Senior Human Resources Business Partner (Fixed-term Contract)

Job Description,

The Senior Human Resources Business Partner (SHRBP) provides effective HR Business Partnering to the business. The SHRBP will partner with management to support the strategic direction of the business and to support the implementation of the People strategy into relevant business areas.

The incumbent will be accountable for consulting with management to ensure alignment to the PPS Group People standards within the dedicated business units.

, Requirements,

Education

• Bachelor’s degree or equivalent tertiary or NQF 6 qualification in Psychology, Human Resources, Social Sciences/ Commerce/Business Management or related field.
• A post graduate Honours and/or Master’s qualification would be an added advantage.
  
  

Experience

• At least 8 years proven Senior Human Resources Business Partnering experience across various HR disciplines.
• 5- 8 years Financial services or similar background would be preferred.
• Experience in drafting executive reports.
• Experience in leading workforce planning and organizational design initiatives.
• Experience in implementing change interventions.
• Experience in specific Business Units would be an advantage.
• Ability to lead a team and/or work within a matrix structure to achieve strategic priorities.
• Proven track record of unpacking strategy, conducting client needs analysis and identifying HR initiatives and interventions to support business challenges.
• Ability to lead a strategic conversation.
• Ability to manage client relationships effectively and to establish a good network and / or collaborative relationships.
  
  

Knowledge

• Knowledge and thorough understanding of the Human Resources Value Chain and all processes contained therein.
• Knowledge of best practices in the field of Human Resources.
• Knowledge and in-depth understanding of Performance Management, Talent and Succession Management and People Development.
• Knowledge and understanding of reward in line with the national and skill market.
• Knowledge and understanding of Employee Relations within a South African environment.
• Knowledge and understanding of South African Labour legislation.
• Knowledge and understanding of Transformation and HR processes to support effective transformation.
• Knowledge and understanding of organizational development (OD).
• Knowledge and understanding of workforce planning and organizational design.
• Knowledge and understanding of change management.
  
  

, Duties and Responsibilities,

• Consult with the Executive and Leadership Teams across multiple business divisions to understand their strategic priorities and identify specific HR interventions and initiatives that are required to advance the business agenda.
• Consolidate strategic priorities from various business areas into a comprehensive people plan that spans across all areas of responsibility.
• Lead a team of HR professionals and/or work within a matrix structure to implement HR interventions and initiatives and achieve people strategic priorities across multiple divisions.
• Actively engage and participate on relevant Divisional Executive Committees and/ Senior MANCO’s to influence the people strategy of the business area.
• Lead implementation of and enhance HR practices across the HR value chain (Performance Management, Talent and Succession Management, People Development etc), ensuring alignment to the desired organizational culture, compliance with South African Labour/ ER regulations and internal consistency.
• In consultation with Group Remuneration COE, make compensation analysis and recommendations in line with the national and skill market.
• Work in partnership with business managers to drive the PPS transformation strategy.
• Coach managers to enable them to effectively manage their teams and design OD/ team effectiveness interventions to bridge identified gaps.
• Lead the conversation around workforce planning and organizational design, ensuring resource capacity and capability is optimal to ensure the achievement of business goals.
• Provide expert assistance and guidance for all business change related initiatives and lead the implementation of relevant change management programs and processes.
• Act as a contact for employees, to provide professional, pragmatic and effective advice.
• Drive identified HR projects from COE’s within the dedicated business units.