HR Business Partner – Cape Town

Introduction

Our client is a leading manufacturer of superior quality medical laminate, theatre textiles, clean room suits and procedure packs that are used locally and in sub-Saharan Africa.

Job Purpose

This role is responsible for proactively leading all aspects of tactical HR support for managers and employees across the business.
The HRBP will also support the HR Executive in identifying and executing initiatives that will enable business performance in line with the full HR Value Chain. This includes but not limited to Employee Relations, Training and Development, BBBEE, HR Metrics, HR Policies and Procedures, Employee Data Management and Reporting, Administration, Remuneration and Benefits, Workplace Health, Safety and Wellbeing, Performance Management, Internal Employee Communications, Recruitment and Selection, Talent management, Employee Engagement, Employee Value proposition, Payroll and general employee advice.
The HRBP will partner directly with functional business teams and be proactive in working with managers to maximize people performance. The HRBP understands the business beyond the HR function and influence the overall organization to ensure superior operations and business outcome.

Duties & Responsibilities

Key Job Functions

Employee Relations
HR Policies and Procedure
Employee Wellness
IOD Claims
Recruitment and Selection
Performance Management
HR Operations
Internal Employee Communication
Workplace Health, Safety and Wellbeing
Onboarding and Exit Interviews
HR Administration
Employee Engagement
Employee Legislation Knowledge and Compliance
Payroll Submission
HR Business Partnering
BBBEE Submission
Employee Data Management and HR Metrics
Employment Equity and Transformation Committee
Business Reporting to BU’s and HR Executive
WSP/ATR Submission
Ability to work under pressure and with tight deadlines
Monthly reporting and analytics

Recruitment and Selection

• Based on meeting current and future needs, support the development of a Recruitment Strategy, which links to company efforts in branding (attracting), sourcing, assessing, selecting and workforce deployment and utilization.
• Source candidates via direct methods where possible to reduce costs to the organization.
• Develop a ready source of candidates.
• Develop monthly, quarterly and annual recruitment resource plans.
• Maintain communication and relationships with candidates throughout the recruitment process (including updates, feedback, etc).
• Create and maintain an end-to-end process for all recruitment activity (including job descriptions, signed recruitment requests, etc).
• Preparing all onboarding and off-boarding documents and submit to payroll.
• Establish relationships with hiring managers across the business to assist in the conduct of ‘best practice’ in the company‘s recruitment and selection process.
• Support managers with interviewing and manage the interview process to provide key input to final selection decision and associated remuneration.
• Co-ordinate with Hiring Manager incumbent’s company induction.
• Liaise with external Agencies and Consultancies if required and negotiate, in consultation with the HR Executive, rates as applicable to the role.
• Ensure all relevant Recruitment Administration and paperwork is completed as per company standards.
• Ensure end-to-end process for managing and facilitating the entire Recruitment and Selection of permanent & contract employees across the business is conducted.
• Coaching and mentoring hiring managers on open vacancies and advising best strategic way to fill the roles in the most efficient and cost-effective manner.
• Structuring and negotiation of compensation with new hire/agency and hiring manager and seeking the correct approval.
• Responsible for identifying employee retention opportunities.
• Responsible for creating an Employee Value Experience to ensure retention.

Onboarding

• On-boarding of all new employees (permanent and temps).
• Maintaining records of onboarding.
• Follow up with all stakeholders regarding their individual onboarding process (e.g. OHS, QA etc).
• Ensure department induction happens, request registers and place on employee files.
• Inform relevant stakeholders timeously to ensure access to systems, building etc has been granted as well as relevant hardware and software is in place.

Offboarding

• Conduct exit interviews on all terminations.
• Prepare letter of service for employees including all relevant documentation needed to exit the employee successfully.
• Notify the relevant stakeholders of the termination to ensure system access has been removed, assets have been returned etc

Remuneration and benefits/payroll

• Together with the HR Executive, monitor market practice and undertake annual benchmarking and grading exercises.
• Ensure all new employee details and employee employment changes are entered onto Excel and then shared with the payroll department within stipulated time frames.
• Organize, maintain, and update confidential and personnel files, ensuring they are secure at all times.
• Respond appropriately to relevant telephone and mail enquiries on generalist HR and payroll issues (where possible) and escalate where required.
• Produce correspondence, reports, presentations, and forms as required.
• Responsible for submission of monthly payroll to the payroll department.
• Coaching managers on the Compensation philosophy and drive management empowerment through educated decisions.
• Working together with the HR Executive to proactively provide information and insights from market data to support talent attraction and retention and identifies solutions to issues that may occur.
• Assist HR Executive with the annual salary and benefits review and administration process.
• Ensuring C&B practices comply with company guidelines and directives

Training and development

• Design and implement strategic and operational imperatives for Training and Development framework.
• Ensure Regulatory Compliance through engagement/ collaboration with relevant internal and external stakeholders to ensure compliance with the Skills Development Act.
• Compile, implement, manage, and facilitate WSP & ATR and ensure yearly submissions.
• Review Training & Development Processes in relation to Operational Strategy quarterly, ensure accurate record keeping and alignment with BBBEE and Skills Development spend.
• Ensure the relevant SETA Grant applications are done in time to ensure mandatory and discretionary grant allocations are received.
• Monitor and report on the implementation of the learnership programme and provide weekly feedback.
• Monitor, in relation with line managers, departmental Training and Development spent and report on actual vs planned training spent on a monthly basis.
• Conduct skills audit to ensure that critical skills gaps are identified to form part of the planned training programme and are aligned to the relevant SETAs critical skills requirements.
• Ensure Data integrity/System management is maintained by capturing the data in relation to training needs, plans, and reporting for the relevant statutory reports.
• Conduct annual refresher training for relevant SOPs, policies and induction.
• Conduct training where and when needed on relevant processes e.g. Recruitment or submission of documentation.
• Maintain accurate records for all employee training and be able to retrieve such during any audits.
• Manage the learnership process and provide support where required to both employees and managers.
• Assist line managers in scheduling relevant training for their team members in line with BBBEE, Performance and budget requirements.

BBBEE and EE

• Compile and collate all BBBEE and Scorecard information for the organization.
• Oversee processes to ensure maximum points on the BBBEE scorecard from an employment equity and skills development perspective.
• Monitor and track implementation of EE and skills development plans against targets for BBBEE.
• Ensure relevant information for rating purposes are submitted and BBBEE certificates are obtained.
• Develop and actively promote the Employment Equity Plan.
• Ensure that organization’s BBBEE objectives are in line with BBBEE act.
• Establish relationship and liaise with BBBEE Verification Auditors.
• Ensure alignment of BBBEE SD Scorecard to Employment Equity and Training and Development targets.
• Develop, implement and monitor EE Plans and submission of Annual EE Reports.
• Schedule EEC and ensure the election of designated representatives.

HR Operations

• Assist in the development and review of policies and procedures to ensure they continue to support the Company’s business needs and reflect any developments in employment legislation.
• Contribute towards the company newsletter through liaising with Departments to generate content, identifying and implementing improvements and coordinating with the central HR team to ensure regular and timely distribution to staff.
• Liaise with staff to facilitate open and honest communication at all times.
• Manage human resource projects as assigned by the HR Executive.
• Liaise with Momentum broker regarding new policies and changes to existing policies.
• Coordinate with Line Managers regarding Learning and Development opportunities to provide training opportunities to all regional employees.
• Ensure filing and documentation is up-to-date and is compliant with standard processes and formats.
• Complete required reports within designated time frames.
• Ensure filing and documentation is up-to-date and is compliant with standard processes and formats.
• Complete required reports within designated timeframes (e.g. expenses, product samples etc).
• Participate in meetings as needed.
• Liaise with management and staff to ensure projects are conducted efficiently.
• Communicate with staff and management using the proper channels.
• Ensure a good understanding of the operational requirements of the business, identifying HR and operational gaps to resolve.

Workplace Health, Safety and Wellbeing

• Work with the WHS Committee, managers and employees to implement and administer a company WHS plan.
• Actively seek to identify hazardous working conditions and safety problems; check equipment and/or work area regularly.
• Report on IOD claims and WHS issues monthly to the HR Executive.
• Develop and implement employee wellness programmes to assess the holistic wellbeing of employees.

Performance Management

• Monitor and implement a Performance Management System.
• Facilitate and ensure line managers conduct performance appraisals bi-annually.
• Results utilized for employee development, rewards and talent management.
• Coordinate and maintain the Performance Management System to create a high performing organization.

Knowledge and Compliance

• Maintain up-to-date knowledge of industry trends, cutting-edge practices and techniques, current publications, regulations, etc.
• Maintain up-to-date knowledge of organization’s standard operating procedures and policies and ensure compliance at all times.
• Ensure company related activities comply with relevant Acts, legal demands and ethical standards.
• Maintain an up-to-date knowledge of current employment legislation.
• Ensure all HR policies, procedures and forms are aligned to the relevant legislation for ISO, Training and Development, BBBEE, EE, Internal and External audits.

Business Partnering
Working as a business partner for the Leadership Team and line managers to input into and influence the direction and challenge plans with the goal to achieve and exceed business targets and advise on any people related plans, their impact and change management implications.
Ensuring HR best practices are implemented and adhered to on a daily basis across the company.
Providing insight and analysis on people related measures to guide and develop key people focus areas for the business and driving high performance.
Influencing and managing key stakeholders to ensure employee and business needs are managed and exceeded.
Providing HR input into Business Planning process along with the HR Executive and agree on an annual HR plan and ensuring full facilitation and execution of the HR calendar projects for the year.
Responsible for BBBEE reporting and Employment Equity committee to drive transformation and diversity goals for the group.
Meeting with key stakeholders to improve the BBBEE elements for the annual scorecard submission.

Employee and Industrial Relations

• Responsible for handling employee disciplinary issues across the business and overseeing disciplinary hearings.
• Assist with drafting of charges.
• Providing daily support to leadership team and line managers on BCEA, LRA issues & legislation, policies and general HR matters.
• Provide guidance and support to employees with employee relations which include company benefits; employment law; dealing with employee grievances.
• Ensuring new company policies, procedures and processes for best practices for the business are adhered to accordingly.
• Talent Management and Development of staff.
• Driving talent management goals in collaboration with managers through the managing of talent to ensuring retention and development of individuals.
• Implementing and facilitating training initiatives and training tools, e.g. recruitment best practice, how to develop meaningful KPIs etc.
• Sourcing quality training and development solutions based on proper needs Assessment e.g Employee Relations, IT Training (this should be done in conjunction with Line Manager requests and specific departmental budgets).
• Provide HR guidance and support on employee relations cases including disciplinary, grievance and absence management cases.
• Assist managers with drafting of wording for charges and arrange hearings through 3rd party providers.
• Advise and support line managers with performance improvement planning.

HR Reporting provided to Executive and/or other business leaders

• Monthly and Quarterly Business Reviews reflecting over HR stats of full workforce (headcount movements, vacancies, promotions, retirements, IOD claims, loans).
• Quarterly reporting on labour relations metrics and staff attrition in order to derive key insights for business needs (linked to EE reporting and headcount movement).
• Statistically analyzing and reporting on recruitment demographics, turnaround time on recruitment initiatives and cost-effective way of recruitment.
• Ensuring we are compliant with all statutory reporting for the Labour Department.

HR Metrics

• To measure Key Performance Indicators (KPIs) on people operations to measure and improve performance, engagement and productivity.

Desired Experience & Qualification

Minimum Qualifications

Matric/Grade 12
Degree in Human Resource Management and a postgraduate qualification will be advantageous

Minimum Experience

• +/-8years Generalist business partnering experience, working closely with senior leadership
• Experience of working within a pharmaceutical/ medical devices/production business
• 5 -7 years’ experience as a qualified SDF (Service and Wholesale and Retail SETA’s)
• 7 years’ experience in HRIS especially ACCSYS ensuring the integrity of the data
• Experience in identifying and analyzing HR and business data to recommend HR initiatives that will drive business objectives
• 7 years’ experience driving EE compliance, submitting statutory reports and ensure that the EE plan is aligned to the HC framework
• Proven success in executing HR value proposition and strategy at all levels
• Experience in an ISO environment would be advantageous
• 5-7 years’ experience collating BBBEE information for verification purposes
• Previous payroll admin experience (for payroll submissions)
• Experience in briefing and working with external partners for recruitment and development
• Experience of working in a standalone, hands-on role where initiative and decisive is required
• Experience in project management
• Strong business acumen
• Managing employment relations cases to provide a pragmatic solution for both the employee and business

Skills

Strong Computer Proficiency (Word, Excel, PowerPoint, Outlook)
Excellent communication (writing and oral) including presentation and training
Strong Report Writing
Telephone and Email Etiquette
People Skills
Presentation Skills
Analytical Skills
Resolution of conflict and problem solving
Ability to work under pressure and with tight deadlines
Ability to resolve conflict timeously in the workplace
Organization and Planning
Negotiation, Facilitation and Influencing

Knowledge

HR Best Practices and Procedures
HR Legislative and Regulatory framework

HR Administration

Salary and job evaluation grading benchmark best practice

Systems knowledge including MS Office and ACCSYS HRIS

Knowledge of relevant legislation

Behavioural selection interviewing techniques

Behaviour

Team player who is cooperative with sharing of information and knowledge to facilitate cross-functional collaboration

Act with high level of discretion and integrity

Diligent with strong work ethic

Honest and Trustworthy

Gatekeeper to HR policies and procedures

Attention to Detail

Mature and Professional

Confident and Decisive

Decisive and action orientated

Diplomatic

Service orientated

Should you not receive a response within 14 days of applying, please consider your application unsuccessful.

Package & Remuneration

R30K – R35K CTC Per Month