Human Resources Business Partner - Pretoria - South African National Blood Service

Description

The incumbent will ensure strategic alignment between HR and business objectives and plans by building a partnership with managers and employees to support fair practice. They will implement HR strategies and projects in the area of responsibility.

Key Performance Areas

KPA 1: Strategic Alignment of Recruitment and Selection Processes to SANBS Transformation and Talent Retention Goals

• KPI 1.1: The incumbent will play an active management role in recruitment and selection in the area of responsibility, ensuring adherence to fair practices, relevant compliance, assessing employee skills and potential, and managing Career Development.
• KPI 1.2: The incumbent will act as an HR representative on recruitment panels to ensure fair practices during the interviewing process.
• KPI 1.3: The incumbent will provide developmental feedback to all internal applicants and encourage employees to manage career growth through targeted developmental plans.
• KPI 1.4: The incumbent will interpret assessment reports and include results in talent forums and individual development plans.
• KPI 1.5: The incumbent will implement and maintain an internal recruitment and transfer process to optimise turn-around time in filling of vacancies.
• KPI 1.6: The incumbent will provide support in optimising human resource planning with operational budgets by interpreting business needs of the area of responsibility and assisting line managers to optimise organisational structures.
• KPI 1.7: The incumbent will analyse monthly turnover (e.g., exit interviews) and advise management on trends that lead to staff turnover. Propose corrective or development actions if required.
• KPI 1.8: The incumbent will analyse monthly Employment Equity statistics for the area of responsibility and advise line managers and Recruitment Coordinator on proactive strategies to achieve EE targets.
• KPI 1.9: The incumbent will develop creative recruitment strategies for the area of responsibility by coordinating the marketing of SANBS as an employer of choice to schools and tertiary institutions.
• KPI 1.10: The incumbent will integrate Talent Forum results and succession plans into internal recruitment processes to retain identified talent.
• KPI 1.11: The incumbent will advise on trends regarding challenges relating to compensation and benefits should key positions remain vacant.

KPA 2: Act as Advisor on Employee Relations Matters and Ensure Sound Relationships Between Managers and Employees

• KPI 2.1: The incumbent will empower and educate managers and supervisors on ER matters through coaching and formal training and update them on any changes in legislation and policies.
• KPI 2.2: The incumbent will ensure that employees are trained and understand their rights and responsibilities and provide guidance regarding ER matters.
• KPI 2.3: The incumbent will be a custodian of HR Policies and procedures and ensure fair practice.
• KPI 2.4: The incumbent will act as an objective subject matter expert on all matters governed by legislation (e.g., Basic Conditions of Employment Act; LRA) and advise managers and employees accordingly.
• KPI 2.5: The incumbent will ensure that disciplinary and grievance matters are handled according to procedure and provide management with advice on required action based on factual evidence.
• KPI 2.6: The incumbent will refer/escalate any matters in terms of protocol to the IR Specialist.
• KPI 2.7: The incumbent will represent the SANBS at CCMA hearings.
• KPI 2.8: The incumbent will maintain a centralised ER database to ensure consistent practice.
• KPI 2.9: The incumbent will analyse disciplinary and grievance trends and advise on proactive actions to facilitate a healthy relationship between management and employees.

KPA 3: Act as HR Business Partner to Ensure Alignment Between Business and HR Strategies

• KPI 3.1: The incumbent will foster working relationships between HR and business to deliver on the HR value chain and best practice people solutions.
• KPI 3.2: The incumbent will attend monthly meetings in the area of responsibility and provide expert HR advice on all matters that impact human capital.
• KPI 3.3: The incumbent will identify HR needs and implement HR interventions in the area of responsibility.
• KPI 3.4: The incumbent will coach line managers and obtain buy-in and support for the implementation of HR strategies and projects.
• KPI 3.5: The incumbent will optimise relationships by providing constructive feedback to managers and employees to enhance values-driven behaviours and build relationships.
• KPI 3.6: The incumbent will ensure that business communication is cascaded down to all levels in the organisation. Provide employees with an opportunity to communicate upwards.
• KPI 3.7: The incumbent will market the HR strategy to become an employer of choice and include employees in decision-making regarding human capital strategies.
• KPI 3.8: The incumbent will provide expert HR advice and support to management and employees when dealing with the implementation of the Performance Management system.
• KPI 3.9: The incumbent will act as facilitator in the area of responsibility in terms of Performance Management.
• KPI 3.10: The incumbent will ensure that Talent Management is rolled out in the area of responsibility and act as facilitators in Talent Management Forums for supervisory levels.
• KPI 3.11: The incumbent will ensure that there is an existing succession plan in the area of responsibility.
• KPI 3.12: The incumbent will provide HR analytics to areas of responsibility to guide sound management decision-making.
• KPI 3.13: The incumbent will implement onboarding of newly appointed employees and facilitate induction programmes.
• KPI 3.14: The incumbent will ensure the finalisation of the exit process.

KPA 4: Ensure Implementation of HR Projects and Change Management

• KPI 4.1: The incumbent will act as project lead for the implementation of HR projects in the area of responsibility.
• KPI 4.2: The incumbent will act as Change Agent through a planned approach encouraging/assisting management and employees to embrace and adopt change stemming from HR and/or organisational projects/initiatives/interventions.
• KPI 4.3: The incumbent will facilitate training interventions required for the successful implementation of HR projects.

KPA 5: HR Risk Management

• KPI 5.1: The incumbent will gather information regarding people-related governance, risk and compliance issues.
• KPI 5.2: The incumbent will compile and submit reports of HR compliance and governance and operational risks as well as recommend actions to mitigate same.
• KPI 5.3: The incumbent will ensure continuous monitoring of HR risks, i.e., compliance and ethics risks, corruption, IR EE Skills retention.
• KPI 5.4: The incumbent will ensure line managers and employees are involved as key stakeholders regarding HR risk management, i.e., HR risks are integrated into their day-to-day activities.

Education: Degree or relevant diploma in HR-related field.

Experience and Knowledge Requirements: 3 years Human Resources generalist experience. Experience in a unionised environment.

Special Circumstances: After-hours work will be required from time to time.