HR Business Partner - Johannesburg - RTT

    RTT
    RTT Johannesburg

    1 week ago

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    Description

    Job Purpose:

    The HR Business Partner is responsible for delivering end-to-end HR services to allocated Business Units and/or Departments. They develop a deep understanding of the business strategy, Group people strategy, operating model, performance objectives, and associated requirements around people.

    The role ensures the right people are employed at the right time with the necessary competencies and skills. They partner with the business to identify human capital trends and implement interventions to improve workforce wellbeing and performance (i.e., turnover, absenteeism, engagement, etc.).

    The role manages the employee experience in RTT by ensuring employees understand their roles, have the required skills, are fairly compensated, and that any grievances or IR processes are handled professionally and with dignity.

    The ability to support the business with change management and implement strategic and operational people initiatives is critical.

    The incumbent contributes to the continuous improvement of the HR division through recommending and implementing approved changes to processes. This includes the implementation of metrics for the BU and submitting accurate, relevant, and timely reports to inform decision-making. Accurate data recording and HR analytics for the BU support this.

    Duties Responsibilities:

    • Business Partnering:
      • Develop a clear understanding of the Business Unit strategy, operating model, ways of working, and business imperatives.
      • Contribute to the development of the people strategy and provide input based on BU strategy and business requirements.
      • Remain up-to-date with trends in people practices externally and benchmark any relevant practices for the BU.
      • Monitor trends and changes to legal and regulatory requirements impacting business and people strategy.
      • Use available information to develop business unit-specific people plans in collaboration with BU leadership and HR Executive as part of the planning cycle.
    • Act as a practice lead for allocated subject matter areas:
      • Research policy/practice requirements to support HR in allocated SME area, including:
      • Job Design and evaluation
      • Performance Management
      • Workforce Planning (permanent staff, critical scarce skills)
      • Individual Development
      • Career planning and advising on career paths
      • Systems management
      • Employment Equity
      • HR metrics, dashboards, and reporting
      • Employee wellbeing
      • Employee recognition
      • Diversity and Inclusion
      • Consult with stakeholders and draft policy and/or processes and procedures.
      • Present draft policy and/or processes and procedures for review and approval.
      • Design and implement policy, processes, procedures, and working documents, systems, or tools.
      • Ensure employees understand policies, practices, processes, or tools and source training where required.
      • Develop an implementation plan and drive its achievement.
      • Owning the implementation of the practice, policy, or initiative and ensuring peers and business unit leadership implement according to plan.
      • Implement HR policies, procedures, and practices for allocated BU.
    • HR metrics reporting:
      • Utilize metrics and data points to analyze opportunities or areas of concern related to people.
      • Define key problem areas and recommend solutions and action plans to solve problems/leverage opportunities.
      • Provide HR dashboards and reports for the HR Executive and BU leadership on all HR-related data metrics.
      • Support and assist line and staff in navigating HR systems.
      • Ensure HR employee data integrity.
      • Drive the implementation of new HR systems, processes, and tools within the BU.
      • Assume direct accountability for specific EE reporting for allocated BU.
    • Continuous improvement:
      • Evaluate and monitor outcomes of HR practices, solutions, and initiatives to determine success rate.
      • Review and continuously improve practices within the ambit of responsibility and/or make recommendations to the HR Executive for improvement of people practices.

    Job Related Requirements:

    • Grade 12 or equivalent at NQF level 4 (essential).
    • Diploma in Human Resource Management at NQF level 5 (essential).
    • B degree in Human Resource management, psychology, or equivalent at NQF level 6 (desirable).
    • At least 4-5 years of working experience as an HR Business Partner in a similar environment (essential).
    • Proficient in HR technologies, including experience in HRIS, LMS, e-Recruitment, and Payroll systems.

    Knowledge, Skills and Competencies:

    • Business operations
    • HR practices, processes, and trends
    • HR legislation
    • Microsoft Office
    • Project management
    • Workforce scheduling and rostering
    • Cross-cultural communication
    • Planning and organizing
    • Problem Solving
    • Prioritization
    • Analytical Ability – Identifying trends and reviewing related information to develop and evaluate options and implement solutions
    • Time management
    • Strong professional communicator
    • Resourceful
    • Self-motivated
    • Collaborative
    • Ability to foster and maintain relationships
    • Positive and service-oriented attitude
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