38 Hr Business Partner jobs in Johannesburg

Duties:

People Operations & Support
Act as the primary HR contact for all day-to-day queries and people matters.
Partner with the General Manager and HODs to reinforce a high-performance, inclusive team culture.
Support the delivery of consistent, human-centred employee experience across departments.

Recruitment & Onboarding
Manage the end-to-end recruitment process, ensuring efficiency and legal compliance.
Lead warm, structured onboarding processes aligned to brand and operational needs.

Performance & Employee Relations
Support performance reviews, KPIs, probation feedback, and appraisals.
Manage employee relations, including disciplinary and grievance processes.
Engage directly with shop stewards and trade unions, maintaining open, constructive dialogue and supporting wage negotiations and procedural fairness.
Coach managers in handling IR matters with legal and emotional intelligence.

Training & Development
Identify training gaps and coordinate relevant internal and external learning interventions.
Track compliance with skills development and employment equity obligations.
Support succession planning and the development of internal talent pipelines.

Compliance, Administration & Transactional Delivery
Maintain all HR records, including contracts, performance documentation, and leave registers.
Prepare monthly payroll input and liaise with central payroll for accurate processing.
Ensure full compliance with BCEA, LRA, EE Act , and company policies.
Standardise and maintain current documentation, job descriptions, and SOPs.



Requirements:

Grade 12
Diploma or Degree in HR Management / Industrial Psychology (NQF 67).
At least 5+ years HR Generalist experience, preferably in hospitality or luxury service environments.
Strong working knowledge of South African labour legislation, including unionised environments.
Experience with Sage, ESS or other HRIS platforms.
Mature, emotionally intelligent, and able to manage sensitive people issues with discretion and professionalism.
Comfortable working flexibly, including weekends or evenings when operations require it.
Confident communicator with the credibility to coach managers and support change.
Organised, detail-oriented, and passionate about creating meaningful work experiences.

Red Ember Recruitment is recruiting for an HR Business Partner for our client based in Kempton Park.

The role of the HR Business Partner (HRBP) is to provide a seamless HR advisory, and solutions link between the HR Centres of Expertise and business operations.  The successful HRBP will work closely with General Managers, Operations Managers, Area Managers, Site Managers, Branch Managers, and other key stakeholders to provide transactional Human Resources support and guidance. across the employee life cycle. Key Responsibilities

Organization design and workforce planning

Provide ongoing organizational design and workforce planning support/guidance to line management (operations and support functions)Liaise structural updates and amendments between operations and the payroll departmentProvide HR expertise and guidance in respect of job design and job description developmentGuide Job Segmentation process and validate outcomes

Talent Acquisition

Advise operations and act as the link between recruitment and hiring managersAdvise and ensure recruitment compliance in line with the Recruitment Policy and alignment with the Employment Equity PlanFacilitate interviews with the recruitment team and hiring managersWorking closely with hiring managers, and recruitment to ensure smooth on-boarding and induction of new employees

 Employee Onboarding & Integration

In collaboration with line management and the learning and development team guide and oversee the onboarding process to ensure new employees are properly inducted into the business and have the best possible onboarding experience.Report on onboarding performanceAssist/guide the line managers in respect of employee onboarding and integration

Performance Management

Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary procedures, etc.)Guide the department heads with the designing of KPIs as well as overseeing and managing the performance appraisal system that drives high-performanceEnsure the consistent application of the performance management principles, processes, and practices through line manager support and coachingGuide business on the Performance Improvement Planning processMonitor the implementation of the performance management policy, practices, and systems by ensuring effective compliance and performance management processes.Monitor and track compliance and due dates in respect of the completion of performance appraisals.Assist managers to identify performance gaps and define appropriate training and/or action plansAssist/support/guide managers with poor performance management

Training & Development

Guide and advise on the identification of training needs within business units and individual coaching and mentoring needs.In liaison with the L&D department, drive the creation and implementation, and execution of personal development plans aimed at achieving excellence in the roles across business units & departmentsSupport business with PDP development and execution

Succession Planning

Provide guidance and input on business unit restructures, workforce planning, and succession planning as and when requiredCoach line managers in the application of the succession planning methodology, processes, and tools

Employee Engagement & Retention

Conduct regular meetings with respective business units/departments to ensure alignment of people and business objectives.Preparation and issuance of termination documentationExit interview coordination and conduct exit interviews from the managerial level upwardsPrepare exit interview analysis and reports

Employee and Industrial Relations

In liaison with the Industrial Relations team, coach, and support line management concerning disciplinary and grievance procedures and requirementsServe as a link between management and employees as well as helping them resolve conflicts and provide counseling where necessaryDrive business unit/departmental wellness programs

Remuneration & Payroll

Guide the line management with the remuneration philosophy, policy, and practicesFacilitate and liaise between the payroll department and line managers for the necessary payroll input and administration tasks.

Transformation (Diversity & Inclusion)

Translate transformation objectives and goals into business unit/departmental-specific targets and strategy.Coach line managers to transformation objectives, targets, and plansEnsure equitable representation of suitably qualified employees from designated groups in occupational categories and levels within an aligned to the Employment Equity Plan

HR Governance

Lead/coordinate the implementation, monitoring, and reviewing the HR Policies and Procedures as requiredEffectively perform and guide HR administrative functions related to HR and Talent ManagementWork closely with the relevant HR functions to create and execute HR business cases and HR due diligence exercises, particularly as it relates to “new take-on” activities.Human Resources stakeholder managementEnsure adherence to relevant laws, policies, and standard operating procedures within Human Resources RequirementsHR Degree or National DiplomaA minimum of 5-7 years of Human Resources Management experience as an HR Business Partner or equivalent roleExperience and knowledge of Remuneration, Talent Management, Transformation, Talent Acquisition, Learning and Development, WorkforcePlanning, Organisational Design, Industrial Relations, Employee Engagement and Performance Management.Knowledge of HR ERP systems (Sage People or SAP preferably).Deep knowledge of HR and related labour legislation.An above-average knowledge of HR theories, principles, and practices.Proven track record in Diversity and Relationship Management.Advanced Computer LiteracyAdvanced MS Excel skills.Project Management execution skills and knowledgeMust be willing and able to travel

Reference: JHB003743-SM-1

Our client is an established financier, investing in high growth SMEs/Entrepreneurial businesses and is now hiring for an HR Business Partner.

Duties & Responsibilities

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).
• Years of experience in Human Resources, with a focus on HR business partnering within the financial services sector.
• Strong knowledge of employment laws, regulations, and industry-specific HR practices.
• Excellent communication, interpersonal, and influencing skills.
• Ability to build strong relationships and work effectively with all levels of the organization.
• Strategic mindset with the ability to translate business needs into HR initiatives.
• Demonstrated ability to handle confidential information with discretion and integrity.

Key Responsibilities:

1. Strategic Business Partnership:
   • Develop strong relationships with business leaders to understand their strategic objectives and priorities.
   • Provide HR guidance and support to align HR initiatives with business goals, including talent management, organizational design, and workforce planning.
   • Partner with business leaders to address talent gaps and develop strategies for talent acquisition and retention.
2. Employee Relations:
   • Act as a trusted advisor to managers and employees on employee relations issues, ensuring fair and consistent treatment.
   • Investigate and resolve complex employee relations matters, including disciplinary actions, grievances, and workplace conflicts.
   • Provide coaching and guidance to managers on effective communication, conflict resolution, and performance management.
3. Talent Management:
   • Lead talent management initiatives, including performance management, succession planning, and leadership development.
   • Partner with business leaders to identify high-potential talent and develop strategies for career development and advancement.
   • Implement talent acquisition strategies to attract top talent, including sourcing, screening, and selection of candidates.
4. Organizational Development:
   • Assess organizational needs and develop interventions to enhance employee engagement, productivity, and performance.
   • Support change management efforts by providing guidance and support to managers and employees during times of organizational change.
   • Facilitate training and development programs to build employee capabilities and foster a culture of continuous learning.
5. HR Policy Implementation:
   • Interpret and communicate HR policies, procedures, and programs to managers and employees, ensuring compliance with legal and regulatory requirements.
   • Partner with the HR team to develop and implement HR policies and programs tailored to the unique needs of the financial services industry.
   • Stay informed about industry trends and best practices in HR to continuously improve HR programs and initiatives.

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The Human Resources Division has a permanent position available for an HR Business Partner: Broker Solutions , reporting to the HR Business Partner Lead. This position will be based at the Santam office in Johannesburg.

To align human resource strategies and practices with the overall business objectives, and act as strategic partners to the leadership, driving the enhancement of business performance through effective people management.

To provide Human Resource consultation to assigned business units and be instrumental in facilitating and implementing agreed deliverables. These business deliverables will be aligned with Human Resources’ Strategy/Business Strategy, collaborating to develop and implement best practice HR programs, policies, and systems that support the organisation’s leaders and managers in managing their units and meeting their strategic priorities. Key to the success of the HRBP is the ability to develop a strategic partnership in their ‘day to day’ work within assigned portfolios. This comes from understanding the department or business's key strategic challenges and providing HR intervention to help the leaders achieve their goals and create positive and productive workplaces.

What will make you successful in this role?

The HRBP will take ownership of the overall HR practices for the business area, supported by the HR Centre of Expertise (COE), attending to:

Strategic alignment

• Work closely with senior leadership to ensure that the HR strategy supports the organizational goals and actively participate in business planning discussions to understand priorities and challenges.
• Collaborate with executive teams to shape HR strategies that drive business results, leveraging data and analytics to inform decisions.
• Use analytics to assess workforce trends, measure the impact of HR initiatives, and provide insights that inform business decisions.

Talent Management & Acquisition

• Manage delivery on talent acquisition with the support of the Talent Acquisition specialist.
• Drive talent management and succession planning.
• Develop appropriate talent management strategies aligned with the business strategy.

Organisational Design

• Partner with senior leadership to design and implement organizational structures that support strategic goals.
• Lead workforce planning initiatives that align talent acquisition and development with business direction.
• Facilitate change management processes during mergers, acquisitions, and restructuring, ensuring minimal disruption and high employee engagement.

Business partnership

• Provide coaching and support to managers on HR-related issues, helping them navigate complex employee relations matters and enhance their leadership capabilities.
• Understand the business context in order to partner at the right level and influence HR-related decisions.
• Provide advice and guidance on complex matters to managers and employees across the business area on HR-related matters.
• Analyse, interpret, and conduct a trend analysis on HR data.
• Provide quarterly feedback on HR trends and provide solutions as required.
• Drive people initiatives in partnership with the relevant CoE.

Diversity management & Employment Equity

• Assist in developing EE plan per BU, implement actions, track and achieve milestones.
• Ensure execution of all diversity initiatives in line with the BU EE Plan.

Performance management

• Ensure that performance metrics align with business objectives.
• Keep abreast of best practices on performance management trends.
• Facilitate the performance management process (contracting, appraisals, reporting on trends, informal training).
• Facilitate performance calibration sessions.
• Support business with having the right conversations in terms of differentiating individual performance to business performance/objectives.
• Support business to develop and drive a high-performance culture.
• Continuous education regarding the performance management process.

Culture and Engagement

• Conduct organizational assessments to identify opportunities for improvement and implement solutions to enhance organizational effectiveness.
• Support change management initiatives by developing communication strategies and training programs that facilitate transitions.
• Design initiatives that focus on creating a positive work environment by promoting employee engagement, satisfaction, and well-being.
• Implement programs that foster a strong organizational culture and increase employee morale.

Leadership and people development

• Facilitate discussions regarding work-related and post-graduate study aid (candidate approval) as well as the placement of learners and graduates.
• Facilitate delivery on L&D needs through companywide programs and putting interventions in place in consultations with L&D COE to address those needs that cannot be addressed through generic programs.

Employee Relations

• Act as a custodian of people-related policies.
• Provide sound advice to ensure the organization complies with best practices and legislative issues.
• Provide support to line managers in dealing with disciplinary, incapacity, and grievance matters.
• Deal with all appeals from disciplinary proceedings in line with the disciplinary code.
• Support the business with all employee dispute resolution, with relevant COE.

Total Rewards including Employee Wellbeing

• Facilitate remuneration processes in BU’s including creating awareness of employee wellness offerings, job evaluation, etc.

Qualification and Experience

• Bachelor’s degree in Industrial Psychology/ HRM or related (NQF 7).
• At least 7 years HR Generalist experience.
• Ability to travel as required.

Knowledge

• Knowledgeable in HR practices: recruitment, talent development, performance management, legislation, labour relations, leadership and organizational development, change management, and remuneration.
• Comprehensive understanding of HR practices, employment laws, performance management, talent acquisition, and organizational development.
• A strong understanding of HR legislation and requirements, and the ability to apply the relevant legislation in the work environment.
• Good knowledge and understanding of HR Best practices, policies, and procedures.

Skills

• Strong analytical, problem-solving, and project management skills.
• Excellent interpersonal and communication ability.
• Proficiency in HRIS and Microsoft Office Suite.
• Strong relationship-building ability.
• Ability to influence.

Core Competencies

Cultivates innovation - Contributing through others.

Customer focus - Contributing through others.

Drives results - Contributing through others.

Being resilient - Contributing through others.

Collaborates - Contributing through others.

About The Company

Santam is the market leader in the general insurance industry in Southern Africa. We are a large, diversified, expanding, and transforming company and whilst based in South Africa, we are rapidly moving into a number of emerging markets, both in Africa and Asia.

Our success is rooted in our passion for our clients and everything we do is centered on our delivery of Insurance Good and Proper. We’re about people. People drive our business so it follows that we want to recruit the best people possible whether they work for us permanently or for a short time as temporary employees.

At Santam, we are committed to transformation and embracing diversity. This commitment is what drives us to achieve a diverse workplace with employment equity as a key goal to create an inclusive workforce, representative of the demographics of our society. In achieving our employment equity goals we give preference to applicants from the designated groups in alignment with the Divisions Employment Equity targets.

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About the job Senior HR Business Partner Midrand, Gauteng

Job Title: Senior HR Business Partner
Location: Linbro, Midrand, Gauteng
Reports to: HR Executive
Direct Reports: 2 HR Business Partners
Indirect Reports: 3 HR Admin, 3 HR Practitioners

Purpose of Role:
The Senior HR Business Partner (Senior HRBP) is a strategic leadership role focused on aligning HR initiatives with business objectives to enhance customer service delivery and customer centricity. This role involves leading a team of HR professionals to ensure the effective implementation of HR strategies, policies, and processes across the organization. As a trusted advisor to the leadership team, the Senior HRBP contributes to the overall success of our clients Logistics by fostering a high-performance culture that supports the company's supply chain and logistics operations.

Main Responsibilities:

Strategic HR Leadership:

• Collaborate with the HR Executive and business leaders to develop and execute HR strategies aligned with business goals, with a particular focus on enhancing customer service delivery and customer centricity.

Team Management:

• Lead, mentor, and develop a team of HR Business Partners, HR Admin, and HR Practitioners, ensuring their professional growth and alignment with business priorities.

Change Management:

• Drive and manage organizational change initiatives, especially those related to customer service improvement, ensuring smooth transitions with minimal disruption to business operations.

Talent Management:

• Oversee talent acquisition, development, and retention strategies to build a high-performing workforce capable of delivering superior customer service.

Employee Relations:

• Manage complex employee relations issues, ensuring compliance with labor laws and fostering a positive and productive work environment.

HR Analytics:

• Utilize HR metrics and data to inform decision-making and improve HR processes, contributing to better business outcomes.

HR Policy Development:

• Develop, implement, and maintain HR policies and procedures that support the companys strategic objectives while ensuring legal compliance.

Stakeholder Management:

• Build strong relationships with key stakeholders across the business, acting as a trusted advisor on all HR matters.

Education and Qualifications:

• Bachelors degree in Human Resources, Business Administration, or a related field (required).

Knowledge and Skills:

• In-depth knowledge of HR best practices, labor laws, and regulations in South Africa.
• Strong understanding of the supply chain and logistics industry.
• Strategic thinking and business acumen.
• Excellent leadership and team management skills.
• Strong problem-solving and decision-making abilities.
• High level of emotional intelligence and interpersonal skills.
• Proficient in HRIS systems and HR analytics tools.
• Excellent communication, influence, and negotiation skills.

Experience and Training:

• Minimum of 8-10 years of experience in HR, with at least 5 years in a senior HRBP role or similar position.
• Proven experience in leading HR teams and managing large-scale HR projects.
• Experience in the supply chain, logistics, or a related industry is preferred.
• Training in leadership development, change management, and HR analytics.

Problem Solving:

• Address complex HR challenges, including workforce planning, talent management, and employee relations, with innovative and effective solutions.
• Analyze and interpret HR data to identify trends and make informed decisions that positively impact the business.

Customer Relationships:

• Build and maintain strong relationships with internal customers (business leaders, managers, and employees) to understand their needs and provide tailored HR support.
• Foster a customer-centric culture within the HR team to enhance service delivery across the organization.

Decision Making:

• Make strategic HR decisions that align with business goals and drive organizational performance.
• Empower direct reports to make operational HR decisions within their areas of responsibility, providing guidance and support as needed.

Leadership Supervision:

• Provide leadership and direction to the HR team, ensuring alignment with the companys strategic objectives.
• Coach and develop team members to enhance their capabilities and career growth.
• Strategic Orientation: Ability to align HR strategies with business objectives.
• Leadership: Strong leadership presence with the ability to inspire and motivate others.
• Customer Focus: Commitment to delivering high-quality HR services that meet the needs of the business.
• Collaboration: Ability to work effectively with cross-functional teams and build strong partnerships.
• Innovation: Ability to develop creative HR solutions that drive business success.
• Integrity: High ethical standards and commitment to confidentiality.

Communication and Influence:

• Communicate effectively with all levels of the organization, from frontline employees to senior executives.
• Influence key stakeholders to support HR initiatives that drive business outcomes.
• Present HR strategies and data in a clear, concise manner to facilitate informed decision-making.

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Job Purpose

To design, develop, and deliver Talent Management, Performance Management, Learning & Development (L&D), and Diversity, Equity, Inclusion & Belonging (DEIB) initiatives, including Employment Equity architecture and best practice solutions, to enable the achievement of company objectives aligned with the HR strategy.

Minimum Qualifications

• B Com Degree in Business Management or HR
• Honours Degree in Business Management or HR
• Registration with SABPP and/or IPM would be advantageous

Minimum Experience

• 8-10 years of experience as a Head of Talent HR, Learning & Development, Employment Equity, or Performance Management, with proven exposure and experience at a senior level

Knowledge and Skills Required

• Sound knowledge of HR legislation, policies, and procedures
• Proficiency in basic software applications (e.g., Outlook, Word, Excel, Access, Internet, Email)
• Experience with Human Resources Information Systems (HRIS)
• Knowledge of Performance Management processes
• Understanding of administrative procedures and systems
• Job evaluation expertise
• Salary benchmarking skills
• Remuneration knowledge
• Business terminology and definitions
• Business writing skills
• Capacity planning and resource allocation principles
• Change management capabilities
• Client service and communication strategies
• Research methodology

Key Performance Areas (KPAs)

Results Delivery

• Contribute to the overall HR business strategy to ensure focus areas are met annually
• Implement and manage the Annual Talent Management Strategy to support company objectives
• Manage the allocated budget for Talent, Learning & Development, and JEF Bursaries (~R28m) within agreed parameters, tracking monthly
• Plan and allocate resources cost-effectively while meeting timelines and standards
• Provide advice and support to HR, employees, and line management on people development solutions to enhance business performance
• Design and establish talent practices, methodologies, and guidance to identify, develop, and retain critical talent, boosting competitiveness

Note

If you do not receive a response within one week of your application, please consider your application unsuccessful.

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Job Purpose
To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of company objectives in Driving the HR Strategy.

Minimum Qualification

• B Com Degree Business Management/ HR
• Honours Degree in Business Management/ HR
• Registration with SABPP and/or IPM would be advantageous

Minimum Experience

• 8- 10 years of experience as a Head of /Talent HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a Senior Level

Knowledge and Skills required

• Sound knowledge of HR legislation, policies, and procedures.
• Basic software applications (e.g., Outlook, Word, Excel, Access, Internet, Email)
• Human Resources Information Systems
• Performance Management
• Administrative procedures and systems
• Job evaluation
• Salary benchmarking
• Remuneration
• Business terms and definitions
• Business writing
• Capacity planning
• Change management
• Client service strategies
• Communication strategies
• Research methodology
• Resource allocation principles

Key Performance Area (KPA)
Results Delivery

• Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year

• Deliver on the Annual Talent Management Strategy to ensure success of company objectives.

• Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.

• Plan and implement resources in a cost-effective manner while still meeting timelines and standards.

• Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.

• Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance competitiveness

Should you not receive a response from us within one week of your application, your application has unfortunately not been successful.