered by the Organizational Efficiency Team in order to provide and develop the diverse talent pipeline for the short term needs of the company. To collaborate with the business for the creation a high-performance culture by supporting the implementation of team and organisation design solutions. To bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership and culture). \u00a0
\n\tFacilitate HR service delivery to the business.To work in partnership with plant or regional managers to provide professional HR advice, coaching and solutions that support the business in the identification and management of workforce issues and major change programmes. To develop workforce plans that support the plant or region and the organisational strategy and agenda. To support the development, integration and implementation of corporate HR policy and practice. To establish and maintain effective and efficient workforce practices and relations within the plant or region.\u00a0<\/p>\n
Key Responsibilities<\/p>\n
Workforce Strategy and Plan Formulation\u00a0<\/p>\n
\tWork in partnership with the plant or regional manager to establish the HR strategies and plans necessary to support the achievement of SIA targets. \u00a0
\n\tWork closely with managers to identify and develop future staffing and talent needs.\u00a0
\n\tMonitor the achievement of strategies and plans and adjust, when necessary.<\/p>\n
Talent Attraction and Management\u00a0<\/p>\n
\tSupport 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).\u00a0
\n\tManage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed.\u00a0
\n\tAnalyse workforce information and productivity measures and work with plant or regional managers to implement an effective performance management and appraisal system.\u00a0
\n\tAnalyse the results of the process and facilitate the implementation of interventions to improve performance results.\u00a0
\n\tManage the succession planning process in the plant or region.\u00a0
\n\tManage the employment equity of the plant or region.\u00a0
\n\tOversee terminations and exits according to policy guidelines.\u00a0<\/p>\n
Talent Development \u00a0<\/p>\n
\tIdentify specific employment and development issues from workforce trends and staff feedback mechanisms.\u00a0
\n\tDrive the implementation of training, mentoring and coaching programmes to address the identified need.\u00a0
\n\tMonitor and assess the impact of the training on individual and plant or regional performance.\u00a0<\/p>\n
Workforce Modernisation \u00a0<\/p>\n
\tAct as an advocate of change and modernisation in support of business and HR strategies. \u00a0
\n\tIdentify 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.\u00a0<\/p>\n
HR Practice Management\u00a0<\/p>\n
\tChampion best practice human resource management. \u00a0\u00a0
\n\tInfluence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. \u00a0This 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.\u00a0
\n\tSupport the collection of HR\/organisational effectiveness metrics and measurement for the business across a HR lifecycle.\u00a0
\n\tInterface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision.\u00a0
\n\tEscalates HR service provision issues through the Functional HRBP.\u00a0<\/p>\n
Employee Relations\u00a0<\/p>\n
\tLead management in employee relations and conflict resolution. \u00a0
\n\tManage and monitor conduct\/misconduct, disciplinaries and grievances in the plant or region.\u00a0
\n\tAdvise managers on complex employee relations issues.\u00a0
\n\tSupport 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.\u00a0
\n\tEncourage groups and individuals to work collaboratively by focusing on the common purpose of the team.\u00a0<\/p>\n
Change Management\u00a0<\/p>\n
\tLead (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.\u00a0
\n\tEnsure that, as appropriate, such initiatives are embedded and the benefits realised.\u00a0
\n\tLead the process of staff involvement.\u00a0
\n\tFacilitate the creation of strong communication plans to ensure clarity, understanding, and alignment of plant or regional initiatives. \u00a0
\n\tAct as a catalyst for building organisational effectiveness within the assigned plant or region.\u00a0<\/p>\n
Coaching\u00a0<\/p>\n
\tAdvise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes, to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice. \u00a0\u00a0
\n\tEnhance leadership capability through workforce models and development of people management skills. \u00a0
\n\tIncrease organisational competence through mediation and other techniques. \u00a0
\n\tSupport managers in fostering a supportive culture through appropriate initiatives.\u00a0
\n\tCoach plant or regional managers on best practices of building an effective team in conjunction with the appropriate HR expertise. \u00a0
\n\tEquip plant or regional leaders with appropriate tools and knowledge to effectively manage their teams in alignment with their short term and long-term organisational plans. \u00a0<\/p>\n
Administration and Reporting\u00a0<\/p>\n
\tCompile and submit management and statutory reports relating to human resource management in the plant or region.\u00a0
\n\tHelp monitor and address legal compliance issues to ensure that the organisation complies with local and national laws.\u00a0<\/p>\n
Key Relationships<\/p>\n
\tInternal: Employees and Line Managers
\n\tExternal: Unions and Auditors
\n\tQualifications, Skills and Experience Required for the Job
\n\tDegree in Human Resource Management.
\n\tValid Code EB drivers\u2019 licence.
\n\tMust have at least 5 years’ experience as a HR generalist, of which 1 must be in an advisory role.<\/p>\n
Skills and Competencies<\/p>\n
\tVerbal and written communication.
\n\tComputer literacy. \u00a0
\n\tReport writing. \u00a0
\n\tInterpersonal.\u00a0
\n\tNegotiation. \u00a0
\n\tLogical thinking.\u00a0
\n\tProblem solving.\u00a0
\n\tPresentation.
\n\tAdministrative and organisation.\u00a0
\n\tDevelopment and implementation of human resources strategies. \u00a0
\n\tConsulting skills including the ability to develop alternatives to meet business priorities. \u00a0
\n\tCollaboration, teambuilding, and influencing skills. \u00a0
\n\tLeadership and project management skills. \u00a0<\/p>\n
Attributes\u00a0<\/p>\n
\tInitiative and assertive.\u00a0
\n\tTolerant of stress and pressure.\u00a0
\n\tCreative.\u00a0
\n\tProactive.\u00a0
\n\tAttention to detail.
\n\tDeadline driven.\u00a0
\n\tPeople orientated.
\n\tAble to interact at all levels of the organisation.\u00a0
\n\tAble to plan ahead and manage time.\u00a0
\n\tAble to prioritise.
\n\tManagerial courage. \u00a0
\n\tAble to embrace, lead, and manage change.\u00a0<\/p>\n
KPI\u2019s\u00a0<\/p>\n
\tOperationalisation of the strategy.\u00a0
\n\tQuality of advice and engagement with line managers.\u00a0
\n\tPerformance standards.
\n\tNumber of outstanding disciplinary cases and grievances.\u00a0
\n\tStatutory compliance.\u00a0
\n\tSkills gaps.
\n\tTraining impact assessment.
\n\tAbsenteeism.\u00a0
\n\tStaff profile and presentively.
\n\tAccuracy and completeness of records.\u00a0
\n\tAccuracy and currency of HR data.<\/p>\n
Apply via company website ( http:\/\/www.vectorlog.com\/ ) or<\/p>\n
vectorlog.csod.com<\/p>\n
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