3 weeks ago
Job title : HR Business Partner (North West – Rustenburg)
Job Location : North West,
Deadline : October 30, 2024
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Description
Duties include, but are not limited to:
- Recruitment and on-boarding of employees
- Participate in the selection process, in collaboration with the HRBP and line management.
- Manage the employment contracting, enrolment and on-boarding process.
- Analyse trends and proposes alternative recruitment sources.
- Responsible for effective and efficient management of the recruitment and on-boarding processes.
Talent Management
- Implement talent management processes by educating line managers and employees on the processes.
- Manage the talent management processes and monitors adherence.
- Analyse all talent management related data and recommends changes where necessary to facilitate process improvement.
- Facilitate Talent management processes implemented and used effectively.
- Adhere to deadlines and processes to ensure they are completed on time.
- Responsible for Talent management data integrity.
Employee Relations
- Assist in providing a first line labour relations consulting service.
- Promote dispute prevention.
- Evaluate merits of the case and advises on process and preparation required.
- Attend hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness.
- Facilitate timeous resolution of grievances.
- Understand Labour Legislation, related policies and procedures and communicates applicability to line management and employees.
- Have knowledge and understands employee relations policies and processes.
- Understand and communicate the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk.
- Advise and educates line managers and employees on documented employee relations processes, legislation, and policy application.
- Ensure relevant hearings and grievance meetings are set up.
- Review the work of subordinates in terms of their drafting of relevant documentation.
- Enable the transformation of the ER culture, especially within line management.
- Implement partnership 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
- Understand all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers.
- Perform calculations and formulae related to remuneration and benefits.
- Preform salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness.
- Perform audits and highlights inequalities in remuneration and benefits.
- Facilitate Compensation and benefits for 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
- In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.
- Lead the implementation and execution of solutions.
- Have knowledge and understanding of HR policies, processes and systems and communicates these effectively to all relevant stakeholders.
- Advise and educate on the correct application and intent of HR policies, processes, and systems.
- Regularly reviews work against compliance and required objectives and standards.
- Monitor line management’s application and implementation of HR processes.
- Direct employees and line management with the correct route to take with more complex HR issues.
- Ensure the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR.
- Facilitate increased HR process efficiencies in business.
- Effective implementation of relevant HR solutions.
- Act as a clear single point of contact for HR related issues.
- Provide enhanced service to employees and line managers.
Change Agent
- Implement clearly defined change management processes and facilitates the successful implementation of change projects.
- Utilise necessary material to support line management and employees in adhering to change expectations.
- Coach and educate line management and employees in respect of the practical application of the change processes.
- Facilitate Change management projects and processes implemented.
Leadership and Growth Results
- Support and articulate vision and values and goals aligned to business direction.
- Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area).
- Share expertise freely and often.
- Demonstrate the Enaex values.
- Ensure Personal development plan is executed.
- Ensure best practices adopted.
Customer and Relationship Results
- HR marketing and communication.
- Understand the people needs of the Business and can communicate and market the relevant HR service offerings.
- Knowledge of service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business.
- Investigate and recommend alternative or new service providers.
Customer relations
- Correctly identifies customer needs and challenges.
- Proactively educate customers of changes to HR policies, processes, systems and product offerings.
- Pro-actively engage with customers through participation at employee forums, management meetings and one-on-one interactions.
- Build effective relationships with own team and network.
- Educate, coach and support line management on developing values-based partnerships within the Business Unit.
Employee engagement
- Pro-actively engage with employees through informal and formal interaction, information sharing and providing general advice.
- Translate employee issues into potential business risks and advises relevant stakeholders accordingly.
- Take the necessary action where risks are identified.
- Challenges and reframes employee thinking in a positive framework.
- Positively advocates engagement.
- Explain rationale of and provides perspective on company projects, procedures and policies.
- Implement initiatives to enhance employee motivation, engagement and empowerment.
- Ensure that the Business Unit is aware of HR processes and makes use of HR services.
- Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs.
- Have a full understanding of customer needs.
- Project a positive image of HR and the company.
- Ensure increased performance through effective working relationships.
- Ensure positive employee relations.
- Ensure a trusting environment.
- Responsible for reducing risks.
HR Analytics
- Use HR technology and systems to analyse and interpret relevant HR data.
- Compile and present meaningful HR reports through interpretation, comparisons, and trend analyses.
- Oversee the process of ensuring data integrity of HR system.
- Interpret relevant research on best practice as it relates to HR analytics.
- Accurate and reliable calculations and reports.
- Relevant analytics facilitating effective decision making based on empirical information and accurate data.
- Sound governance and people risk management.
Requirements
- B. Degree / B Tech in HR or Behavioural Sciences or equivalent.
- 6-8 years generalist HR experience.
- Proficient level of Talent Management skill.
- Basic understanding of Organisational design.
- Proficient understanding of Change Management.
- Proficient understanding of the HR value chain.
- Basic understanding of the Management Consulting Principles.
- Advanced understanding of HR Information Management.
- Advanced understanding of HR legislation and company policy.
- Proficient level of business understanding and skills.
How to Apply for this Offer
Interested and Qualified candidates should Click here to Apply Now
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