| JOB NAME |
Human Capital Business Partner [GP ZA (Primary)]
POSTED BY: Industrial Development Corporation
REF:IDC 229
Date Published:Wednesday, May 18, 2022
Date of Expiration:Monday, November 14, 2022 EXPIRED
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| LOCATION OF THIS JOB |
 South Africa | GP ZA (PRIMARY) in South Africa |
| INDUSTRY |
| DEVELOPMENT FINANCE INSTITUTIONS
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| JOB TYPE |
| Full-Time |
| MAIN JOB DESCRIPTION |
Organizational Unit Industrial Development Corporation Ltd -> Human Capital -> Human Capital Business Partners
Job Type Full-time
Category Human Resources
Education Level Bachelors Degree
Location GP ZA (Primary)
JOB DESCRIPTION
A permanent position exists at our Head office in Sandton for Human Capital Business Partner within the Human Capital Business Partners Department reporting to the Senior Human Capital Business Partner.
JOB PURPOSE
The purpose of this role can be defined into the following distinct functions:
1. To provide a client centric and service orientated Human Capital advisory service to business in the implementation of people strategies and initiatives
2. Support the operationalizing and execution of people strategies.
3. To be a trusted, credible people coach and advisor to line managers and employees alike.
4. Ensure the effective risk analysis, mitigation and management of people practices and processes in the business
KEY PERFORMANCE AREAS
Objectives
FUNCTIONAL OPERATIONS MANAGEMENT
HC Execution
1. Partners with the Senior HCBP to drive the implementation of strategies that will engage people in delivering the organization’s vision.
2. Partners with Senior HCBP and COE to ensure execution of relevant HC projects as per the business needs
3. Communicate and engage with respective Divisions’ management and/or employees
4. Obtain feedback with regards to implementation and ensure such feedback is translated back to HC Strategy and processes
Enable the HC Service and Operating Model
1. Provide expert advice and coaching to all stakeholders when appropriate
2. Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HC services and processes
3. Identify new opportunities for HC to add value to the business.
4. Provide inputs and guidance on HC requirements for business
5. Implements, communicates and offers advice on standard HC systems, processes, policies, procedures, plans, and ensure programs are in place and effectively utilized (reward and recognition, employee relations, workforce planning, resourcing, performance management, etc.).
High Performance Culture Implementation
1. Support with implementation of people strategies aimed at facilitating a high-performance culture
2. Works with internal stakeholders to identify risk areas and address them
3. Partners with ER and Transformation Specialists to ensure a sound ER environment within the business units
4. Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy and ensure appropriate capacitation is in place
Organisational Effectiveness Intervention Implementation (OD and Change, Performance Management, Talent Management, Remuneration and Benefits &Employee Relations and Transformation)
1. Support the achievement of the Employee Value Proposition to create a ‘Great Place to Work’ environment.
2. Support the implementation of the Integrated Talent management processes, i.e. Talent Reviews, Development, Retention programmes and or initiatives
3. Supports the implementation of organisational effectiveness interventions
4. Support and monitor the implementation of change plans
5. Proactively implement interventions which would assess the level of engagement in the business i.e. survey’s
6. Support and monitor the execution of the business case for change against agreed metrics.
7. Coaching Line managers and employees on Performance Management processes
Reports and Financial Development
1. Prepares analytics and organizational health measures such as disciplinarians, grievances, absenteeism and other organizational measures across the business unit
2. Review, consolidate and identify trends around people scorecards to inform unit engagement. In collaboration with the Senior HCBP develop, monitor and manage actions to address these (for example high turnover among high performers).
3. Compile and present relevant HC and business reports to supported business unit
Talent Acquisition
1. Deliver on talent acquisition service to the business
2. Implementation of staff movement processes within the business (promotions, transfers, secondments, rotations, etc.)
LEARNING AND GROWTH
To continuously research and find new ways of doing the work.
1. To take ownership of Personal Development.
2. To promote/participate in knowledge sharing with team members
STAKEHOLDER MANAGEMENT
1. Identifies service requirements and performance and delivers on these
2. Maintains regular communication and engagement with stakeholders
3. Manages and resolves non-delivery and compliance issues
4. Units’ objectives, standards and operating procedures are communicated to internal and external service providers as per SLA
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| REQUIREMENTS FOR THIS JOB |
FORMAL QUALIFICATION
1. Relevant degree in Human Resources or related
2. Postgraduate degree would be advantageous
REGISTRATION WITH A PROFESSIONAL BODY
Registration with relevant regulatory bodies e.g. HPCSA
Work Experience (What kind of experience is needed in order to do this job?)
1. Minimum of 5-8 years of progressive, practical exposure/application of human resource management processes with a generalist background and exposure to recruitment, selection, training, talent management, organisational development, change, recognition and reward, employee relations relevant legislation and employment laws within a complex environment.
2. Strong background in partnering with the diverse stakeholders
3. Experience in use and application of relevant psychometric assessments with certification as an assessment practitioner being advantageous
Job Related Knowledge (knowledge of systems, processes, regulations or law)
1. Knowledge and understanding of various Labour Laws
2. Knowledge and understanding of end-to-end recruitment and disciplinary processes
knowledge of performance management methodologies, processes and practices
knowledge and of various Change Management methodologies and practices
3. Knowledge of Talent Management processes including succession planning, 9-Box Grid
4. Knowledge of various team interventions such as Assimilations.
5. Knowledge and understanding of workforce planning and people strategy implementation
6. Knowledge and understanding of Employee Wellness processes
7. Knowledge and understanding of driving transformation in the business through culture management, employee engagement, etc
Job-Related Skills
1. Project Management and Implementation Skills
2. Coaching and Mentoring Skills
3. Group Facilitation Skills
4. Job evaluation and profiling skills
5. People Management skills
6. Emotional Intelligence
7. Empathy
8. Conflict Management skills
9. Talent Acquisition skills
10. Problem Solving Skills
11. Data analysis/analytics/reasoning of data
12. Networking/influencing and negotiation skills
UCF COMPETENCY PROFILE (BEHAVIOURAL)
1 Deciding and Initiating Action
2 Leading & Supervising
3 Adhering to Principles & Values
4 Relating & Networking
5 Writing and Reporting
6 Analysing
7 Planning and Organising
8 Delivering Results and Meeting Customer Expectations
9 Presenting and Communicating Information
10 Learning and Researching
11 Following Instructions and Procedures
12 Achieving Goals and Objectives
****REQUIREMENT:
As our entity (IDC) Provides financing & funding, the need to ensure trust, honesty and integrity in all financial & non-financial activities must be above reproach
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English 
FRENCH
