Human Capital Business Partner

Description

KEY RESULT AREA

.Contribute to Human Capital Strategy formulation and implementation

• Partner with the HC Executive and relevant business leaders to understand the people and organisational implications of the EPPF and respective business area strategies, taking into account labour legislation, emerging world of work trends and business context
• Partner with the HC Executive in crafting the HC strategy and scorecard to deliver targeted business performance and support any change agenda in line with the above.
• Manage own delivery of HC Strategic deliverables and set timelines, identify obstacles to delivery and take appropriate action where required.
• Provide professional strategic and operational HR advice to business areas partnered with the interpretation of HR policies and procedures, employment legislation and people management processes, constructively challenging people/HR decisions which are not in best interest of the EPPF. 
• Drive HC strategy and initiatives implementation throughout the business, including communication, problem solving and monitoring compliance.
• Ensure buy in from business areas for HC strategy and initiative through showing purpose, benefits and influencing stakeholders to view initiatives in a positive light and through partnership with relevant internal and external stakeholders.
• Develop and drive HC projects aligned with HC strategy, achieving stipulated objectives.
• Contribute to the forecasting of annual HC budgets in line with Fund Rules and Budget Guidelines as prescribed by Business

Workforce Planning: Drive the Talent Acquisition Agenda and ensure effective on-boarding

• Ensure that all job profile are developed and reviewed to reflect role changes as well as graded appropriately.
• Work with business leaders to forecast material shifts in people and organisational capability requirements to meet future business demands and create a realistic plan to deliver these and ensuring that critical roles can be filled quickly and effectively in the event of a vacancy.
• Provide guidance to line management on recruitment and selection policies, practices and procedures, as required to ensure adherence to recruitment policy.
• Develop and implement progressive talent acquisition mechanisms in order to attract the best talent whilst keeping abreast with market trends
• Interview candidates in conjunction with line management, managing compliance with legislation and employment equity targets in the process and recommending the most suitable candidate
• Manage end to end process of recruitment, including preparing offers and motivating approvals as well as candidates employment negotiations.
• Ensure that the entire on-boarding process is taken care off prior to new employee joining the Fund.
• Facilitate and continuously enhance the Induction programme and facilitate sessions
• Work closely with the management team to ensure that probation process is conducted, providing expert advise on how the process should be handled
• Drive company brand through building CSI strategy and initiatives aimed at positioning the Fund as an employer of choice. 

Assist with Human Capital Compliance

• Develop, review, socialize and implement HC policies, systems, processes and procedures.
• Comply with the Fund’s policies and legislative requirements in order to adequately mitigate risk and achieve the Fund’s objectives.
• Provide guidance and advice to Line Managers on people matters relating to the HC value chain to ensure adherence and fair application of policies, processes and minimise risks.
• Partner with the HC Executive in deriving strategies to address audit findings to ensure closures and eliminate future findings.
• Drive the transformation agenda for the Fund including developing the plan, facilitation of the Employment Equity and Skills Development Forum 
• Represent HC at the Risk Committee and ensure that the HC risk register is updated including developing and implementing controls to mitigate identified risks. 
• Direct the Health and Safety committee, and act as a trusted advisor in ensuring compliance with the Health and Safety Act and all its provisions.
• Advise business on all labour relations matters and participate in any disciplinary and dispute matters that might arise including grievances.
• Partner with Line Managers to maintain a stable labour relations climate by identifying potential ER matters that may arise and addressing them before they escalate.
• Represent the company at external dispute resolution structures including the CCMA/ Labour Court taking accountability of the processes involved.
• Review practices to ensure statutory compliance and regularly provide guidance.

Provide Human Capital Advisory service on all Organisational Effectiveness Initiatives 

• Provide guidance and input to ensure organisation structures are designed and implemented and documented to give effect to the business strategy in line with best practice, ensuring role profiles and job grading is in place and consistently applied across the Fund. 
• Drive the end-to-end performance management process in business and ensure robustness of the process. 
• Ensure that all total reward principles are in line with the market and monitor the correct implementation of remuneration and benefits and incentive scheme, following up appropriately on any issues identified.
• Partner with HC Executive to develop robust EPPF employee value proposition and work with the business leaders to deliver the EVP, enhance employee engagement, drive high performance and support any change agenda relative to the desired EPPF culture, strategy and context.
• Partner with business leaders to effectively manage the people implications and ensure the successful implementation of critical business change programmes.
• Partner with the Talent Development Specialist in driving end to end talent management process in business, including proving input on building capability.
• Drive holistic employee wellness initiatives aimed at cultivating employee wellbeing psychological, physical and social to positively impact employee productivity and organisational results.
• Provide an advisory service to EPPF employees and management on all aspects of HC matters.
• Keep abreast with the market and HC trends, identifying possible impact to HC practices and recommendations to deal with changes effectively.
• Manages the quality and output of junior HC employees ensuring that they are motivated, developed and engaged to perform at their optimal levels.
• Advise managers of the total rewards philosophy for the EPPF which achieves market competitiveness.

Effective Stakeholder Engagement  

• Build a trusted relationship with all stakeholders to understand their requirements and recommend relevant HC interventions that meet their needs in order to achieve business objectives.
• Take a coaching approach and provide guidance to business leaders in translating business requirements into people priorities, leading effectively and expecting and enabling managers to assume increasing responsibility for all aspects of people management.
• Build credibility, sustainability and trust through delivering required results within set timelines and standards.
• Pro-actively develop and maintain a wide-range of external contacts in order to obtain/exchange information, identify trends and stay abreast of best practices, taking appropriate actions to enhance competitive advantage. Effectively select service providers, negotiate rates and contracts and manage SLAs addressing any poor services rendered. 
• 6.HR Analytics and Reporting 
• Conduct HC Analytics that provide business insight.
• Produce meaningful reports which are accurate and thorough to inform decision making, meeting deadlines for submission.
• Provide monthly data analytics reports to Exco and quarterly reports to HRRC on different HC practices throughout the employee lifecycle, including sound recommendations to address any gaps whilst maximizing strengths.
• Prepare and submit the annual EE report Partner with the HC Executive in preparation and timeous submission of Remuneration and rewards related analytics to inform Total rewards related decisions.
• Conduct stay/ transition interviews and exit interviews for employees leaving the organisation in order to ascertain trends relating to pull and push factors and make recommendations to business.

Requirements

TECHNICAL COMPETENCY REQUIREMENTS 

• In-depth generalist Human Resources knowledge
• Sound knowledge of Labour Relations Act and Basic Conditions of Employment
• Solid technical knowledge of recruitment tools and techniques, talent management and organisational effectiveness
• Strong facilitation and consulting skills
• Business Acumen
• Business Writing skills
• Project and change management Skills

BEHAVIOURAL COMPETENCY REQUIREMENTS 

• Leadership
• Self-Mastery
• Execute with Excellence
• Customer centric
• Business Accumen

REQUIRED MINIMUM EDUCATION/TRAINING

• Relevant bachelor’s degree

REQUIRED MINIMUM WORK EXPERIENCE

• 6 years job-related experience, which included partnering at a senior management