The HR Business Partner is responsible for aligning business objectives with employees and management in
The position serves as a consultant to Management on HR related issues.
He/she will act as an employee champion and change agent and assesses and anticipates HR related needs.
The position formulates partnerships across the HR function to deliver value-added service to Management and
employees that reflects the business objectives of the agency
The HR Business Partner maintains an effective level of business literacy about the business unit's financial
position, its midrange plans, culture and competition.
Proactively drive and support the implementation of HR policy and the delivery of optimal HR services across all agencies, this includes, Organisational design and development, Hr Administration and Payroll linkages, Remuneration and Reward, HR systems, IR and ER, Wellness, Recruitment and Selection, Performance and Talent Management as well as Learning and Development plus change management.
Manage complex and difficult HR projects at Business Partner level;
Guide, advise and support the Managing Directors and Senior Management with the execution of all HR related activities;
Build strong business relationships with the agencies management team and employees;
Provide strategic change management expertise to the agencies as required;
Translate key challenges in the working environment into HR solutions;
Participate in agency HR planning;
Actively participate and contribute to core HR projects and initiatives;
Ensure dissemination of all HR information to relevant stakeholders within the agencies
To ensure speedy delivery of HR solutions and effective communication channels;
Provide HR reports on request;
Submission of HR compliance requirement to the Seta’s
Robust understanding of BBBEE and the implications on the scorecard.
Required Competencies (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):
A postgraduate degree in Human Resources Management, Industrial Psychology or a related field, or an equivalent higher education qualification;
At least five to eight years’ relevant HR generalist experience (recruitment, selection and appointment, benefits, remuneration and HR systems) of which at least five years must be at the level of a generalist role.
Broad technical knowledge and skills in selection, recruitment and placement, employee relations, talent management (learning and development, performance management, workforce planning and succession management), remuneration and benefits and organisational development;
Exceptional written and verbal communication skills;
Advocacy, facilitation and mediation skills;
Applied knowledge of the Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act and the Labour Relations Act;
Computer literacy in MS Word, Excel and PowerPoint (intermediate level);
Knowledge and experience in an HR system which includes data capturing, extraction and analysis of transactional data;
Knowledge and skills in project and change management.
Strong co-ordination and planning skills to roll-out projects
A Honours degree in Human Resource Management or Management;
Relevant experience in an advertising or similar environment;
Previous experience in using VIP Payroll/ Empowered Toolkit would be advantageous