HR Business Partner - Durban at RCL Foods

• RCL Foods is seeking an HR Business Partner to join our Vector Logistics Division. The role will be based in Westville, Durban, and report to the HR Executive.

RCL Foods entrusts the HR Business Partner to:

• Be a “trusted advisor” to Line Managers and Executives.
• Support the implementation of HR strategy in the business by ensuring that the HR delivery is fully aligned to business goals within their functions.
• Support managers and teams in business delivery through enhancing their capability to deliver Strategy into Action (SIA) components, manage their people, implement change, and build relations with key stakeholders (internal and external).
• Utilise the talent development process and existing tools to provide and develop the diverse talent pipeline for the short-term needs of the company.
• Collaborate with the business for the creation a high-performance culture by supporting the implementation of team and organisation design solutions.
• Bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership, and culture).
• Facilitate HR service delivery to the business.
• Work in partnership with Line Managers and Executives to provide professional HR advice, coaching and solutions that support the business in the identification and management of workforce issues and major change programmes.
• Develop workforce plans that support area of responsibility and the organisational strategy and agenda.
• Support the development, integration and implementation of corporate HR policy and practice.
• Establish and maintain effective and efficient workforce practices and relations within area of responsibility.

Minimum Requirements    

• Must have at least 5 years’ experience as a HR generalist, of which 1 must be in an advisory role.
• Degree in Human Resource Management
• Valid Code EB drivers’ licence

Duties & Responsibilities    
Workforce Strategy and Plan Formulation:

• Work in partnership with line managers to establish the HR strategies and plans necessary to support the achievement of SIA targets.
• Work closely with managers to identify and develop future staffing and talent needs.
• Monitor the achievement of strategies and plans and adjust, when necessary.

Talent Attraction and Management:

• Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities, through utilisation of the Centre of Excellence (e.g., talent management tools/processes and metrics).
• Manage the recruitment, selection, and appointment process, ensuring that the right person for the job is appointed.
• Analyse workforce information and productivity measures and work with managers to implement an effective performance management and appraisal system.
• Analyse the results of the process and facilitate the implementation of interventions to improve performance results.
• Manage the succession planning process.
• Manage employment equity and drive compliance to agreed targets.
• Oversee terminations and exits according to policy guidelines.

Talent Development:

• Identify specific employment and development issues from workforce trends and staff feedback mechanisms.
• Drive the implementation of training, mentoring and coaching programmes to address the identified need.
• Monitor and assess the impact of training Workforce Modernisation:
• Act as an advocate of change and modernisation in support of business and HR strategies.
• Identify and implement workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient production and operations.

HR Practice Management:

• Champion best practice human resource management.
• Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.
• Support the collection of HR/organisational effectiveness metrics and measurement for the business across a HR lifecycle.
• Interface with HR service providers for delivery of core HR services to the business and monitor quality and timeliness of service provision.
• Escalates HR service provision issues through the Functional HRBP.

Employee Relations:

• Lead management in employee relations and conflict resolution.
• Manage and monitor conduct/misconduct, disciplinaries and grievances.
• Advise managers on complex employee relations issues.
• Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the works council, unions, government, regulatory bodies and the community.
• Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.

Change Management:

• Lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources.
• Ensure that, as appropriate, such initiatives are embedded, and the benefits realised.

Coaching:

• Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation, and leadership of change programmes to the management of individual cases, to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice.
• Enhance leadership capability through workforce models and development of people management skills.