Human Resources Business Partner needed at DigiOutsource

Who we’re looking for

• We’re on a thrilling journey of growth and innovation, and we need passionate, driven individuals to join us. At DigiOutsource, every day is action-packed, and we expect you to bring your A-game. In return, you’ll find a supportive environment where your skills can flourish and your career can soar.
• Ready to become a game-changer? Supercharge your career with us and be part of something extraordinary.

Why we need you

• We’re on a mission to create extraordinary experiences for our customers, and we believe that your unique skills, passion and superdrive will help us achieve our vision.
• The Human Resources Department is a strategic function that provides value adding HR services through central human resources programmes to attract, develop, retain, and engage a skilled and diverse workforce. Human Resources consists of four elements: HR Business Partners, HR Operations, L&D and Recruitment.
• This role is responsible for all human resource activities for specific business areas. The role will support organisational transformation within a collaborative and people centric strategy.

What you’ll be doing

As part of your role, your responsibilities will include:

Strategic Business Partnering:

• To gain a deep understanding and fluency in the key business areas through developing strong collaborative relationships with key stakeholders
• Actively identifies gaps, propose and implement changes necessary to cover risks within key business areas
• Support cultural changes across the organisations through a variety of different methods, including implementing action plans
• Work in partnership with other business leaders utilising consultative practices and influential methods to credibly help all understand the human perspective in relation to business issues being discussed
• Providing coaching and mentoring to key business leaders empowering and enabling them to effectively manage and develop their staff

Talent Management:

• Working with the Talent team to ensure the best talent is attracted and selected appropriately utilising tools and processes that add value to the employee-management life cycle
• With a focus on retaining and engaging the talent, ensure talent retention, succession-planning and talent development plans are in place, aligned and add value to the individual, the business unit and the organisation

Employee Relations:

• Work with management to resolve employee relations and disciplinary issues
• Coordinate the resolution of specific policy-related and procedural problems and inquiries
• Perform specific research/investigation into operational issues
• Provide first-line coaching support to individuals
• Responsible for dealing with workplace conflict through the introduction of an effective mediation service

Performance Management:

• Work with managers to identify performance issues, including root cause, work-flow efficiencies and effectiveness, job design and human behavioural causes
• Develop and implement performance enhancement initiatives; utilise existing resources effectively (e.g. quality, training, peer-coaching)
• Ensure the performance management process is applied and utilised effectively

Training & Development:

• Identify training needs, skills shortages, competency and capabilities at a role and functional level. Advise on appropriate interventions to fix and or improve
• Recommend, develop, schedule and deliver training and development courses
• Participate in induction programmes

Organisation Development:

• Identify OD issues – including team and individual issues e.g. performance, cultural, communication, leadership
• Responsibility for dealing with workplace conflict through the introduction of an effective mediation service
• Develop or source appropriate interventions to monitor, improve organisation/team or individual effectiveness
• Use employee engagement practices to monitor company culture and climate
• Identify and implement appropriate and effective interventions to enhance culture and climate at a team, department, inter-department and organisational level

HR Administration:

• Provide advice, assistance and follow-up on company policies, procedures, and documentation
• Recommend, develop and maintain human resources information systems
• Recommend operating policy and procedural improvements
• Other HR related duties as assigned
• This job description is not intended to be an exhaustive list of responsibilities. You may be required to complete other reasonable duties in order to achieve business objectives.

 Essential skills you’ll bring to the table

The necessary skills that we require for this role include:

• Demonstrable working knowledge of Employment Law with the ability to apply it practically to workplace situations
• Demonstrable experience of working as an HR Business Partner in a strategic, collaborative, dynamic and complex organisation
• Demonstrable experience in detailed change and people management processes
• A relevant formal qualification or equivalent appropriate HR generalist degree, preference given to organisational psychology fields of study