Human Capital Business Partner needed at Momentum Metropolitan Holdings Limited

Role Purpose

• “To drive the implementation of human capital practices aligned to enabling business objectives.”
• Short and sweet, but the impact is real. In our HC Operations team, your presence means translating intent into action, streamlining delivery across the value chain, and being the go-to partner who ensures that business gets the people experience it deserves.

Requirements

• B.Com honours degree in HR, Industrial Psychology, or a related field.
• Registered Psychologist / Psychometrist with the Health Professions Council of South Africa.
• 3-5 years HC business partnering experience working across all aspects of the employee life-cycle and HC value chain.
• Experience working and executing autonomously.
• Experience within financial services would be preferred.
• Proven expertise in employment equity, talent attraction, performance management, employee relations and remuneration practises.
• Proficiency in HC systems and data analytics.
• Strong knowledge of South African labour legislation (BCEA, EEA, LRA, etc.).

Duties & Responsibilities

• What you’ll be responsible for
• This role is about driving meaningful people impact across the full Human Capital value chain. As an HCBP embedded in Group Finance and Risk Management, you’ll work shoulder-to-shoulder with business leaders and specialists to ensure that people strategies are translated into real outcomes: confident in your ability to influence, advise, implement, and improve. Whether it’s managing complex ER cases, interpreting workforce analytics, or simply showing up for a colleague navigating change, your role will be to lead the people agenda from the inside.

To give you a sense of the scope, your key focus areas will cover:

• Workforce Planning & Talent Management. Partner with leaders to forecast talent needs, attract and onboard the right people, and build succession pipelines that secure business continuity.
• Performance & Employee Engagement. Enable a high-performance culture by driving integrated performance processes, employee engagement initiatives, and development-focused conversations that align people to purpose.
• Employee Relations & Compliance. Guide and support leaders in managing employee relations with fairness and integrity, ensuring all practices comply with labour legislation and uphold our values.
• HR Process Optimisation & Analytics. Leverage data-driven insights to continuously improve people practices, ensuring efficiency, scalability, and alignment with strategic business needs. Enable insights on a quarterly basis, and track trends to proactively manage upcoming HC challenges.
• Leadership Development & Org Design. Contribute to building strong leadership and fit-for-purpose structures by supporting development initiatives and translating org design into operational reality.
• Onboarding, Well-being & Recognition. Shape positive employee experiences through structured onboarding, proactive well-being support, and a culture of meaningful recognition. One of the special projects is an exciting opportunity to drive Recognition through our Culture framework.
• Exit Management & Retention Insights. Lead dignified, insight-driven exit processes that protect the employee brand and inform retention strategies through trend analysis and feedback loops.

Competencies

Evaluating Problems

• In this role, we’ll need you to critically analyse complex issues, make sound judgements, and offer clear, grounded recommendations — particularly in IR cases, performance matters, and organisational design conversations.

Interacting with People

• It goes without saying that an HC role requires strong interpersonal agility. In our environment, you’ll partner with diverse stakeholders, build trust quickly, and influence outcomes across Group Finance and Risk Management’s technical and leadership teams.

Understanding People

• We’re looking for someone who can read the room, connect with individuals, and understand what drives people. This insight will help you support leaders, navigate sensitive situations, and build healthy team dynamics.

Providing Leadership

• Even without a formal team to manage, this role requires leadership presence. You’ll guide people practices confidently, steer conversations, and help leaders make well-informed, future-focused decisions.

Pursuing Goals

• Execution matters. We need someone who follows through, delivers on commitments, and drives momentum across the HC value chain, ensuring that recruitment, onboarding, performance management, engagement, and talent processes land with impact.

Directing People

• You’ll often be the voice that keeps leaders aligned to good people practice. This means guiding, influencing, and sometimes nudging leaders to uphold the right standards, follow process, and close the loop on actions.

Adapting Approaches

• No two days (or two leaders) are the same in our HC environment. You’ll need to shift gears comfortably, adapting your style and responses to suit context, urgency, and sensitivity while keeping the bigger picture in mind. It’s that gentle balance of finding a way forward while enabling fairness and consistency.

Generating Ideas

• We value creativity in solving people challenges. Whether improving a process, designing a development intervention, or rethinking a communication approach you’ll bring fresh thinking and practical solutions.