508 Business Partner People Culture Cib Global Markets jobs in South Africa

Our client is seeking a dynamic and experienced HR Business Partner – Operations to provide a comprehensive, business-aligned human resource function across their operational entities. This strategic and hands-on role is essential in implementing HR strategies, policies, and initiatives that support operational efficiency, workforce effectiveness, and full regulatory compliance.

The successful candidate will work closely with operations leadership to align HR practices with business goals, foster a high-performance culture, and strengthen employee engagement. This role also includes full payroll responsibility, ensuring accuracy and compliance in all compensation processes.

Key Responsibilities

Human Resources :

Partner with operational business units to understand strategic goals and align HR delivery accordingly

Manage the full HR lifecycle, including :

Talent acquisition and recruitment based on operational workforce plans

Onboarding and induction processes to ensure a seamless employee experience

Offboarding, including exit interviews and analysis to support retention strategies

Provide expert support on employee relations, including disciplinary processes, grievances, incapacity matters, and conflict resolution

Ensure consistent application of HR policies and compliance with relevant labour legislation

Support succession planning and talent development initiatives

Monitor and analyse HR metrics and trends to inform leadership decision-making

Contribute to change management and organisational development initiatives

Act as a trusted advisor to operational leaders, promoting sound people management practices

Ensure HR compliance through documentation, audits, and statutory reporting

Payroll & HR Administration :

Update and manage monthly / weekly payroll schedules, including new hires and resignations

Perform fortnightly / monthly payroll processes, including reconciliations and reporting

Submit payroll data and reconciliations to the Group Financial Manager for payment and reporting

Process annual increases, bonuses, and other compensation adjustments (casuals, loans, commissions, etc.)

Resolve payroll-related queries (e.g., SARS, leave, and salary issues)

Oversee leave management and ensure compliance with internal policies

Prepare and submit EMP501 returns (bi-annual and annual) to SARS

Maintain accurate payroll and employee records, ensuring timely filing of documents

Administer pension, provident fund, and medical insurance schedules

Submit quarterly STATSSA reports

Key Skills

Strong interpersonal and relationship-building abilities

Sound business acumen and the ability to align HR strategy with operational needs

Confident decision-making and problem-solving under pressure

Excellent communication and facilitation skills

High level of integrity, professionalism, and confidentiality

Excellent organisational and project management skills

Proactive and able to work independently

Energetic and team-oriented attitude

Bachelor’s Degree in Human Resources Management, Industrial & Organisational Psychology, or Business Administration (with HR as a major)

In-depth knowledge of SA labour legislation (BCEA, LRA, EEA, COIDA, SDA, etc.)

5–7 years’ experience in an HR generalist role, with exposure to operations and payroll

Reporting to : Executive Head : Human Resources

If you are an experienced HR professional with a passion for partnering with operations and delivering both strategic and practical HR value, we’d love to hear from you.

The Purpose of this Position: The successful candidate will provide a full-function HR service across our Group of Companies with a specific focus on operational excellence, employee relations, and compliance within the material handling and blue-collar workforce environment.

1. Collaborate with business leaders to develop and implement HR strategies aligned with the company’s goals and objectives.
2. Act as a trusted advisor to line managers and executives on HR policies, procedures, and workforce planning.
3. Ensure HR initiatives support a culture of diversity, inclusion, and employee engagement.

1. Manage and attend probation period reviews for all new employees.
2. Provide guidelines on managing employee performance, address all general performance management or appraisal queries received from employees and management.

1. Track and submit all business unit training initiatives to the HR Manager and EE Committee.
2. Coordinate and track all Educational Assistance / Bursaries.
3. Facilitate the identification of learning needs and areas of development and arrange necessary training.
4. Submission of WSP & ATR.
5. Create / review individual PDP’s to identify training and other development needs for succession planning.

1. Assist management in the drafting of job profiles, vacancy and packages.
2. Ensure that the recruitment process is followed from start to end in order to recruit effectively and reduce turnover.
3. Discuss the long and shortlists with line managers. Where required conduct interviews with management.
4. Manage the onboarding of successful candidates and take-on documentation.
5. Manage the induction process and ensure new employee induction/orientation takes place.

1. Co-ordinate the administration around the employee wellness plan, including communication of the company offering.
2. Provide input and suggestions when setting up employee wellness initiatives, oversee and manage the initiatives.

1. Ensure adherence to South African labour legislation, including BCEA, LRA, and EE Act.

1. Attend to general requests/queries from all employees.
2. Conduct and analyse exit interviews and report back to the HR Manager and Business Heads with insights.
3. Ensure high level and high standard of customer service and guidance in line with HR Policies and Procedures.
4. Review, develop and update job profiles for all employees and ensure they are captured on HR Systems.
5. Ensure HR Audit requirements are adhered to.
6. Develop ad-hoc reports as required by the HR team or the business unit.
7. Liaise with employees on Death and Disability claims.
8. Manage UIF (termination forms, maternity and compensation claims) administration.
9. Manage long service awards, generate reports, capture workflows, arrange the certificates and framing.

1. Bachelor’s degree or higher in Human Resources Management or a related field.
2. Minimum of 5 years’ HR generalist experience in the engineering sector.
3. Proven experience working with blue-collar employees, including trade unions and labour relations.
4. In-depth knowledge of South African labour laws and regulations.
5. Strong interpersonal and communication skills.
6. Ability to handle multiple priorities in a fast-paced environment.
7. Proficient in HRIS systems mainly SAGE300 People and Microsoft Office Suite.
8. Trustworthy and honest.
9. Attention to detail.
10. Self-reliant.
11. Self-motivated.
12. Be a team player as well as work independently.
13. Time management.
14. Accountability and dependability.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization.

All applications (complete CV) must be submitted no later than close of business on Tuesday, 24th of January 2025 . Email: Ref: GHO 01/25/55.

The Goscor Group believes in transparency in the recruitment process, as we believe that this benefits both the applicant and the broader Group. So please note that reference checks will be performed on all applicants currently employed anywhere within Goscor / Bud should they apply for this role. These checks will be performed solely at management’s discretion and are likely to involve discussions with your direct line manager and/or other management (where relevant/necessary). Should you not consent to this, Goscor reserves the right to not take your application further.

The Goscor Group is an equal opportunity and affirmative action employer and does not discriminate against persons because of age, race, religion, disability, gender, ethnic or national origin, or veteran status.

Please note that by applying for this position you agree to your personal information being processed and verified where applicable by the recruiting company or its agents.

Should you not hear from us after two weeks of the closing date, please consider your application unsuccessful.

Annually Cost To Company (Market related)

Our client, who is in the Motor Dealership industry, is seeking an HRBP to be a strategic partner to leadership, driving people initiatives that support our rapid growth while maintaining our commitment to safety, innovation, and community impact.

• Partner with regional leadership to develop and execute people strategies aligned with business objectives
• Provide strategic guidance on organizational design, talent management, and workforce planning
• Lead change management initiatives supporting business transformation

• Drive end-to-end talent acquisition for critical roles across operations, technology, and support functions
• Develop and implement performance management frameworks
• Design succession planning and career development programs
• Champion diversity, equity, and inclusion initiatives

• Foster a high-performance culture that embodies the company’s values
• Design and implement employee engagement strategies
• Lead conflict resolution and provide coaching to managers
• Drive workplace culture initiatives that attract and retain top talent

• Ensure full compliance with South African labour legislation
• Develop and maintain HR policies and procedures
• Manage employee relations matters and disciplinary processes
• Oversee compensation and benefits programs

• Bachelor's degree in Human Resources, Business Administration, or related field
• 5-8 years of progressive HR experience, with at least 3 years in a business partner or generalist role within the motor industry
• Deep knowledge of South African labour law (LRA, EEA, BCEA, Skills Development Act)
• Experience in fast-paced, high-growth technology or mobility companies
• Proven track record in talent acquisition and retention strategies
• Strong analytical skills with experience in HR metrics and data-driven decision making

Please note that only shortlisted candidates will be contacted

1. Human resource planning and implementation
   According to the factory development strategy, the policy of docking the headquarters' human resources and energy system requires that, in conjunction with local laws and regulations, participate in the transformation, preparation and improvement of various human resources related procedures, documents and approval processes. Plan and formulate the factory's human resource development plan and annual plan, and implement it.
2. Personnel planning and recruitment selection
   According to the factory's organizational structure and management functions, job setting and development channels are established. Prepare annual staff budgets and various recruitment deployment plans, manage and improve the selection of recruitment channels, ensure the effective development of recruitment work, and meet the needs of various personnel in the factory; do a good job of talent inventory, organize and carry out the promotion and evaluation of various positions in the factory
3. Salary incentive management
   Review the attendance records of factory employees, supervise the overtime arrangements of various departments to comply with laws and regulations and factory policies and procedures; review the leave application procedures of factory employees; assist the general manager of the factory and the managers of each section/production area in the monthly bonus distribution; assist the headquarters or agents The organization distributes factory salary and benefits; understands the local personnel and salary related policies, and drafts local relevant documents and submits them to the headquarters for review to ensure compliance with local laws and regulations.
4. Performance management
   Under the unified performance management policy of the headquarters, design various performance evaluation index projects, decompose the annual goals, and assist the managers in the setting of employee performance goals, performance evaluation, performance feedback, application and archiving of performance results. Continuously improve the assessment methods, so that the performance targets can be achieved.
5. Employee Relations
   Responsible for the handling of employee entry and resignation procedures, including the signing and filing of relevant documents, maintenance and update of personnel information, and reporting to the headquarters every month. Create and maintain harmonious labor relations, and be responsible for the maintenance of the factory's external and internal brand image, including handling employee-related crisis public relations and internal emergency matters within the factory, communicating and coordinating with employees, labor unions, government agencies and other related groups on behalf of the factory; completing employee satisfaction Investigation, report analysis and improvement measures follow-up work; organize the team to complete rationalization suggestions and award setting and publicity work.
6. Training developmen
   Formulate/update the annual and monthly training plans of the factory, and implement them; plan and specifically organize and implement the training of various personnel. According to the headquarters and corporate culture requirements, plan, organize, and implement factory-level activities. Manage and review factory training funds, establish and manage factory part-time lecturers, courses and training resource banks.
7. Administration and logistics service management
   Responsible for the administration and logistics service management during the construction phase of the factory, and improve employees’ satisfaction with the office environment and logistics services.

• Education Background : Bachelor degree
• Working experience : 4 years and above relevant work experience

• Know the relevant knowledge of the human resource system
• Familiar with the labor contract law and other relevant laws and regulations
• Strong planning organization and analysis and summary skills
• Good PPT production skills and presentation skills
• Good communication and coordination skills
• Influence and innovation
• Continuously improve awareness

Job Title: Junior HR Business Partner

Location: Kenya or South Africa,

Reports To: HR Director, Africa

Workplace Profile: Hybrid

Job Overview: The HR Business Partner is an enthusiastic, proactive, and solutions-driven professional who supports the alignment of HR strategies with business unit goals. This role assists in bridging the regional HR agenda with local business needs within specified business units, providing guidance to managers and employees, and ensuring the delivery of effective HR solutions. The role will support initiatives to enhance efficiency, standardize processes, and deliver quality HR services across our teams in Africa. This role requires strong interpersonal skills, a collaborative approach, and a results-oriented mindset. Working within a complex, matrixed global organization, the HRBP will assist in local and regional HR initiatives, manage projects with guidance, and serve as a trusted advisor to business leaders. Success in this role requires the ability to support implementation and foster strong relationships at all levels of the organization.

Key Responsibilities:

Strategic HR Partnership

• Assist in developing and executing HR initiatives that combine HR strategies with local business priorities.

• Participate in key people-related decisions, anticipating challenges and addressing people issues proactively.

• Provide HR knowledge and support to business projects and organizational initiatives.

• Support managers on key people processes, including performance management, team development, change management, and resource planning.

• Assist with HR data reporting, leveraging Excel skills and an analytical mindset to deliver insights and support data-driven decision-making.

HR Efficiency, Transformation, and Policy Alignment

• Support projects that drive HR efficiency, transformation, and process standardization across the businesses in Africa.

• Ensure HR services, policies, and systems are practical, relevant, and aligned with business needs and compliance requirements in African countries.

• Work collaboratively with HR colleagues to develop and refine policies and introduce innovative ways of working.

• Collaborate with HR Centers of Excellence (CoEs) and Shared Service Centers on projects.

Regional Wellbeing Plan

• Assist in designing, implementing, and managing a comprehensive regional Wellbeing Plan for Africa, addressing physical, emotional, financial, and workplace wellbeing needs.

• Leverage insights from employee feedback, surveys, and HR metrics to continuously refine and enhance wellbeing initiatives.

Performance and Capability Development

• Provide coaching and advice to managers on organizational effectiveness, team dynamics, and leadership development.

• Advise and support Business Managers on people-related processes, including performance management, team and personal development, career path planning, resource planning, and restructuring needs.

• Support managers in navigating organizational change, ensuring employee alignment and minimal disruption.

• Collaborate with managers to navigate change effectively, balancing empathy with a focus on results.

Compliance and Best Practices

• Act as a role model for the HR function, driving best practices and ensuring alignment across HR processes and policies, ethics, and compliance.

• Provide support in driving the BBBEE agenda, ensuring alignment with regulatory requirements and organizational goals.

• Contribute to new initiatives, sharing lessons learned from previous HR projects and interventions.

• Demonstrate knowledge of local labor laws, CCMA processes, and employee relations (ER) matters, ensuring compliance and effective resolution of workplace issues.

HR Metrics and Analytics

• Use HR KPIs and metrics to identify opportunities for improvement and develop clear, actionable plans to address them.

• Provide regular reports and analyses to senior management, highlighting trends and recommendations.

Employee Engagement and Communication

• Provide support on employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee surveys to enhance engagement strategies.

• Ensure clear and effective HR communication, managing local employee engagement campaigns and aligning them with global HR messaging.

Project Management and Execution

• Drive HR projects with a focus on efficiency, transformation, and measurable results.

• Manage multiple priorities and deliverables effectively, ensuring timely and high-quality outcomes.

• Use HR metrics and insights to inform decision-making and drive continuous improvement.

Qualifications and Skills:

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field.

• Professional HR accreditation (e.g., SHRM, CIPD) is a plus.

Experience:

• 1-3 years of experience in HR, with a blend of generalist and specialist roles.

• Knowledge of employment legislation and best practices.

• Experience in managing business change, process improvement, and HR transformation projects.

• Proficiency in Excel and PowerPoint, good visual data representation skills.

Key Competencies:

• Strategic thinking and problem-solving skills.

• Understanding of HR processes, organizational effectiveness, and employee engagement strategies.

• Coaching and counseling capabilities and stakeholder management abilities.

• Proficiency in HR data analytics, reporting, and PowerPoint presentations.

• Knowledge of local employment legislation (EE, BBBEE) and HR best practices.

• Verbal and written communication skills, with the ability to influence and inspire at all levels. Good presentation skills.

• High level of discretion, confidentiality, and attention to detail.

• Experience in designing and facilitating wellbeing programs and initiatives.

• Experience with performance management, leadership development, and change management.

• ER and Compliance Expertise: Knowledge of local labor laws, CCMA processes, ER matters, and the ability to resolve workplace issues effectively.

• Data and Analytics: Proficiency in Excel and an analytical mindset, with experience in managing data reporting and providing actionable insights.

• Matrix Navigation: Capability to work effectively within a global, matrixed organization, balancing multiple priorities and stakeholders.

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Participate in the provision of HR policy and procedure guidance and coaching.

Execute HR projects across the company within specific timeframes.

Act as a consultative business partner to the assigned stakeholder group by advising them of trends in HR practices, the labour market, and general developments that could impact human resources in the area of responsibility.

Participate in the design of transformation and change programmes.

Contribute to the development of progressive HR policies, processes, and plans to drive continuous engagement and embed a performance culture across the organization.

Support strategic advice and ongoing support on employee relations issues, dispute resolution, and industrial advocacy, including managing escalated or complex cases.

Design effective employee relations, retention, and rewards programs.

Understand the organization's goals and strategies to align HR initiatives accordingly.

Implement strategies related to recruitment, development, engagement, and provide general HR support for employees in the area of responsibility and/or stakeholder group.

Address employee relations issues within the assigned business unit.

Stakeholder Engagement

• Contribute to the provision of HR-related advice across the generalist range of the role.
• Implement the company’s people plans by working closely with internal stakeholders to develop a culture of responsibility and accountability for frontline human resources management and embed a performance culture.
• Analyze complex trends and metrics in partnership with relevant stakeholders to develop solutions, programs, and policies.
• Work across multiple teams to ensure HR practices support their specific objectives.
• Collaborate with the talent acquisition team to ensure the execution of full recruitment cycle plans and talent sourcing strategies.
• Partner with relevant stakeholders to support and execute HR initiatives for all aspects of human resources.
• Continuous Improvement and Risk Management
• Identify opportunities to streamline HR processes and improve efficiency.
• Identify and address potential HR risks to protect the organization from legal and reputational harm.
• Ensure compliance with all relevant HR legislation.

The Purpose of this Position: The successful candidate will provide a full-function HR service across our Group of Companies with a specific focus on operational excellence, employee relations, and compliance within the material handling and blue-collar workforce environment.

1. Collaborate with business leaders to develop and implement HR strategies aligned with the company’s goals and objectives.
2. Act as a trusted advisor to line managers and executives on HR policies, procedures, and workforce planning.
3. Ensure HR initiatives support a culture of diversity, inclusion, and employee engagement.

1. Manage and attend probation period reviews for all new employees.
2. Provide guidelines on managing employee performance, address all general performance management or appraisal queries received from employees and management.

1. Track and submit all business unit training initiatives to the HR Manager and EE Committee.
2. Coordinate and track all Educational Assistance / Bursaries.
3. Facilitate the identification of learning needs and areas of development and arrange necessary training.
4. Submission of WSP & ATR.
5. Create / review individual PDP’s to identify training and other development needs for succession planning.

1. Assist management in the drafting of job profiles, vacancy and packages.
2. Ensure that the recruitment process is followed from start to end in order to recruit effectively and reduce turnover.
3. Discuss the long and shortlists with line managers. Where required conduct interviews with management.
4. Manage the onboarding of successful candidates and take-on documentation.
5. Manage the induction process and ensure new employee induction/orientation takes place.

1. Co-ordinate the administration around the employee wellness plan, including communication of the company offering.
2. Provide input and suggestions when setting up employee wellness initiatives, oversee and manage the initiatives.

1. Ensure adherence to South African labour legislation, including BCEA, LRA, and EE Act.

1. Attend to general requests/queries from all employees.
2. Conduct and analyse exit interviews and report back to the HR Manager and Business Heads with insights.
3. Ensure high level and high standard of customer service and guidance in line with HR Policies and Procedures.
4. Review, develop and update job profiles for all employees and ensure they are captured on HR Systems.
5. Ensure HR Audit requirements are adhered to.
6. Develop ad-hoc reports as required by the HR team or the business unit.
7. Liaise with employees on Death and Disability claims.
8. Manage UIF (termination forms, maternity and compensation claims) administration.
9. Manage long service awards, generate reports, capture workflows, arrange the certificates and framing.

1. Bachelor’s degree or higher in Human Resources Management or a related field.
2. Minimum of 5 years’ HR generalist experience in the engineering sector.
3. Proven experience working with blue-collar employees, including trade unions and labour relations.
4. In-depth knowledge of South African labour laws and regulations.
5. Strong interpersonal and communication skills.
6. Ability to handle multiple priorities in a fast-paced environment.
7. Proficient in HRIS systems mainly SAGE300 People and Microsoft Office Suite.
8. Trustworthy and honest.
9. Attention to detail.
10. Self-reliant.
11. Self-motivated.
12. Be a team player as well as work independently.
13. Time management.
14. Accountability and dependability.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization. All applications (complete CV) must be submitted no later than close of business on Tuesday, 24th of January 2025 . Email: Ref: GHO 01/25/55.

The Goscor Group believes in transparency in the recruitment process, as we believe that this benefits both the applicant and the broader Group. So please note that reference checks will be performed on all applicants currently employed anywhere within Goscor / Bud should they apply for this role. These checks will be performed solely at management’s discretion and are likely to involve discussions with your direct line manager and/or other management (where relevant/necessary). Should you not consent to this, Goscor reserves the right to not take your application further. The Goscor Group is an equal opportunity and affirmative action employer and does not discriminate against persons because of age, race, religion, disability, gender, ethnic or national origin, or veteran status.

Please note that by applying for this position you agree to your personal information being processed and verified where applicable by the recruiting company or its agents.

Should you not hear from us after two weeks of the closing date, please consider your application unsuccessful.