The role of the Human Resources Business Partner is responsible to create an enabling environment to drive performance and employee engagement across the business areas by partnering with business leaders to define and implement relevant and appropriate people plans. The role will involve partnering with leadership teams to facilitate the delivery of strategic human resources priorities, through defining an appropriate strategy to deployment the people plan and partner with business leadership in the execution of the plan. The key focus will amongst others include but not limited to organisation effectiveness, talent management and building capabilities.
Duties and Responsibilities:
- Creating an enabling environment to drive performance and employee engagement across business areas by partnering with business leaders to define and implement relevant and appropriate people plans
- Providing human resources business partnering to leadership teams and facilitating the delivery of strategic human resources priorities through defining an appropriate strategy to deploy the people plan and partnering with business leadership in execution
- Focusing on organisation effectiveness, talent management and building capabilities while bringing the human element to technology and supporting sound business decisions
- Contributing to the functional people plan to ensure full alignment with functional strategy
- Driving the delivery of functional initiatives and projects to support technology strategy
- Supporting and delivering functional change programmes and organisation effectiveness activity in business areas
- Interfacing with key stakeholders to ensure alignment with cross-functional change activity and managing the change process
- Providing input to monthly and quarterly organisation reviews
- Delivering against full-time equivalent, contractor and employment operational expenditure targets in business areas and supporting the business in managing the payroll budget and headcount
- Ensuring organisation clarity and alignment in business areas, including reporting lines, role profiles, role titles and global job architecture
- Ensuring data integrity of people-related information in the business unit
- Driving organisation efficiency in business areas by ensuring compliance with agreed spans and layers targets
- Acting as a tactical sparring partner by engaging on the effectiveness of processes, systems, data and people
- Driving the human resources agenda within the business unit and ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements while providing advice and training to line managers
- Proposing, developing and delivering key functional change programmes in collaboration with Centres of Expertise
- Playing a key role in supporting leaders to align to spirit behaviours and related human resources policies
- Providing leadership of cultural change in business areas and areas of responsibility
- Challenging and supporting leaders in business areas to align behaviours and attitudes to spirit and new ways of working
- Ensuring that health and safety standards are maintained in line with required guidelines
- Ensuring active management of poor performers in business areas
- Partnering with business leaders to drive group initiatives on performance development
- Collaborating with the talent management team to deliver a diverse succession plan and accelerate high-potential development in functional business areas
- Providing input to talent reviews across the function and following through on outcomes in business areas while proactively using the talent matrix and ensuring robust talent, succession and scenario plans are in place to facilitate performance and potential calibration
- Advising on performance and potential ratings for senior employees and top talent or successors at all levels
- Supporting graduate programmes and emerging talent in business areas
- Actively managing the diversity and inclusion agenda in business areas
- Playing a key role in senior resourcing for business areas in partnership with resourcing colleagues while interviewing and calibrating key management positions
- Ensuring that resourcing processes are fully aligned with business requirements, including attraction, selection and onboarding
- Ensuring understanding of management development programmes to support effective development at key transition points on the management and leadership ladder while driving uptake of development programmes relevant to business unit priorities
- Coaching executives across business areas in collaboration with Centres of Expertise
- Working with learning and development to build critical functional capabilities that enable business areas to deliver against their plans
- Ensuring the functional induction framework is developed and implemented and that core organisational onboarding programmes are in place and effectively used
- Ensuring development of future capabilities required
Minimum Requirements:
- Matric and 3 year qualification in human resources or a similar field
- At least to 8 years experience as a Human Resources Generalist
- Experience interfacing with senior leadership in a corporate environment
- Experience in change management and people organization plans
- Exposure to coaching leaders for behaviour change
- A post-graduate qualification will be advantageous
- Telecom Industry experience will be an added advantage