Job Description<\/p>\n
\tThe HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines. The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, aligning HR practices with business objectives. This role supports organizational effectiveness by driving talent management, workforce planning, employee engagement, and change initiatives, while ensuring compliance with HR policies and labour legislation. Their primary focus is to deliver a consistent and high-quality HR generalist service to the business and ensuring that all tactical implementation happens in line with agreed timelines.<\/p>\n
HR Business Partnering<\/p>\n
\tAct as a trusted advisor to business leaders on all HR matters
\n\tEngage and consult with the business to support the implementation of HR focus areas
\n\tSupport talent management, succession planning, and workforce planning with a transformation lens.<\/p>\n
Reporting<\/p>\n
\tMonitor HR metrics and provide insights to improve business performance.<\/p>\n
Strategy Implementation and compliance<\/p>\n
\tEngage and consult with the business to support the implementation of HR focus areas
\n\tIdentify process and policy improvements
\n\tEnsure HR policies and procedures are consistently applied and compliant with labour laws
\n\tImplementation and review of HR projects.
\n\tBuild internal and external networks with HR COEs, line managers and service providers and ensure relevance and credibility of the service provided.
\n\tAdvise business lines on all people related issues (people, capabilities, organisation, leadership, culture)
\n\tSupport the agreed timelines of the HR department ensuring that the objectives of the HR focus areas are prioritised and adhered to
\n\tChampion DEI initiatives and support inclusive hiring and development practices<\/p>\n
Talent Management & Development<\/p>\n
\tSupport performance management processes, including goal setting, reviews, performance moderation and development planning
\n\tFacilitate career development and talent mobility discussions
\n\tPartner with Learning & Development to identify skills gaps and implement training solutions
\n\tUtilise talent development process and tools to provide and develop a diverse talent pipeline through talent reviews and succession processes<\/p>\n
Recruitment<\/p>\n
\tDrive all talent acquisition initiatives to ensure acquisition of suitable talent within business unit
\n\tProvide input into and influence line managers to appoint, place and promote according to the organisations EE plans
\n\tProvide input into the design of job profiles, org structure to include workforce planning activities<\/p>\n
Compensation and Benefits<\/p>\n
\tAdvise and monitor annual salary increases, coordination of the incentive process and performance bonus process.
\n\tAdvise line on salary benchmarking and salary equity within team<\/p>\n
Exit Process<\/p>\n
\tProvide feedback and recommendations to line and business line head on exit interviews<\/p>\n
Retention<\/p>\n
\tImplementation of retention tools including career counselling and settling-in interviews
\n\tEngage with employees, to assist the line manager with putting retention plans in place<\/p>\n
Employee Relations<\/p>\n
\tPromote a positive work environment through proactive employee engagement strategies
\n\tManage employee relations issues, including conflict resolution, disciplinary actions, and grievance procedures
\n\tAdvise and coach line management on company ER policies and procedures<\/p>\n
Change Management<\/p>\n
\tSupport organizational change initiatives, including restructures, culture transformation, and digital HR adoption
\n\tAct as a change agent to drive adoption and minimize resistance<\/p>\n
Qualifications<\/p>\n
\tBachelor\u2019s degree in human resources, Industrial Psychology, or related field
\n\tMinimum 5 years\u2019 experience as an HR Business Partner
\n\tStrong knowledge of labour legislation and HR Best Practices<\/p>\n
Required critical behaviours<\/p>\n
\tStrategic thinking and execution
\n\tChange management
\n\tInfluencing and negotiation
\n\tData-driven decision-making
\n\tCultural sensitivity and inclusion
\n\tTeamwork<\/p>\n
Required key skills (functional \/ technical)<\/p>\n
\tStrategic thinking and business acumen
\n\tExcellent communication and influencing abilities
\n\tStrong interpersonal and relationship-building skills
\n\tProblem-solving and conflict resolution skills
\n\tProficiency in MS Office<\/p>\n
go to method of application \u00bb<\/p>\n
Apply via company website ( ) or<\/p>\n
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