Human Capital Business Partner at Momentum

Role Purpose    

• The Human Capital Business Partner will partner with leadership to develop and implement the People Strategy as articulated in team goals that enables business objectives and goals in line with the Momentum Life Strategy.

Requirements    

• Bachelor’s degree in HR, Social or Behavioral Sciences
• Psychometrist (advantageous)Or Registered Industrial/Organizational Psychologist advantageous)
• At least 5 years HC Business Partner or HC advisory experience within a business environment
• 2-3 years experience in a contact cnetre environment (desirable)
• Knowledge of and experience in HC practices and IR legislation
• Prosci change accreditation will be an advantage 

Duties & Responsibilities    

• Cultural Enablement: Game plan Credo – Culture/ Leadership/ Behaviors: Performance
• Engage and partner with business to understand their needs to develop and implement integrated tactical and operational people plans and HC solutions in response to business and people challenges.
• Drive the implementation and adoption of various HC practices and processes using various methodologies such as facilitation, training and consultation to educate employees and line managers on these practices.
• Promote efforts to measure employee satisfaction and climate within supported client groups and facilitate action planning to improve employee engagement and overall workplace culture.
• Advise, coach and support managers on the wide range of leadership activities, including the design, implementation and facilitation of change programmes, sponsored and lead by leaders.
• Implement leadership development initiatives in partnership with OE, OD and L&D, to empower and enable leaders across business; together with the active management of leadership development programmes. Design and implement programs to facilitate performance improvement.
• Influence and partner with key business decisions to ensure the effective management of employees through the fair, efficient and pragmatic application of best practice.
• Provide, consultation, advice and coordination to business in the areas of workforce planning, talent management, succession planning, onboarding and performance management to align the needs of the business to the workforce. Support business in the implementation of people practices in line with the People Strategy and agreed focus areas and the operational needs of the business.
• Utilize trends and metrics to develop, optimize and implement HC solutions that address key business challenges and drive business objectives.
• Recruitment, Selection, Induction & Stay Interviews
• Continuous learning, Onboarding and Vesting
• Transformation: Diversity & Inclusion, EE And Exit Interviews

Business Change & Transformation

• Facilitate the talent management process in so far as it relates to acquisition, selection, retention and development of staff within the business. Select and recruit suitably qualified talent in line with Job Requirements, Employment Equity principles, MMH culture and transformation imperatives
• Provide psychometric assessment feedback to line managers as part of the recruitment process, for team effectiveness interventions and team development interventions. Provide career development feedback to employees after the recruitment process or for development initiatives.
• Identify and facilitate learning and development including skills-based Training initiatives to address any learning or development challenges in line with business needs.
• In partnership, guide and provide input on business unit restructures, organizational design elements and manage the organizational change.

Effective & Efficient Function

• Collaborate with stakeholders, HC, COE’s and HC Enablement to develop and implement initiatives aimed at optimizing and managing organizational design, organizational effectiveness, employee engagement and retention.
• Partner with HC teams to deliver effective, efficient, integrated and value-added HC solutions to business in line with business needs.
• Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service.
• Continuously monitor turnaround times and quality standards and resolve issues speedily to enhance client service delivery.
• Drive client service delivery goal achievement in line with predefined standards to ensure that clients receive appropriate advice and after sales service.
• Manage client query processes and ensure that queries are tracked, accurately resolved, and used as a mechanism to improve client service and business processes.
• Keep abreast of industry trends and best practice to optimize service offering, ensure compliance and mitigate risk.
• Build and maintain relationships with clients and internal and external stakeholders.
• Deliver on expectations of clients and internal and external stakeholders.
• Make recommendations to improve client service and fair treatment of clients within area of responsibility.
• Contribute to creating a positive work climate and culture to energize employees, give meaning to work, minimize work disruption and maximize employee productivity.
• Contribute to and drive a culture that guides and directs best practice, fostering an environment of continuous learning, people growth and improvement and cohesiveness.
• Effectively manage your performance within the team in order to ensure business objectives are achieved.
• Be and encourage innovation, change agility and collaboration within the team contribute to financial controls and planning.

Cost Effectiveness

• Contribute to financial controls and planning.
• Identify and engage on solutions to enhance cost effectiveness and increase operational efficiency & demonstrate financial prudence in what and how company finances are utilized.

Competencies    

• Business Acumen: Understands how the business operates, what the key issues and risks are that drives business success; and how they impact on the commercial viability of potential ventures and the profitability of the Group.
• Adviser/ Client Commitment: Anticipates, meets and exceeds adviser’s needs by creating long lasting relationships that support the adviser value proposition, supports their financial wellness and ensures client centricity.
• Drive for Results: Drive a sense of urgency, focus, accountability, agility and execution to deliver business results.
• Leads Change and Innovation: Actively leads change, does what is right for the business and drives continuous improvement through innovation.
• Collaboration: Prioritizes the business interests of MMH and invests in the success of the group by aligning effort across divisions.
• Impact and Influence: Persuades, convinces, influences and inspires others, both within MMH and externally to win support, loyalty and gain commitment to the purpose of MMI.
• Self-Awareness and Insight: Manages self and relationships with others effectively and provides perspective in difficult situations.
• Diversity and Inclusiveness: Is sensitive to individual and cultural similarities and differences and demonstrates humility and an openness to engage people from diverse backgrounds and cultures to the mutual benefit of all parties concerned.