| JOB NAME |
Senior Human Capital Business Partner [GP ZA (Primary)]
POSTED BY: Industrial Development Corporation
REF:IDC 154
Date Published:01 September 2021
Date of Expiration:28 February 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 |
Closing Date of Advert 14/9/2021
Job Title Senior Human Capital Business Partner [GP ZA (Primary)]
Organizational Unit Industrial Development Corporation Ltd
Job Type Full-time
Category Human Resources
Education Level Honours Degree
Location GP ZA (Primary)
JOB DESCRIPTION
A permanent position exists within the Human Capital Business Partners Department for a Senior Human Capital Business Partner at our Head Office in Sandton, reporting to the Head: Human Capital Business Partners
JOB PURPOSE
1. To partner with business and senior leadership to develop and implement tactical HC solutions that enables business objectives and goals.
2. To partner with business and provide aligned and compliant HC solutions by supporting and servicing all employees and managers to enable business objectives and goals to be met.
3. Provide strategic support to business in the implementation of people initiatives in line with People Strategies and the operational needs of the business
4. To coach, guide and support line managers in executing their people management responsibilities
5. To coach guide and develop HC Business Partners
MAIN DUTIES AND RESPONSIBILITIES
HC Strategy Development & Implementation
1. Partner with Head: HCBP to develop HC strategies with clear initiatives and measures aligned to HC strategy as well as Corporate strategy
2. Translate the Divisional/business unit people strategy into operational plans for execution
3. Demonstrated ability to lead and successfully implement multiple projects of a strategic nature ensuring effective monitoring, evaluation and close out
4. Implement HC solutions as required by business needs, partnering with COE’s when necessary and ensure delivery through a project management approach
5. Communicate and engage with respective Divisions management and/or employees
6. Obtain feedback with regards to implementation and ensure such feedback is translated back to HC Strategy and processes
HC Operating Model Implementation
1. Ensures a deep understanding of business unit strategies of clients and advises on people impacts to support such
2. Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HC services and processes
3. Provide expert advice and coaching to employees when appropriate
4. Understand and solicit employee opinions and anticipate challenges and opportunities for improvement with a view to proactively manage such
5. Identify new opportunities for HC to add value to the business.
6. Provide inputs and guidance on HC requirements for business
7. Implements, communicates and offers advice on standard HC systems, processes, policies, procedures, plans, and ensure programs are in place and effectively utilised (reward and recognition, , employee relations, workforce planning, resourcing, performance management, etc.).
High Performance Culture Implementation
1. Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, processes to drive performance
2. Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy and ensure appropriate capacitation in place
3. Review key business performance targets and their related talent implications with business leaders
4. Meets with leadership to ensure organizational norms and values are integrated into the operation and ways of working in the divisions
5. Offers advice and facilitate the integration of these plans in the division, in line with corporation standards
6. Works with internal stakeholders to identify risk areas and address these
7. Partners with Head: HC Business Partner and ER and Transformation Manager to ensure a sound ER environment within the relevant business units
Organisational Effectiveness Intervention Implementation
1. OD and Change
2. Performance Management
3. Talent Management
4. Remuneration and Benefits
5. Employee Relations and Transformation
6. Supports the achievement of the Employee Value Proposition in order to create a ‘Great Place to Work’ environment
7. Provides input into the talent retention programmes/initiatives
8. Acts as coach and a trusted business advisor to influence management in the areas of organisational effectiveness, implementing change, organisation architecture, building capability and the implications of short and long-term decisions
9. Assists with the implementation of change plans
10. Monitors the execution of the business case for change against agreed metrics.
11. Proactively “feels the pulse” of business environment and feeds information through to management for action
Reports and Financial Development
1. Review analytics and organizational health measures such as disciplinarians, grievances, absenteeism and other organizational measures across the business unit
2. Review detailed analytics that support people scorecards. Determine areas of concern and develop actions to address these (for example high turnover among high performers).
3. Identify which of the standard people dashboards are most pertinent to the supported business unit. Highlight key metrics and help them understand what the metrics mean for their business
4. Compile and present relevant HC and business reports
People management and Development
1. Participate in Management interactions with the respective Division/s
2. Facilitate a performance management culture
3. Monitor compliance to HC standards, processes and policies
4. Provides support to all HC employees with regard to project implementation and innovation
5. Provide Coaching and guidance to HC Consultants
6. Motivates and inspires staff and promote positive working relationships with a delivery focus
Stakeholder relationship 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 |
EXPERIENCE AND KNOWLEDGE
1. A minimum of 7-8 years of progressive human resource management experience with a deep understanding of human capital policies and processes and how these can enable business performance
2. Strong background in partnering with the diverse stakeholders’ line managers
3. Leading and managing delivery of end to end HC strategies that create a high-performance culture
4. A level of expertise in resourcing, reward management, employee relations, diversity management, learning and talent management, change management and organisational development
5. Experience in use and application of relevant psychometric assessments with certification as an assessment practitioner being advantageous
6. Advanced knowledge and understanding of project management
7. Advanced knowledge of ER principles and policies (grievance procedure, issuing of warnings, attending CCMA cases etc.)
8. Advanced knowledge of talent and performance management
LEADERSHIP COMPETENCIES
Execution and Delivery
1. Resilience - Deal with problems and recover quickly from difficulties whilst taking action based on the highest ethical standards.
2. Decisiveness in Execution - Have a ‘can do’ attitude with a success minded bias. Understand what is required, take accountability and able to execute with focus
People Engagement
1. People Engagement - Manage, lead, encourage, inspire and support others to develop confidence and capability to help them drive personal and organisational objectives.
2. Communication and Engagement - Clearly and concisely communicate and engage in a comprehensive way. Adapt the style and content of communication appropriate for the specific audience
3. Diverse Stakeholder Management - Effectively address and unlock the ability of the differences in values and expectations of internal and external stakeholders. Encourage and drive cross-generational interaction at the various levels of interaction.
4. Team Work - Work collaboratively with others to build and maintain strong, positive, upbeat, cohesive teams to reach the Corporation objectives.
Future Enablement
1. Innovation - Create and facilitate an enabling environment that embraces creative thinking that drives continuous improvement
2. Change leadership - Initiate, drive and support organisational transformation and change in order to successfully implement new initiatives and deliver on the mandate
Commercial & Developmental Astuteness
1. Strategic Thinking - Manage internal and external complexity, develop and drive a shared understanding of a long-term vision and sustainability of the Corporation.
2. Business Mind Set - Understand the interests and challenges of stakeholders within the political and economic landscape with a development mind set. Ability to engage with stakeholders to add value towards competitive advantage
BEHAVIOURAL COMPETENCIES
1. Decisiveness in Execution
2. Influence
3. Team effectiveness
4. Effective Communication and Engagement
5. Diverse Stakeholder Management
6. Strategic Thinking
7. Business and digital acumen
8. Innovation
9. Emotional intelligence and self- mastery
TECHNICAL COMPETENCIES
1. Leadership Development
2. Integrated Talent management
3. High-Performance culture
4. Knowledge management Capability
5. Operational Effectiveness
6. Organisational Culture management and transformation
7. Strategic business partnering
8. Research capability
9. Project and Change Management capability
10. Managing a diversified environment
11. Labour Relations and relevant legislation knowledge
GENERIC COMPETENCIES
PowerPoint
SAP HR
Excel
Finance for HC
Project Management
QUALIFICATION
1. Honours degree in Human Capital
2. Master’s Degree; MBL/MBA added advantage
3. Relevant advanced industry certification and or accreditation
4. Accreditation in areas such as change management, employee relations, OD will be advantageous
SPECIAL REQUIREMENT:
As our entity (IDC) provides financing and funding, the need to ensure Trust, Honesty and Integrity in all financial and non-financial activities must be above reproach
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English 
FRENCH
