HR Business Partner – Umhlanga needed at Ignition Group

Description

The HR Business Partner participates in the alignment of the HR operations to the overall HR practices and strategic objectives in their assigned business unit/area. This position is accountable for the development of HR policies and procedures.  

Roles and responsibilities :

HR Strategic Alignment

• Participate in the provision of HR policy and procedure guidance and coaching.
• Execute HR projects across the company within specific timeframes.
• Act as a consultative business partner to the assigned stakeholder group by advising them of trends in HR practices, the labour market and general developments that could impact on the human resources in the area of responsibility.
• Participate in the design transformation and change programmes.
• Contribute to the development of progressive HR policies, processes and plans to drive continuous engagement and embed a performance culture across the organisation.
• Support the provision of strategic advice and ongoing support on employee relations issues, dispute resolution and industrial advocacy including managing escalated or complex cases.
• Design effective employee relations, retention, and rewards programs.
• Understanding the organization’s goals and strategies to align HR initiatives accordingly.
• Implement strategies relating to the recruitment, development, engagement and provide general HR support 
• of employees in the area of responsibility and/or stakeholder group.
• Deal with employee relations issues within the assigned business unit.

Stakeholder Engagement

• Contribute to the provision of HR related advise across the generalist range of the role.
• Implement the company’s people plans by working closely with internal stakeholders to develop a culture of responsibility and accountability for front line human resources management and embed a performance culture.
• Analyse complex trends and metrics in partnership with the relevant stakeholders to develop solutions, programs and policies.
• Working across multiple teams to ensure HR practices support their specific objectives.
• Work with the talent acquisition team to ensure the execution of the full recruitment cycle plans and talent sourcing strategies.
• Partner with the relevant stakeholders to support and execute HR initiatives for all aspects of human resources. 

Continuous Improvement and Risk Management

• Identify opportunities to streamline HR processes and improve efficiency.
• Identify and address potential HR risks to protect the organization from legal and reputational harm.
• Ensure compliance with all relevant HR legislation.

Requirements

Knowledge, skills, and attributes:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Excellent knowledge of multiple human resource disciplines, including compensation practices, organisational diagnosis, employee and union relations, diversity, performance management, and relevant employment laws.
• Assertive in approach coupled with confidence in area of expertise and the ability to facilitate business conversations.
• Maintains a clear and detailed knowledge of the industry trends, best practices, and labour legislation
• Excellent ability to develop HR policies and procedures that meet company needs
• Excellent ability to work effectively and maintain resilience in a changing environment
• Excellent relationship management and demonstrated collaborative skills in working with internal and external business leaders and stakeholders 

Education and training:

• Bachelor’s degree in HR Management or similar qualification.
• Advanced degree in HR Management or similar qualification advantageous.
• Human Resources Professional certification.

Experience:

• At least 4 years’ experience in a similar role.
• Excellent experience delivering and implementing innovative HR solutions that meet company needs.
• Excellent experience with operational and strategic HR service delivery.
• Excellent experience implementing workforce plans that reflect organisational/departmental need.
• Proficient in HR technologies including experience in HRIS, and E-recruitment systems.
• Excellent experience with HR metrics.
• Excellent experience leading and delivering complex people projects and initiatives with specific deadlines.