Human Capital Business Partner

Momentum, a financial services provider of choice since 1966, known for its entrepreneurial spirit and innovative culture is committed to wealth creation and preservation, insurance, and income protection for all our clients. We do this through our understanding of the retail insurance, savings, and investment markets in SA.

The Human Capital Business Partner will collaborate closely with the Senior Human Capital Business Partner to support leadership in developing and executing the People Strategy as articulated in the team goals, designed to enable the achievement of broader business goals in line with MDS strategic objectives.

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Role Purpose

The Human Capital Business Partner will work closely with the Human Capital Head to partner with leadership to develop and implement the People Strategy as articulated in team goals that enables business objectives and goals in light with the MDS Strategy Requirements

Requirements

Qualifications:

• Bcom Honors Industrial Psychology (essential)
• Masters in industrial psychology (advantageous)
• Registered Psychometrist (essential)
• Registered Industrial Psychologist (advantageous)
  
  

Experience:

• At least 5 -8 years HC Business Partner or Full HC advisory experience within a business environment (Financial Services preferred)
• 3-5 years of implementing transformative HC processes
• 3-5 Experience in a sales/distribution environment will be an added advantage
  
  

Requirements

Willingness to travel : This role will be responsible for the MDS KZN and EC area as well as the MDS JHB Area which requires travel to the respective areas

Duties & Responsibilities

Responsibilities, Work Outputs And Individual Contribution

• Cultural Enablement: Fostering an exceptional MDS culture that empowers our people and aligns with both the Group and MDS strategies, values, and the broader Impact Strategy and Purpose work through our leaders.
• Define and embed culture and behavioural expectations across all leaders and teams.
• Ensure alignment of business people practices with the organisation’s defined culture, values, and strategic direction.
• Engage and partner with business leaders to understand their needs and co-develop integrated people strategies and operational plans that address key business and workforce challenges.
• Drive the adoption and implementation of Human Capital (HC) practices and processes through methods such as facilitation, training, and consultation, to build awareness and capability among employees and line managers.
• Support efforts to measure employee satisfaction and organisational climate within client groups, and facilitate action planning to enhance engagement and strengthen workplace culture.
• Provide guidance, coaching, and support to managers on a wide range of leadership initiatives, including the design and execution of change programmes led by business leaders.
• Implement leadership and people development initiatives aimed at equipping and empowering leaders to effectively drive performance and cultural alignment across the business.
• Provide consultation, advice and coordination to business in the areas of workforce planning, talent management, succession planning, onboarding and performance management to align the needs of the business to the workforce. Support business in the implementation of people practices in line with the People Strategy and agreed focus areas and the operational needs of the business.
• Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service and improved sales performance
• Utilize trends and metrics to develop, optimize and implement HC solutions that address key business challenges and drive business unit objectives.
• Partner with snr HCBP to design and implement programs to facilitate performance improvement. Influence and partner with key business decisions to ensure the effective management of employees through the fair, efficient and pragmatic application of best practice.
• Utilize trends and metrics to develop, optimize and implement HC solutions that address key business challenges and drive business unit objectives.
• Recruitment, Selection, Induction & Stay Interviews; Continuous learning, Onboarding and Vesting;
• Manage the end-to-end recruitment process effectively, including attraction, selection, and placement of candidates. Guiding leadership through the entire process.
• Provide psychometric assessment feedback to line managers as part of the recruitment process, and for team effectiveness or development interventions.
• Offer career development feedback to employees either post-recruitment or as part of broader development initiatives.
• Coordinate and facilitate a seamless induction and onboarding process for new hires.
• Drive the talent management process related to the acquisition, selection, retention, and development of employees within the business. Ensure recruitment aligns with job requirements, Employment Equity principles, Momentum Group’s culture, and transformation objectives.
• Identify and coordinate learning and development opportunities, including skills-based training initiatives, to address business-specific development needs.
• Collaborate with business leaders to provide guidance on organisational restructures, contribute to organisational design, and support the management of change initiatives.
• Transformation, Diversity & Inclusion, EE And Exit Interviews;
• Develop and facilitate Employment Equity (EE) Plans and implement solutions to address identified barriers.
• Design and implement Diversity and Inclusion initiatives that promote a more inclusive and equitable workplace.
• Employee Relations and Reward
• Manage the full Employee Relations process effectively, including but not limited to handling cases of misconduct, grievances, and performance improvement interventions.
• Provide guidance to leaders on our total reward strategy and why to implement it to increase performance
• Effective & Efficient Functioning of the Human Capital team to the specific clients
• Collaborate with stakeholders, Human Capital (HC), Centres of Excellence (CoEs), and HC Enablement to design and implement initiatives that enhance organisational design, effectiveness, engagement, and retention.
• Partner with HC teams to deliver integrated, efficient, and value-adding people solutions aligned with business needs.
• Monitor turnaround times and quality standards, addressing issues promptly to improve service delivery.
• Drive achievement of client service goals, ensuring appropriate advice and after-sales support.
• Manage and track client queries to ensure accurate resolution and use insights to improve services and processes.
• Stay informed of industry trends and best practices to enhance service offerings, ensure compliance, and mitigate risks.
• Build and maintain strong relationships with internal and external stakeholders, delivering consistently on their expectations.
• Engage and partner with business leaders to understand their needs and co-develop integrated people strategies and operational plans that address key business and workforce challenges.
• Drive the adoption and implementation of Human Capital (HC) practices and processes through methods such as facilitation, training, and consultation, to build awareness and capability among employees and line managers.
• Support efforts to measure employee satisfaction and organisational climate within client groups, and facilitate action planning to enhance engagement and strengthen workplace culture.
• Provide guidance, coaching, and support to managers on a wide range of leadership initiatives, including the design and execution of change programmes led by business leaders.
• Implement leadership development initiatives aimed at equipping and empowering leaders to effectively drive performance and cultural alignment across the business.
• Cost effectiveness:
• Support financial control and planning by identifying and implementing cost-effective solutions, improving operational efficiency, and ensuring responsible use of company resources.
• Keep with budgeted spend limits
  
  

Competencies

• Business and market acumen. Understands how the business operates, the key issues.
• and risks that drive business success and their impact on the commercial viability of potential ventures and the profitability of the Group.
• Drives for results. Drives a sense of urgency, focus, accountability, agility, and execution to deliver business results.
• Embracing Change : Copes with change and variety; tolerates uncertainty and ambiguity; adapts to new challenges.
• Prioritises the business interests of Momentum Group and invests in the success of the group by aligning effort across divisions. Establishing Rapport : Builds rapport and puts people at ease; is engaging and welcomes people; finds it easy to make friends
• Impact and influence. Persuades, convinces, influences, and inspires others, both within MMH and externally to win support, loyalty, and gain commitment to the purpose of MMH.
• Self-awareness and insight. Effectively manages self and relationships with others and provides perspective in difficult situations.
• Showing Composure : Stays calm and relaxed during events; is not worried and tolerates stress levels; is composed in dealing with pressure.
• Team Working: Works participatively with others; is democratic and encourages team contributions; collaboratively involves others in decision-making.