318 Human Resources Partner jobs in South Africa

Complement Recruitment is recruiting for a Human Resources Business Partner position based in Johannesburg, Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function aligned with departmental and company/brand strategic goals. This role involves assessing and anticipating HR-related needs and delivering value-added services to management and employees that reflect business objectives. The HRBP will be expected to successfully implement HR strategies and deliver excellent customer service within the organization.

Key responsibilities include:

1. Strategic partnership and organization design
2. Recruitment and selection
3. Employment equity, salary, and benefits management
4. Employee relations and talent acquisition and retention
5. Performance management and change management
6. Diversity management and skills development
7. Policies and procedures, HR reporting
8. Transformation, HR projects, and staff management

Apply directly for this job by clicking here.

Join our dynamic HR team and play a key role in driving strategic HR initiatives across the full employee lifecycle. If you thrive in a fast-paced environment and excel at workforce planning, talent acquisition, employee relations, and compliance, this is your opportunity to make a real impact!

You will be trusted with:

• Working closely with business functions to provide high-impact HR business support during the full employee life cycle
• Providing guidance and input on business unit restructures, workforce planning, and succession planning
• Recruiting key talents for the internal client
• Proactively supporting the delivery of HR Processes to secure sustainable results built on true collaboration with stakeholders
• Taking ownership of & managing complex HR Projects cross-functionally
• Maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed & required
• Being responsible for collating and submitting all statutory reporting to the Department of Labour and any other such parastatal that is required, such as but not limited to skills development and employment equity.
• Actively identifying gaps, proposing and implementing changes necessary to cover risks
• Ensuring the compliance of existing and created guidelines, processes, and procedures with Global HR policies across Evolution
• Managing and resolving complex employee relations issues
• Providing managers with tools & guidelines on how to better interact with their teams
• Ensuring company culture, onboarding, and engagement programs are maintained at a good level and measures to attain this.
• Tracking key metrics to drive continuous improvements regarding decisions and the quality of work
• Developing and controlling the budget
• Preparing employment contracts, contract addendums, training contracts, and job descriptions
• Organizing and keeping all personnel information up to date using the internal HR system EVOnation

Minimum Requirements:

• 5+ years of experience in HR, preferably in a large company
• Experience as HRBP and/or middle-level manager
• Full understanding of all HR functions and best practices
• Thorough knowledge of local labor legislation
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, etc.
• Knowledge of full recruitment process and sourcing
• Strong strategic mindset & analytical thinking
• Excellent verbal and written communication skills
• Ability to build strong business relationships with stakeholders
• Ability to work productively under pressure and meet tight deadlines
• Confidence in influencing and negotiating with all levels of seniority, along with the ability to build relationships both internally and externally
• Excellent organizational skills and attention to detail
• Excellent knowledge of English

Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

1 week ago Be among the first 25 applicants

Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

POSITION INFO:

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

Recruiter:

Complement Recruitment

Job Ref:

HRBPJ

Date posted:

Tuesday, May 27, 2025

Location:

Johannesburg, South Africa

Salary:

R48K CTC Per Month

SUMMARY:

APPLY NOW

POSITION INFO:

Human Resources Business Partner - HRBP – Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -
%20

%0D%0A

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
• Ideal: Bcom in Human Resources Management or Industrial Psychology;
• Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
• Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
• 3 years - Manager.
• Own transport
  

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brand’s Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
  
  

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.
  
  

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.
  
  

• Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.
  
  

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.
  
  

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.
  
  

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.
  
  

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.
  
  

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.
  
  

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
• Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc
  

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Advertising Services

Referrals increase your chances of interviewing at ExecutivePlacements.com - The JOB Portal by 2x

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Midrand, Gauteng, South Africa 8 hours ago

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Midrand, Gauteng, South Africa 2 weeks ago

Sandton, Gauteng, South Africa 5 months ago

Boksburg, Gauteng, South Africa 6 hours ago

Boksburg, Gauteng, South Africa 5 hours ago

Springs, Gauteng, South Africa 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 2 days ago

East Rand, Gauteng, South Africa 1 week ago

Johannesburg Metropolitan Area 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Sandton, Gauteng, South Africa 3 months ago

City of Johannesburg, Gauteng, South Africa 2 weeks ago

Johannesburg, Gauteng, South Africa 4 months ago

Johannesburg, Gauteng, South Africa 1 week ago

Glenvista, Gauteng, South Africa 2 weeks ago

Sandton, Gauteng, South Africa 1 month ago

Johannesburg Metropolitan Area 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg Metropolitan Area 1 week ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

1 week ago Be among the first 25 applicants

Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

POSITION INFO:

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

Recruiter:

Complement Recruitment

Job Ref:

HRBPJ

Date posted:

Tuesday, May 27, 2025

Location:

Johannesburg, South Africa

Salary:

R48K CTC Per Month

SUMMARY:

APPLY NOW

POSITION INFO:

Human Resources Business Partner - HRBP – Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -
%20

%0D%0A

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
• Ideal: Bcom in Human Resources Management or Industrial Psychology;
• Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
• Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
• 3 years - Manager.
• Own transport
  

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brand’s Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
  
  

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.
  
  

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.
  
  

• Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.
  
  

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.
  
  

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.
  
  

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.
  
  

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.
  
  

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.
  
  

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
• Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc
  

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Advertising Services

Referrals increase your chances of interviewing at ExecutivePlacements.com - The JOB Portal by 2x

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Midrand, Gauteng, South Africa 4 hours ago

Johannesburg, Gauteng, South Africa 2 hours ago

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Sandton, Gauteng, South Africa 5 months ago

Boksburg, Gauteng, South Africa 2 hours ago

Boksburg, Gauteng, South Africa 1 hour ago

Springs, Gauteng, South Africa 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 2 days ago

East Rand, Gauteng, South Africa 1 week ago

Johannesburg Metropolitan Area 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

City of Johannesburg, Gauteng, South Africa 3 weeks ago

Sandton, Gauteng, South Africa 3 months ago

Johannesburg, Gauteng, South Africa 1 week ago

City of Johannesburg, Gauteng, South Africa 2 weeks ago

Johannesburg, Gauteng, South Africa 4 months ago

Johannesburg, Gauteng, South Africa 1 week ago

Glenvista, Gauteng, South Africa 2 weeks ago

Sandton, Gauteng, South Africa 1 month ago

Johannesburg Metropolitan Area 1 week ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Human Resources Business Partner - HRBP Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
  • Ideal: Bcom in Human Resources Management or Industrial Psychology;
  • Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
  • Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
  • 3 years - Manager.
  • Own transport

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brands Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a key/scarce skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
  • Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.

Find Us on Social Media

Human Resources Business Partner - HRBP Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
  • Ideal: Bcom in Human Resources Management or Industrial Psychology;
  • Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
  • Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
  • 3 years - Manager.
  • Own transport

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brands Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a key/scarce skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
  • Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.

Find Us on Social Media

Human Resources Business Partner - HRBP Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
  • Ideal: Bcom in Human Resources Management or Industrial Psychology;
  • Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
  • Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
  • 3 years - Manager.
  • Own transport

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brands Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a key/scarce skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
  • Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.

Find Us on Social Media

Human Resources Business Partner - HRBP Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
  • Ideal: Bcom in Human Resources Management or Industrial Psychology;
  • Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
  • Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
  • 3 years - Manager.
  • Own transport

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brands Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a key/scarce skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
  • Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.

Find Us on Social Media

Human Resources Business Partner - HRBP Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
  • Ideal: Bcom in Human Resources Management or Industrial Psychology;
  • Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
  • Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
  • 3 years - Manager.
  • Own transport

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brands Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a key/scarce skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
  • Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.

Find Us on Social Media