Human Resources Business Partner RSA - Gauteng, Rosebank
Report to: Chief HR Officer and dotted to CEO
Manage:
- Human Resources Officer
- Human Resources Administrator
Overall Purpose of the Job:
- The Human Resources Business Partner (HRBP) role is responsible for partnering with Management and Executives (Business Unit Heads, Heads of Departments, General Managers) on the full suite of employee lifecycle activities.
- This role has a strong focus on building a high-performance organisation through delivery of the 8-point People Strategy as well as creating value-add which strengthens the financial position of the organisation.
Qualifications (Formal Qualification Required):
- Post-graduate/Honours degree in Human Resource Management, Industrial Psychology, Labour Relations, or another HR-related field (NQF 8)
Advantage:
- MBA from a recognised institution is advantageous
Experience:
Minimum (8-10 years)
- HR Generalist with a strong background in HR development, talent management and/or employee relations
- Experience in stakeholder management at a senior level, including with labour unions and other related external parties
Main Outputs and Responsibilities for this Position:
Culture and Change Management:
- Champion culture initiatives (e.g., Jabali) across the BU and organisation
- Champion all leadership initiatives within the BU and organisation to facilitate a high-performing culture
- Be an ambassador for, and example of the values and high-performing culture across the organisation
- Support all optimisation efforts, change management initiatives, and provide guidance to BU leadership and management on these initiatives
Employee Relations:
- Oversee the maintenance of an employee relations environment which supports organisational goals, including social and labour plans
- Provide support and coaching to line managers on all aspects of employee relations in line with applicable legislation and best practice approaches, including CCMA cases
- Negotiate with labour unions on wage agreements and provide guidance to BU on case law, trends, and CCMA case preparation
Governance and Compliance:
- Manage and oversee the organisation's compliance with the DMRE's Mining Charter Scorecard as gazetted
- Provide guidance to BU leadership, management, and employees to ensure compliance with all relevant legislation such as the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Mining Charter and all relevant Codes of Good Practice
- Deliver on commitments to Social and Labour Plan (SLP) as defined by DMRE
- As custodians of the HR Framework, ensure the organisation and business unit complies with HR systems, processes, and policies
- Responsible for reporting on progress of Diversity and Inclusion initiatives to applicable committees
- Responsible for data and process integrity when supporting all audit processes
Stakeholder Management and Business Partnerships:
- Provide a professional partnership to the appropriate management and executive roles within the allocated Business Unit (BU)
- Establish and maintain professional networks and relationships with key external stakeholders such as the Department of Mineral Resources and Energy (DMRE), labour unions, Mining Qualifications Authority (MQA), and external communities within which the organisation operates
- Management of stakeholders with SLP's and CSI's
- Partner with Business Unit line managers to provide support in the overall employee lifecycle (talent management, talent development, employee relations, compensation, and benefits)
Talent Management and Development:
- Deliver on staffing strategy and oversee the talent acquisition and talent management process of key and critical roles to foster a high-performing organisation
- Partner with the Compensation and Benefits department on the attraction and retention of critical and location-based roles by ensuring alignment of Total Reward packages to the market and industry and the creation of reward packages that support the structure of the role (e.g., compensating roles in remote locations)
- Conduct trend analysis on labour trends, overtime and other labour and economic factors
- Manage Diversity and Inclusion initiatives within the talent acquisition framework by partnering with various grass-roots organisations, universities, and other related networks
Reporting:
- Submit all required or mandatory audits and plans (SLP, BBBEE, Employment Equity, compliance reporting, Group Reporting Indicators, Workplace Skills Plan, Annual Training Report, Mining Charter Scorecard)
- Provide appropriate reports and management information to BU and organisational leadership to support in decision-making and strategic planning
Budget Management:
- Prepare the annual departmental budget for submission to line manager for review and approval
- Approve expenditure within delegation of authority level
- Monitor expenditure against approved budget, reporting on any deviations within the reporting and approval hierarchy
People Management:
- Manage the performance of direct reports and monitor adherence to expected standards
- Offer guidance and support and if required take appropriate disciplinary action
- Coach and train team members to perform optimally in their roles
- Provide direct reports with opportunities for growth and development through on-the-job training and feedback in line with the department and/or organisational strategy
- Participate in the selection and appointment of new team members
- Support the onboarding and offboarding of team members
- Conduct regular meetings and promote open and ongoing communication with the team
- Approve the leave of direct reports and manage overtime where applicable
Project Management:
- Manage HR projects within scope of responsibility as allocated
- Responsible for resource allocation for project deliverables
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