263 Hr Business Partner jobs in South Africa

My client, nationally established group of companies, is looking to employ an HR Business Partner to join their team with 5 – 7 year’s work experience in an HR environment.

The successful candidate will have a Bachelor’s Degree (with HR as a major) and will work closely with operational leadership teams.

Responsibilities:
Human Resources:

• Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
• Manage the full HR lifecycle
• Talent acquisition and recruitment aligned with operational workforce plans.
• On-boarding and induction processes to ensure early employee engagement.
• Facilitation of off-boarding processes, including exit interviews and analysis to inform retention strategies.
• Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
• Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
• Support succession planning and talent management initiatives to build operational leadership capacity.
• Monitor, report, and analyse key HR metrics and trends to support strategic decision-making.
• Lead or contribute to change management and organisational development initiatives.
• Act as an advisor to operational leadership, promoting sound people management.
• Ensure HR compliance and governance through effective documentation, audits, and statutory reporting.

• Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
• Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
• Accurate and timeous submission of payroll reconciliations, queries and reports to the Group FM for payments and reporting purposes.
• Process and facilitate annual increase and bonus payments.
• Process other financial compensations or deductions.
• Handle payroll related queries (SARS queries, leave and salary administration queries etc.).
• Leave management.
• SARS EMP501 bi-annual and annual submissions.
• Maintaining accurate payroll and employee records by ensuring all documents are filed timeously.
• Pension fund, provident fund and medical insurance schedule administration.
• Quarterly STATSSA reporting.

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.

Industry: Scientific, Research & Development

Job category: HR Management

Location: Randburg

Contract: Permanent

Remuneration: Market Related

EE position: Yes

Mintek has an exciting position for an HR Business Partner within the HR division. The successful candidate will provide end-to end HR services and overall management of allocated Divisions' customised HR needs, aligned to Mintek HR and human capital development strategy. All suitably qualified and interested candidates are invited to apply.

• Monitor and evaluate implementation of the HR and HCD strategy and plans within Divisions.

HR Governance

• Provide expert advice and act as advisor on Mintek policies and procedures; participate in policy reviews.

Workforce Planning

• Assist Divisions to prepare workforce plans, identifying skills and resources required to achieve objectives.

Performance Management System

• Drive performance management culture: ensure compliance with performance management policies and procedures; ensure all employees have performance contracts and goal reviews on a continuous basis; analyse interpret and present performance review data to the Divisional meetings bi-annually.
• Facilitate and assist Line Managers with the effective implementation of performance agreements, evaluations and assessments within the cycle.
• Facilitate training for Line Managers and Supervisors.
• Facilitate moderation meeting and minute taking to aligned with terms and reference within Mintek.
• Co-ordinate PEP to fast track performance and training needs aligned with PDP and provide counselling as well as dispute resolutions.
• Provide report of assessment results for implementation of increases.

Talent Management

• Drive the implementation of Mintek talent management strategy, customised to Divisions' needs.
• Provide strategic support in the implementation of Divisional Talent Forums for review and identification of talent.
• Implement talent management initiatives to enable attraction, development and retention of talent within Divisions.

Employee Relations

• Disciplinary, poor performance, grievances - attend to all matters as advisor; escalate complex issues to head.

Succession Planning and Retention Strategy

• Compile exit report and analyse exit trends to be aligned to the retention strategy.

Communication & Feedback

• Communicate and market HR service offering, Manage internal relations to ensure that business needs are met.

Development needs identification

• Regularly assess progress and reassess development needs.

QUALIFICATIONS & EXPERIENCE:

• Honours Degree in HR/Industrial Psychology or Equivalent level of education.
• Minimum of 5 years working experience in HR as an HRBP/ HR Generalist or relevant.

COMPETENCIES

• Recognize and respond to opportunities to proactively meet the customer needs.
• Establish and sustain positive working relationships with people.
• Understand and manage customer expectations.

• Human Resources:
  • Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
  • Manage the full HR lifecycle, including but not limited to:
    • Talent acquisition and recruitment aligned with operational workforce plans.
    • Seamless onboarding and induction processes to ensure early employee engagement.
    • Facilitation of offboarding processes, including exit interviews and analysis to inform retention strategies.
  • Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
  • Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
  • Support succession planning and talent management initiatives to build operational leadership capacity. Monitor, report, and analyse key HR metrics and trends tosupport strategic decision-making.
  • Lead or contribute to change management and organisational development initiatives.

• Payroll:
  • Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
  • Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
  • Accurate and timeous submission of payroll reconciliations, queries and reports to the Group Financial Manager for payments and reporting purposes. Process and
  • facilitate annual increase and bonus payments.
  • Process other financial compensations or deductions (casuals, staff loans, commissions etc.).
  • Handle payroll related queries (SARS queries, leave and salary administration queries etc.).

• Bachelor’s Degree in, Human Resources Management, Industrial and Organisational Psychology or Business Administration (with HR as a major)
• 5 – 7+ Years work experience in an HR environment
• Relevant legislation i.e. BCEA
  • Labour Relations Act
  • Employment Equity Act
  • Workman’s Compensation Act
  • Skills Development Act

• Email your comprehensive CV to .
• If you are already registered, please forward your CV and the relevant reference number to the consultant with whom you are currently registered in order to avoid duplicity on our system.
• We reserve the right to only conduct interviews with candidates of choice.
• Applicants who have not received feedback within 30 days from the closing date must please accept their application as unsuccessful.

Duties and Responsibilities:

• Human Resources:
  • Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
  • Manage the full HR lifecycle, including but not limited to:
    • Talent acquisition and recruitment aligned with operational workforce plans.
    • Seamless onboarding and induction processes to ensure early employee engagement.
    • Facilitation of offboarding processes, including exit interviews and analysis to inform retention strategies.
  • Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
  • Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
  • Support succession planning and talent management initiatives to build operational leadership capacity. Monitor, report, and analyse key HR metrics and trends to
    support strategic decision-making.
  • Lead or contribute to change management and organisational development initiatives.

• Payroll:
  • Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
  • Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
  • Accurate and timeous submission of payroll reconciliations, queries and reports to the Group Financial Manager for payments and reporting purposes. Process and
  • facilitate annual increase and bonus payments.
  • Process other financial compensations or deductions (casuals, staff loans, commissions etc.).
  • Handle payroll related queries (SARS queries, leave and salary administration queries etc.).

Requirements:

• Bachelor’s Degree in, Human Resources Management, Industrial and Organisational Psychology or Business Administration (with HR as a major)
• 5 – 7+ Years work experience in an HR environment
• Relevant legislation i.e. BCEA
  • Labour Relations Act
  • Employment Equity Act
  • Workman’s Compensation Act
  • Skills Development Act

FULLTIME Amersfoort

Ben je de ervaren en gedreven HR Business Partner die wij zoeken? Zoek je een uitdagende rol in een innovatieve organisatie waar je jezelf kunt ontwikkelen? Ben je ondernemend, overtuigend en analytisch? Lees dan snel verder!

Wat ga je doen als HR Business Partner?

Als HR Business Partner ben je dé persoon waar collega’s en leidinggevenden als eerste naar toe komen met vragen op gebied van HR. Je vormt een hecht team met de HR collega’s, maar ook met de afdeling Recruitment. Met jouw expertise bewaak je zorgvuldig arbeidsvoorwaardelijke regelingen en sta je altijd klaar voor anderen om hen te voorzien van advies en informatie. Bovendien speel je een onmisbare rol bij het vertalen van de organisatiestrategie naar de HR-strategie. Je bent een verbindende schakel tussen de vestigingen. Je hebt dan ook geen vaste werklocatie, maar wisselt af tussen verschillende vestiging in het midden en het zuiden van het land. Verder word je enthousiast van het oppakken van projecten en zal je verantwoordelijk worden voor een specialisatie, passend bij jouw expertise en ambities.

Taken en verantwoordelijkheden

• Adviseert en coacht leidinggevenden bij de uitvoering van hun HR verantwoordelijkheden.
• Vertegenwoordigt HR bij verschillende projecten binnen de organisatie.
• Ondersteunt bij een bedrijfsovername bij het voorbereiden en uitvoeren van de harmonisering van de arbeidsvoorwaarden.
• Levert periodiek HR-stuurinformatie en analyseert deze.
• Levert een bijdrage aan het formuleren van het HR-beleid.
• Je bent constant op zoek naar manieren om de HR-werkprocessen nog efficiënter te laten verlopen.
• Je werkt nauw samen met de andere HR Business Partners en de CHRO.
  
  

• Een goed salaris, passend bij je kennis en ervaring.
• Diverse opleidings mogelijkheden.
• Een leuk team, met ruimte voor initiatief.
• Veel uitdagingen.
  
  

• Je hebt een afgeronde hbo-opleiding.
• Je hebt relevante werkervaring als HR Business Partner.
• Je kent de toepassing van relevante wet- en regelgeving op het gebied van HR.
• Je hebt een hands-on mentaliteit en je weet zakelijkheid en menselijkheid moeiteloos te combineren.
• Kennis van AFAS is een pré.
  
  

• Een salaris tussen de €3.400,- en €5200,- bruto op basis van kennis en ervaring.
• Een auto, laptop en mobiele telefoon van de zaak.
• Goede secundaire arbeidsvoorwaarden.
• 25 vakantiedagen op fulltime basis.
• Een goede pensioenregeling.
• Volop opleidingsmogelijkheden.
• Een zelfstandige functie met veel verantwoordelijkheid, vrijheid en werkplezier.

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.

• Must have a minimum of 5 years proven HR Generalist Management experience within the Manufacturing Industry
• Human Resources Degree NQF 7, with post graduate qualification advantageous
• Proficient in Sage People 300 | MS Office essential
• Strong knowledge of Strong knowledge of Labour Legislation BCEA | LRA | EE | BBBEE | MEIBC agreements will be beneficial
• Valid Driver's License and own Transport required
• Contactable references and payslips required

• Salary Package of up to R 60 000 CTC negotiable based on experience
• Benefits

Key Responsibilities: 

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 t
   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.

Job Requirements

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

Knowledge and skills:

• 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