Key Responsibilities and/or output areas include, but are not limited to: 

• Building trusted relationships with senior stakeholders, leaders and IQer’s in the business by providing HC expertise and guidance
• Support management in resolving complex employee relations issues and address grievances
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Advise, monitor and report on workforce and succession planning
• Support and drive Talent Management and Diversity and Inclusion practices and plans in areas of responsibility
• Partner with business stakeholders to identify learning needs for teams and individuals within areas of responsibility
• Using experience, skills and knowledge of the HC specialisation to make an impact in key areas such as change management, organisational design and employee engagement
• Coaching and mentoring of junior HC team members and line managers as required
• Support and guide managers on appropriate organisational structure and design principles
• Effectively and accurately perform and control HC administrative functions as well as adhere to payroll and employee benefits processes in line with agreed quality standards and timelines
• Deliver HC solutions as a member of the HC team whilst integrating and sharing best practices
• Keep abreast of trends, legislation aimed at managing organisational change, engaging employees, increase organisational effectiveness and best practices within the HC industry to optimise service delivery.
• Strong delivery on Human Capital administration

Employee Compensation, Benefits Management and Wellbeing

• Support Employee Wellbeing including guidance to managers on the Employee Wellness Programme referrals and use thereof. 
• Give input to and implement approved Compensation and Benefits Management practices

 Education

• Matric
• Degree in Human Resource or a related field from an accredited institution (e.g. industrial psychology)
• Honours Degree in Human Resources or related field would be advantageous

Experience and Skills required

• A minimum of 6 – 8 years’ experience in HC Business Partnering
• Working knowledge of labour relations legislation, including but not limited to: BCEA, LRA, EEA, Skills Development Act and BBBEE legislation
• Rewards and remuneration implementation experience
• 3+ years of working experience at companies preferably within the Technology industry
• Proven track record of HC generalist skills with an in-depth understanding of the many different responsibilities of the function (e.g. talent attraction and acquisition, performance management, learning & development, talent and succession management, reward, compensation & benefits)
• Communication skills – delivering the strategies of the business will require you to engage with and influence stakeholders from around the business and across levels. As such, you will need to be able to present effectively to different levels of seniority.
• Leadership – you will be working with line managers to deliver the function’s strategy. As such, you must be able to lead in the day-to-day HC operations of the business, and on specific projects
• Ability to create documents and policies as and when required. 
• Knowledge of HC Systems and databases (previous SAGE system experience advantageous)
• Resilient, agile and tenacious in a fast-paced and ever-changing environment
• Ability to prioritise, manage your time, maintain high levels of drive and initiative while under pressure
• Methodical, detail-orientated & accurate
• Ability to manage & resolve problems and deal constructively with conflict
• Proactive, innovative, passionate, committed, self-motivated, driven and trustworthy
• Experience in project management and budgeting
• Proficient in MS Office
• Confident in both written and spoken communication with the ability to present to large audiences
• Must be willing to work additional hours as required from time to time
• Above-average problem-solving abilities
• Above-average interpersonal skills
• Able to have/support difficult discussions with employees/managers to address performance or behavioural issues while maintaining a good working rapport