JOB DESCRIPTION

Mission/ Core purpose of the Job:

• The Human Resources Partnerexecutes the BusinessUnit or Region HR frontlineimplementation, enablement and delivery of the people agenda.

Context: (In-Country influences, environmental / industry demands, organizational mission etc.) MTN SA is an Operating Company (Opco) of MTN Group. MTN SA HR is governed by MTN Group’s policies, frameworkand methodologies. MTN SA is entering a new phase in its lifecycle where operational and commercial excellence has become critical for success. The urgency for change has become more heightened amidstincreased competitive intensity.

The Human Resources Partner must therefore ensure the successful delivery in context of:

• An expertise-based multicultural organisation
• A dynamicand evolving fieldof Telecommunications
• Revolutionary workforce practices which are bringing togetherlabour markets
• Management of executive and local shareholder expectations
• Achievement of top quartile operating efficiency and effectiveness through scale and common policies and processes
• Dynamic legal and regulatory environment
• Convergence in markets and exploration of non-traditional revenue streams requiring complex interpretation and structuring
• Evolving industrysector constantly presenting new challenges and opportunities to the core businesses
• Rapid horizontal and vertical expansionof MTN SA, in termsof size, products, customers and geographic distribution

Key Deliverables

The HR Partner will be accountable to achieve the following objectives:

Governance

Tactical Meetings

• Provide input in tactical meetings when required
• Provide inputs into the business / function unit or Region transformation initiatives when required
• Provide inputs into the risk mitigation and controls
• Prepare documentation requiredfor sign-off / making decisionsregarding tactical changes Escalations
• Escalate issues that will resultin severe time, scope, productivity, and cost or resource impact
• Provide solutions to escalations that have multipleprocesses / functionsimpact on criticalpath of service delivery within the delegations of authority framework

Performance

• Ensure execution in alignment with divisional or Regional strategy
• Provide input into SLA approvaland exception performance review
• Reporting
• Report on a regular basis to reporting manager relating to progress made within business/ function unit or Regionand in accordance with themeasurement metrics set by the organisation
• Report on an ad hoc basis on specific projectsas and when necessary

Operational Delivery

Assist the HR Consultant to manage, localizeand implement the people strategyand agenda relating to:

• OrganizationDesign
• Workforce Planning and Analytics
• Performance Management
• Talent Management
• Leadership & CareerManagement

Employee Relations

• Facilitation of disciplinary hearings, grievances, and appeal hearings
• Implementationof related processes, policies and guidelines as per MTN policiesand related labour legislation framework
• Continually monitor effectiveness and compliance with guidelines
• Create open communication channels regarding ER issues
• Advise & guidethe line managers& employees on consistent application of the Disciplinary & Grievance Processes

Human CapitalManagement (Recruitment, Selection and onboarding of candidates &Exit)

• Support management of headcount within the businessor Region inline businessgoals and budgets
• Assess employees’ levelsof Competence againstthe relevant profiles/frameworks
• Assist in compilation of competency based questionnaires to be used in the interview
• Facilitation of the interviews and taking an active role in the overall selection of the candidates
• Ensuring appointed candidates are settled with regard to HR related activities i.e. getting the necessary information to make informeddecisions on thingslike funds to belong to, medical aid options etc.
• Support employeeinduction and orientation
• Ensures internal controlsare complied with to minimiserecruitment risk
• Input into succession planning and influence decisions around key posts earmarked for successors, and thus ensuring logicaland managed career progression, designedto meet future resourcing requirements
• Ensure compliance to set Employment Equity targets and policies
• Provide support to line management in managing the staff exit process
• Conduct exit interviews and produces a quarterly reporton trends

Performance and Talent Management

• Facilitate the implementation of Performance Management Process in the respective Business Units and Region
• Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policiesand timelines
• Support clarification of roles and responsibilities for both line managers and employees regarding the IPF
• Support the facilitation of action plans being put to place regarding performance improvement for under performers as identified and performed by line management;
• Actively MonitorSuccession Planning and Ensure the Development of Key Talent;
• Guide and facilitate career path processtogether line and individual employees
• Implementationof talent management strategies and policies

Organisational Design and Learning& Development

• Have an understanding of how to develop Job Profiles in accordance to MTN Methodology
• Coordinate all OD, culturealignment and Learning& Development interventions and any other approved interventions
• Management of BU organisational structures and manpowerbalancing
• Facilitation of feedback sessions(focus groups) regarding surveys and otherany other Organisational Development intervention, feedback and proposed way forward

Human Resources policies and procedures

Communicate and educatethe Business units on all HR policies,procedures and processes
Provide advice and ensure compliance on HR policies,procedures and processesi.e. Employee Relations, Recruitment, etc.

Relationship Management

• Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line managers, so that managersare suitably equippedto maximise HR capacity in their areas of responsibility
• To promote and ensure fair employee practicesand people culturedevelopment
• To facilitate and promote a positive climateof mutual trust and respect

Remuneration

• Support line management on remuneration issuesrelated to the day-to-day management of staff, as well as other more specific initiatives such as ‘key staff’
• Manages remuneration costs in relation to the contribution to business objectives (includes being up to date with the latestinformation through published salary surveys and other related sources)
• Through payroll processing area, ensuresan efficient payrollservice to line
• Monitors overtime trends and if necessary implements corrective action

Regional Support

The HumanResources Partner is expected to:

• Provide support to all businessand functional units based in the Region
• Execute the key deliverables, governance, reporting, etc in the contextof the Region
• Act as key HR generalist support role withinRegions representing all HR verticalsand COE functions in execution of the people agenda (Reward, Employee Experience, Employee Relations, Service Operations)
• Operate in a matrix organization that requires strongalignment and collaboration with HR Business Partner peers and COE functions on the people agenda
• Ensure alignment with the SeniorHR Business Partnerand implement the vertical business/ function business agenda and people plan

Education

• Minimum of 3 year tertiary degree / diploma(Human Resource/ Behavioural Sciences/ Business Studies / Management and/or Equivalent)

Work Experience

• Minimum of 3 years’ experience in working in the HR domain in telecommunication environment with specificfocus on OD, performance management, talent management and workforce planning
• Demonstratedexperience partnering with clients on solving business/operational issuesthrough the application of progressive people systems (Human Resources) practices.
• Project management experience
• Worked across diversecultures and geographies
• Experience working in a mediumto large organization