Junior Human Capital Business Partner MMH260622-4

Role Purpose

We’re seeking a Junior Human Capital Business Partner to support a senior member of our HC team and partner with teams across the asset management planning units within Momentum Investments. You’ll help deliver people initiatives that enable high performance and create an environment where all employees can thrive.

The role provides operational and advisory support across the employee lifecycle, ensuring that HC practices are delivered consistently, efficiently, and in alignment with business objectives, regulatory requirements, and Momentum Investments’ people strategy.

This role is suited to an HC professional who is building business partnering capability and who can combine strong administration, sound judgement, stakeholder engagement, and a service-oriented mindset in a fast-paced, professional environment.

Requirements

Experience

2-3 years’ Human Capital related experience.

• Experience in Financial Services is important, with a preference in Asset Management.
• Familiarity with front-office environments (investments, trading, research) is an advantage.
• Strong stakeholder management with tact and discretion; trusted to handle confidential information.
• Solid fundamentals in HR processes: recruitment, onboarding, performance cycles, ER documentation, and day to day query management.
• Clear written and verbal communication.
• Organized and proactive.
• Experience supporting multiple managers or business areas in a fast-paced, professional environment.
• Strong planning, coordination, and follow-through capability with good attention to detail.
• Comfortable working with HC data, reports, dashboards, and systems.
• Ability to manage competing deadlines and prioritise effectively.
• Demonstrates sound judgement, professionalism, and confidentiality in sensitive situations.
• Strong interpersonal skills with the ability to build credibility and trust across levels.
• Proficiency in Microsoft Office, particularly Excel and PowerPoint, with exposure to HRIS platforms being advantageous.

Qualifications

• B.Com Honours in Industrial and Organisational Psychology
• Registration with the HPCSA or SABPP, where applicable, will be advantageous

Duties and Responsibilities

Business partnering support

• Serve as first-line HC contact for day-to-day queries; triage and escalate appropriately.
• Prepare HC insights for the Senior HCBP: headcount, attrition, open roles etc.
• Attend business meetings with the Senior HCBP; capture actions and follow through to closure.
• Support the Senior HCBP in the execution of HC plans aligned to business unit priorities.
• Build effective working relationships with managers and employees across the asset management business to understand team needs and provide responsive HC support.
• Coordinate and track delivery of HC initiatives to ensure deadlines, actions, and commitments are met.
• Identify themes and recurring people issues from the business and escalate these appropriately to the Senior HCBP.

Talent acquisition and onboarding

• Support front-office hiring needs sensitively and confidentially; manage candidate experience.
• Conducting and running interview processes from job specification to offer.
• Ensure an exceptional experience for all applicants that makes it memorable.
• Own onboarding checklists; ensure pre-employment screening, regulatory filings, and systems access are completed on time. Work closely with the HC Administrator to ensure that onboarding is experienced effortlessly.
• Partner with hiring managers and Senior HCBP to coordinate recruitment activity, provide process guidance, and ensure timely feedback and decision-making.
• Assist with drafting, reviewing, and refining job specifications to ensure accuracy and alignment to business requirements.
• Monitor recruitment progress, identify bottlenecks, and proactively drive the process through to appointment.
• Support new joiner integration beyond administration, including check-ins during the onboarding period and escalation of onboarding risks where relevant.
• Ensure all recruitment and onboarding processes are completed in line with governance, audit, and compliance requirements.

Performance and talent management

• Administer performance cycles: goal-setting hygiene, calibration packs, feedback forms, reminders.
• Track probation and development plans; prompt managers on milestones.
• Provide support on performance matters where needed.
• Provide training on performance management systems and processes.
• Maintain succession and talent data for the Senior HCBP as needed.
• Support managers in the application of performance management principles, processes, and timelines to drive fairness and consistency.
• Prepare reports and insights on performance trends, overdue actions, probation outcomes, and development planning.
• Assist with identifying high-potential talent, critical roles, and associated development or retention risks for discussion with the Senior HCBP.

Reward And Benefits Administration

• Support data integrity and market benchmarking.
• Respond to employee queries on benefits queries or changes together with the HC Administrator.
• Support annual remuneration processes, including salary review preparation, incentive administration support, and related communications.
• Assist with remuneration and benefits reporting, data validation, and submission requirements.
• Provide administrative and analytical support for benchmarking, reward modelling, and reward-related governance processes.
• Ensure employee benefit changes and related documentation are processed accurately and within agreed timelines.

Employee relations and policy

• Manage low-risk ER matters end-to-end with oversight (absence, conduct, performance improvement documentation).
• Draft and update policy FAQs and manager toolkits; ensure regulatory and internal compliance.
• Maintain accurate case logs and produce ER trend reports.
• Ensure ER matters are loaded to employee files.
• Preparation for disciplinary enquiries with Senior HCBP oversight.
• Drafting of ER documentation as needed.
• Support the consistent and fair application of company policies, procedures, and employment practices.
• Provide first-level guidance to managers on routine employee relations matters, escalating complex or high-risk matters appropriately.
• Assist with case preparation, meeting coordination, outcome documentation, and record keeping for formal ER processes.
• Monitor ER trends and highlight recurring themes, risk areas, and possible interventions to the Senior HCBP.
• Maintain confidentiality, procedural fairness, and accurate documentation in all employee relations matters.

Learning, culture, and engagement

• Partner with the L&D team as well as the EVP team to drive internal initiatives in line with culture.
• Support DEI initiatives, engagement surveys, action planning, and follow-up tracking.
• Provide pro-active requirements to the Ex team to support communications and events in Asset Management.
• Prepare for culture sessions and capture notes to support the Senior HCBP.
• Support the implementation of learning and development initiatives in response to business, regulatory, and talent needs.
• Track completion of mandatory, regulatory, and role-specific training requirements and escalate non-compliance where required.
• Coordinate employee engagement and culture initiatives, including logistics, communication, action tracking, and measurement of outcomes.
• Support managers and teams with engagement action planning following survey results.
• Contribute to initiatives that strengthen employee value proposition, team culture, inclusion, and retention.

Data, systems, and compliance

• Produce monthly HC dashboards and ad hoc analytics; highlight risks and opportunities.
• Maintain data integrity across HC systems, employee files, and reporting templates.
• Produce regular and ad hoc people analytics to support business decision-making, including trends related to headcount, vacancies, turnover, absence, performance, and talent.
• Support audit readiness by ensuring accurate records, process adherence, and timely completion of compliance-related activities.
• Monitor completion of key HC process controls and highlight non-compliance or process risks.
• Support the preparation of reports, packs, and presentations for business reviews, people forums, and governance committees.
• Ensure that all HC administration and reporting is completed in line with applicable labour, regulatory, and internal governance requirements.

Projects and continuous improvement

• Support the Senior HCBP with implementation of HC projects, change initiatives, and business transformation activities.
• Identify opportunities to improve HC processes, templates, reporting, and service delivery.
• Contribute to the development and standardisation of manager guides, employee communication, and HC process documentation.
• Assist with change impact coordination, stakeholder communication, and follow-up actions on people-related projects.

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