Senior Human Resource Business Partner

An exciting new opportunity has arisen in Hollard Group Risk, we are looking to recruit a Senior Human Resources Business Partner.

Hollard Group Risk (HGR) is a specialist Group Risk underwriter and focuses on the provision of group covers in South Africa.

Job Purpose

The Senior Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders within Hollard Group Risk, aligning people strategies with business objectives to drive organizational effectiveness, employee engagement, talent management, and operational performance. The role provides expert HR guidance, workforce planning, change management support, and employee relations expertise to ensure the attraction, development, and retention of high-performing talent.

The HRBP serves as a trusted advisor to management and employees, fostering a culture aligned with Hollard's values while ensuring compliance with labour legislation, company policies, and governance requirements.

Key Outputs

Strategic Business Partnering

• Partner with leaders and management teams to understand business objectives and translate them into people strategies.
• Provide insights and recommendations on workforce trends, organizational effectiveness, and employee performance.
• Participate in business planning processes and contribute to strategic initiatives.
• Support leaders in driving a high-performance culture.
• Align HR initiatives with Hollard Group Risk's strategic priorities.

Talent Management

• Facilitate workforce planning and talent review processes.
• Support succession planning and identification of critical talent.
• Partner with managers to develop talent retention strategies.
• Identify skills gaps and recommend development interventions.
• Monitor talent risks and implement mitigation plans.

Performance Management

• Drive the performance management process across the business unit.
• Coach managers on effective goal setting, performance conversations, and development planning.
• Ensure consistency and fairness in performance management practices.
• Monitor performance outcomes and identify trends requiring intervention.

Employee Relations

• Provide guidance and support on disciplinary processes, grievances, incapacity management, and conflict resolution.
• Conduct investigations where required.
• Facilitate fair and consistent application of company policies and procedures.
• Minimize organizational risk by ensuring compliance with labour legislation.
• Maintain positive employee relations through proactive engagement.

Organizational Development & Change Management

• Support organizational design and restructuring initiatives.
• Facilitate change management processes during business transformation.
• Conduct impact assessments and develop change intervention plans.
• Drive employee engagement and culture initiatives.
• Support leadership teams during periods of organizational change.

Employee Engagement & Culture

• Lead initiatives aimed at improving employee engagement and employee experience.
• Analyse engagement survey results and implement action plans with leadership teams.
• Promote inclusion, collaboration, and a positive workplace culture.
• Support wellbeing initiatives and employee value proposition activities.

HR Analytics & Reporting

• Analyse people data to provide business insights and identify trends.
• Prepare and present HR dashboards and reports.
• Monitor key HR metrics including: Turnover, Absenteeism, Employee engagement, Diversity metrics, Performance outcomes, Recruitment effectiveness, Training effectiveness
• Utilize data-driven recommendations to support business decision-making.

Policy, Compliance & Governance

• Ensure compliance with:
• Labour Relations Act (LRA)
• Basic Conditions of Employment Act (BCEA)
• Employment Equity Act (EEA)
• Skills Development Act (SDA)
• POPIA
• Relevant insurance industry governance standards
• Interpret HR policies and advise stakeholders accordingly.
• Support internal and external audits.