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Cape Town

    People Delivery Partner - Cape Town, South Africa - Shoprite

    Shoprite
    Shoprite Cape Town, South Africa

    1 week ago

    Default job background
    Contract/Fixed Term
    Description
    Purpose of the Job

    We are offering a 7 month contract position for a seasoned People Delivery Partner to ensure efficient and effective functional People operational delivery and practice management to the assigned business portfolio (OKFD), business leadership, employees, and other related stakeholders in order to drive the People agenda as aligned with business strategic and operational objectives.

    The People Delivery Partner gives input to all functional People related strategic requirements and is key to the day to day operational excellence of their business operations.

    The role drives the tactical and routine People service delivery aspects in their business areas and takes operational accountability for the overall performance and productivity of the People goals within their functional business areas.

    The People Delivery Partner reports into the Divisional People Partner.
    Job Advert Details Job CategoryHuman Resources Job Objectives1.

    Employee Centric Delivery:

    The role supports the Divisional People Partner – ensuring all People related deliverables, goals and ambitions are supported as required within the delivery and execution of People Services.

    Providing input into the People strategy for the business and ensuring effective implementation plans. Driving People operational planning as input into the business operating plans.

    Executing against the business People Roadmap, supporting the Divisional People Partner in all People related deliverables and outputs:

    including but not limited to Franchise support services learning & development, talent acquisition and retention, performance and succession management etc.

    Delivering end-to-end People services and solutions to the business, including the facilitation and resolution of industrial relations related matters.
    Guiding and coaching the team on People practices, policies and procedures and managing escalations from within the business unit.

    Staying abreast of new developments within the People team to ensure that the business is aligned and aware of People service and solution capabilities and offerings.

    Collaborating with the broader People team to enable provision of services and solutions.

    Driving the implementation of People projects and/or new People initiatives in the division, inclusive of all employee enablement and optimisation initiatives.

    Consolidating workforce capability and capacity requirements and developing the workforce plan and structural requirements for business. Overseeing the sourcing, recruitment and onboarding for the business (in alignment with the People Solutions and Services Teams).

    In conjunction with People Solutions and Services Teams, overseeing and tracking career management and succession planning for the business (Workplace Skills Plan).

    Managing the execution of talent management (including performance management, learning and development) for the business and associated budgeting and administration.

    Managing People data and trends within the Business in order to diagnose people issues and to provide insight into recommending effective solutions for the business in collaboration with the People team.

    Providing guidance and People advisory services to leadership within the business and aligning change priorities and agenda's to align People and business objectives and timelines.

    2.

    People (Self, Team & Organisational):Facilitating various People activities, operations and administration within the business to enable optimal productivity and engagement.

    Implementing employee engagement initiatives for the business unit. Implementing employee wellness initiatives in the business unit. Co-creating People solutions with the business to ensure that all individual, team and organisational imperatives are aligned. 3.


    Financial, Reporting & BI:


    Supporting the People budget as input into the business operational budget and or the People Partner budget within the People structures.

    Managing People related costs and financial compliance as applicable for the business.

    Taking accountability for all People related data and system inputs for the business including the accuracy of organisational structures, reporting lines, location and other People data attributes.

    Driving the use of data to empower People related decision-making and sharing both traditional People metrics and new People insights with the business.

    4.


    Governance & Compliance:
    Monitoring adherence to People governance structures, policies, processes, frameworks and procedures for the business. Implementing People governance, structures, policies, processes, procedures and frameworks within the business area. Facilitating the identification and mitigation of key People risks for the business in conjunction with Operations teams. Accountable for the delivery of a business area People Risk Plan. 5.


    Future-Fit:
    Supporting the implementation of change initiatives in order to drive adoption of change. Facilitating the identification of relevant technology requirements for the business to enable a seamless employee experience. Supporting opportunities for continuous improvement in business People processes in conjunction with the People Solutions and Services team. QualificationsDegree in Human Resources or equivalent - (essential). Post Graduate Degree in Human Resources or equivalent - (beneficial).

    Experience3+ years in an HR Business Partnering or equivalent role, driving HR delivery of frameworks, policies, procedures and guidelines and managing HR service delivery - (essential).

    Knowledge and SkillsDemonstrable knowledge of HR practices, applying the principles of optimum capability and capacity planning in a retail or franchise orientated delivery environment - (essential).

    Exposure to statutory requirements, applying and monitoring relevant laws, regulations and best practices as they relate to HR in the specific operational/business area context.

    Knowledge of HR policies, procedures, legislation and regulations - (essential).

    A sound understanding of diversity and inclusion concepts and processes and the link between employment equity and good HR practices - (essential).

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