Duties and responsibilities

Partner with Business Leaders and Employees

• Close collaboration with department heads and executives to understand their unique needs and challenges.
• Translate these needs into actionable HR strategies and initiatives.
• Develop and maintain strong relationships with all stakeholders to achieve high levels of trust, respect and professionalism.
• Responsible for the full HR function across the employee value chain, from recruitment to termination – including reward and IR matters, amongst others.
• Identify resourcing needs/challenges within portfolio and run a smooth and efficient recruiting process.
• Enable and assist in the attraction, development, retention and motivation of key talent to maintain Growthpoint’s competitive advantage.
• Build strong relationship with sector management and teams
• Partner with sector management and employees to effectively drive and manage performance.
• Active member of the HR leadership team and Sector leadership team.

Develop and implement HR Programs

• Develop an environment that enables and empowers employees to achieve performance excellence.
• Lead and manage the people management related agenda with sector management.
• Proactively support delivery of HR processes and systems.
• Drive transformation with the relevant recruiting managers.
• Measure and analyse HR key performance indicators to drive functional and business performance improvements.
• Lead core HR processes across products (performance calibration, compensation cycle, promotions)
• develop people strategies and design approaches for identifying and enhancing organisational effectiveness and employee satisfaction.
• Contribute to OD and change management initiatives; design and implementation thereof

Provide expert guidance

• Actively identify gaps, propose, and implement changes as necessary to mitigate risks.
• Drive succession planning and talent development and review process in partnership with the OD centre of excellence.
• Educate team members on compensation practices, performance feedback, performance calibration, and career transitions.

Employer Branding

• Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
• Challenge team cultures and behaviours to ensure that they are consistent with organisational culture and values at all times.
• Drive a culture of high performance where talent is recognised, stretched and rewarded, and where poor performance managed pro-actively

Other stakeholder management

• Manage relationships with all system and EB service providers, as well as with third-part service providers and regulators
• Collaborate with other departments both within HR (payroll, OD, EB, Reporting & Governance) as well as teams throughout GPT
• Manage the HR Administrators – lead, motivate, develop and retain the incumbents in this role.
• Assist managers and employees with their queries in a timely and collegial manner, with accurate information.

HR Projects and Reporting

• Monthly management reporting within HR, and submission of reports for consolidation to EXCO, Board, Regulators (DoEL and SETAs)
• Accurate and timely completion of various HR schedules to enable comprehensive data recording, accurate data tracking and analysis, and insightful HR data metrics. Ensure data integrity and quality.
• Tracking and reporting of progress towards transformation targets (EE and SD) – suggesting plans to management, to achieve set targets – implement.
• Correct and timely provision of HR data for ESG, integrated reports and IBIS reports
• Drive, participate in and add value to various HR projects – to ensure delivery within budget and timelines

Requirements

Experience

• At least 5 years HR BP/Generalist experience of which three must have been at Middle to Senior Management level
• Compensation and Benefits experience.
• Employee Relations experience, including representation at the CCMA.
• Organisation design experience – Talent Management including Change Management and succession planning.
• Designing, facilitating and delivering training.
• SAGE People system experience 

Education

• Minimum: degree in Human Resources/Industrial Psychology / BComm 
• Post-graduate degree preferred.