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HR Business Partner

3 months ago

Cape Town, Western Cape, Saudi Arabia juwi Renewable Energies Pty Ltd Full time

Objectives

This role is responsible for proactively leading all aspects of tactical HR support for managers and employees across the business. Reporting to the Head of HR, the HR Business Partner will support in identifying and executing initiatives that will enable business performance in line with the full HR Value Chain. The HR Business Partner will partner directly with functional business teams and be proactive in working with managers to maximize people performance.

Primary Responsibilities
Policies and Procedures

  • Assist with the development of HR policies and procedures
  • Update presentations, procedures manuals, etc.
  • Train employees on HR policies and procedures
  • Ensure all employees are adhering to HR policies and procedures and provide guidance and support in this regard
  • Managing and mitigating all people risks and ensuring compliance to company policies and relevant regulations

Compliance and Reporting

  • Gather, capture and submit of Employment Equity data.
  • Draft and monitor the EE Plans for the entire Group
  • Provide information required for Department of Labour Inspections and related submissions.
  • Ensure Regulatory Compliance through engagement/ collaboration with relevant internal and external stakeholders to ensure compliance with the Skills Development Act
  • Compile, implement, manage, and facilitate WSP & ATR and ensure yearly submissions

Training and Development

  • Review Training & Development Processes in relation to Operational Strategy quarterly, ensure accurate record keeping and alignment with BBBEE and Skills Development spend
  • Ensure the relevant SETA Grant applications are done in time to ensure mandatory and discretionary grant allocations are received
  • Conduct skills audit to ensure that critical skills gaps are identified to form part of the planned training programme and are aligned to the relevant SETAs critical skills requirements
  • Maintain accurate records for all employee training and be able to retrieve such during any audits including BBBEE
  • Ensure training effectiveness is evaluated after each training, including requirements for SETA submission and BBBEE verification purpose
  • Investigate and initiate a bursary program for relevant departments
  • Collaborate with management and tertiary institutions to identify graduates
  • Manage closely the progress of employees who are selected for graduate development
  • Review current internship program

Performance Management

  • Ensure that the performance appraisal process is conducted fairly and consistently.
  • Facilitate and assist line managers with Target agreements & PDD's.
  • Implementation of the full performance management cycle in the business unit/department

Onboarding

  • Manage and maintain the induction process for all new starters
  • Review, present & update the HR Induction presentation
  • Ensure all departments are adhering to the agreed priority mapping for induction presentations
  • Prepare & draft all offers and contracts of employment for new starters
  • Communicate new starter details with IT and Business Admin
  • Ensure all onboarding documents are sent to new starters on the day of joining
  • Manage the probationary process with line managers for the company

Career Planning

  • Design and implement career development programs to help employees identify their career goals and pathways within the organization.
  • Work with employees & line managers to create Individual Development Plans that outline their career objectives, skills needed, and actions required for career advancement.

Succession Planning

  • Develop and implement succession management, in collaboration with departmental managers
  • Identify critical roles and positions within the organization that are vital to its success and continuity.
  • Evaluate current employees to identify potential successors for key positions by assessing their skills, performance, and leadership potential.
  • Ensure that knowledge and skills are transferred from current incumbents to potential successors, through job shadowing, mentorship, or cross-training initiatives.
  • Implement leadership development programs and initiatives in support of the JUWI group leadership principles that will builds a pipeline of capable leaders for the organization.
  • Continuously monitor the progress and readiness of potential successors to adapt development plans as needed.
  • Maintain up-to-date records and documentation related to succession plans, including candidate profiles and development progress.

Retention & Value Proposition

  • Develop retention strategies to become the employer of choice.
  • Ensure that the organization's compensation and benefits packages are competitive within the industry and aligned with employee expectations.
  • Collaborate with management to ensure good level of employee retention

Job Evaluation

  • Ensure the job grading is up to date & relevant
  • Carry out local assessment of a job to determine if the changes are significant and require evaluation
  • Engage in people change/pay and reward in advance of review or restructure
  • Submit job descriptions for evaluation or reevaluation
  • Regularly engage with relevant stakeholders when updating & reviewing remuneration structures pay, benefits and grading.

Transactional HR

  • Advising and supporting line managers and staff on the full range of HR/IR functions and services - including employee relations, performance management, recruitment and selection, job evaluation, remuneration and benefits, induction, development and training, staff wellness and organizational design – to ensure consistency with relevant legislation and company HR/IR policy and procedure
  • Undertaking specific projects, in consultation with the Head of HR, to facilitate HR activities and enhance client service
  • Providing timeous and relevant HR management information

Your Profile

Qualifications and Experience

  • Relevant degree, preferably in Human Resources
  • 5-8 years' experience within a similar role
  • 3-5 years' experience as qualified SDF
  • Previous successful experience with SETA submission
  • Proven experience in creating succession planning process
  • Experience in project management
  • Experience in payroll administration advantageous
  • Knowledge and experience working on VIP and ESS preferable

Desirable Attributes

  • Strong Computer Proficiency Word, Excel, PowerPoint, Outlook
  • Excellent communication writing and oral including presentation and training
  • Strong Report Writing
  • Telephone and Email Etiquette
  • People Skills Presentation Skills
  • Analytical Skills
  • Resolution of conflict and problem solving
  • Ability to work under pressure and with tight deadlines
  • Ability to resolve conflict timeously in the workplace
  • Organisation and Planning
  • Negotiation, Facilitation and Influencing