Closing Date 2023/09/14
Reference Number LAN230906-1
Job Title Human Capital Business Partner (FTC - 6 months) [Centurion]
Division Human Capital
Unit HR Business Partners
Job Type Classification Contract
Location - Country South Africa
Location - Province Gauteng
Location - Town / City Centurion
JOB ADVERT SUMMARY
The Land and Agricultural Development Bank of South Africa (Land Bank) is South Africa’s only specialist agricultural bank established in 1912, the bank’s sole objective is to serve South African commercial and emerging farmers and bring specially designed financial services within their reach. These services enable farmers to finance land, equipment, improve assets and obtain production credit. The Land Bank provides financial services that have moved with the times and continues to provide services to agri-business and constantly reviews its offerings to ensure that they match the needs of an industry. As change has swept across the sector in South Africa the socio-economic makeup of agriculture has altered, bringing new entrants from historically disadvantaged backgrounds on to the land, these new farmers, facing the challenges of establishing sustainable agri-businesses across the agricultural value chain, Land Bank has been a commercial lifeline offering appropriately designed financial products that facilitate personal and commercial viability in a sector that is vital to the sustainability of South Africa and its people.
MAIN PURPOSE OF THE JOB
1. To provide best practice human capital advice and customised solutions to the business within appropriate governance frameworks which will enable Land Bank Business Divisions to achieve their strategic objectives.
2. The Human Capital Business Partner will translate the Human Capital strategy into practical operational plans and will be responsible for the implementation of the HC operational plan within the business.
3. This role is also responsible for the day-to-day functional management and direction of the HC Administrator.
KEY PERFORMANCE AREAS
Provide Strategic Advice and Solutions to the Business on all HC related matters
1. In collaboration with the General Manager: Human Capital Business Partners set and deliver the direction for the Divisional approach to people development
2. Assist in the development and implementation of Human Capital strategies in the Divisions, in line with the Land Bank vision, strategy and goals of the organisation
3. Deliver and implement HC strategic and support service to business
Facilitate the talent attraction and selection process; and manage the termination process for exiting employees
1. Identify business unit skills and workforce needs; or
2. Receive a request for recruitment
3. Confirm with the line manager job requirements, employment equity target, salary, etc.
4. Prepare the necessary documentation and secures the necessary approvals
5. Arrange with the Administrator HR Business Partner to place internal and external advertisements
6. Oversee response handling of the vacancy and compile shortlist for the recruiting line Manager
7. Oversee interview scheduling and preparation i.e. documents, interview guide, etc.
8. Conduct interviews to identify suitable candidate
Facilitate the implementation of talent retention strategies
1. Ensure that talent forum meetings and discussion take place
2. Assist Line managers to identify talent for retention purposes,
3. Provide advice to business units on retention interventions
4. Monitor the development of the identified talent for readiness into the positions they are identified for
5. Monitor retention in accordance with policies, procedures and legal requirements
Coordinate Learning and Development
1. Provide support to learning and development programmes
2. Coordinate training needs identified in submitted Performance Development Plans
3. Facilitate identification and development
4. Train line management to conduct performance management, coach and mentor staff
5. Manage a training resource database
Manage Performance Management
1. Train the business on the Land Bank Performance Management philosophy
2. Ensure all business units have performance management contracts
3. Maintain database to reflect submission status of reports
4. Ensure performance management contracts are collected on time
5. Send out reminder on quarterly performance reviews and provide advice to line management on the process, if required
6. Ensure employees in business units are trained on current performance management system
Ensure Compliance and Good Governance
1. Review and analyse current legislation and regulations to determine and confirm the areas of compliance
2. Compile and collate information in respective are of responsibility for plans and reporting
3. Identify areas of non-compliance and develop appropriate action plans to address the non-compliance
4. Identify risk areas and develop risk mitigators to address the risk areas
5. Research and benchmark best practices
6. Ensure compliance in accordance with policies, procedures and legal requirement
Change Management Initiatives / Projects to support Transformation in the Business / Organisational Development
1. Driving the appropriate performance culture
2. Drives the people elements of transformation and change – specifically on strategic Bank initiatives
3. Implements and drive the coordination of an HC projects within the business
4. Escalate the execution of deliverables to the relevant role players for completion
5. Monitor progress if possible to ensure that the project is delivered within the allocated time frame
6. Any possible deviances in performance are identified, managed and reported to ensure timeous delivery
7. The deliverables are signed-off on completion of the project in accordance with the initial project deliverable statement
8. Provide project support in accordance with policies, procedures and legal requirements
9. Provide project support within the allocated time frames
Coordinate Employee Relations
1. Advise and support Line Managers in effecting appropriate industrial relations processes
2. Proactively manage employee relations matters before they escalate into grievances
3. Manage and maintain employee relations information and documentation
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