Human Resources Business Partner: Level 1 Global Grade 11 at Barloworld Equipment

Key Outputs

•  Proactively identify and drive wellness and safety initiatives to improve awareness, wellbeing, and work life balance for all employees.
•  Translates HR strategy into a clear people agenda for the region / area of responsibility within the direction set the business and HR.
•  Ensures region / area has appropriate people plans, capability and resources to deliver the plans.
•  Selling HR projects and initiatives to internal clients and getting their buy in.
•  Supports business leaders on all aspects of their people agenda providing active leadership, in partnership with leadership team, on HR issues such as workforce planning, talent management, reward and recognition, employee relations, performance management, organisation development / change management, team forums transformation, culture, leadership, learning and development
•  Responsible for the delivery of all end to end HR processes including ER ensuring continuous performance, efficiency, process improvement and compliance.
•  Keeping HR processes in full compliance with legal and regulatory (internal and external) framework.
•  Actively identifies gaps, proposes, and implement changes necessary to cover people related business risks.
•  Communicate organisational culture, policies, procedures, standards, and systems to employees.
•  Redesigning organizational structures based on strategic objectives and influence decisions around resource optimization opportunities.
•  Understanding how HRBPs can support the business.
•  Adjusting HR strategies to respond to changing business needs and prioritise HR needs.
•  Identifying talent issues before they impact the business.
•  Identifying critical HR metrics and report on trends with appropriate solutions identified to close gaps.
•  Responding to Line Manager and / or employee needs and quickly respond to questions, complaints, and ideas.
•  Preparing and responding for different situations within the employee life cycle.
•  Assessing employee attitudes and providing HR solutions to close gaps.
•  Tracking trends in employee behaviours and providing HR solutions to close gaps.
•  In consultation with HR and CoE’s initiate and implement HR programs to support organizational culture.
•  Keeping the line updated on HR initiatives.
•  Managing competing personalities and conflict between managers and / or employees.
•  Responding to organisational changes.

Qualification, Experience and Competencies

•  B-degree / B-Tech in Psychology and / or Human Resources or equivalent.
•  3 – 5 years’ experience in an HR generalist role.
•  Sound working knowledge of labour legislation and internal policies and procedures.
•  Demonstrated ability to coach and develop strong, positive working relationships with organisational leaders.
•  Experience in interpreting and advising on complex employee relations matters, particularly performance management.
•  Ability to manage conflicting priorities, deal with a sense of urgency and develop pragmatic solutions.
•  A strong commitment to service delivery within a HR setting.
•  A commitment and genuine desire to build and maintain positive working relationships both internally and externally.
•  Knowledge of current employee relations legislation and contemporary human resources practices.
•  Experience in the management of projects and drive human resource initiatives.
•  Experience in managing organisational change initiatives.