HR BUSINESS PARTNER - OPERATIONS to be based in Durban or Johannesburg

Recruiter:

We find talent

Job Ref:

CPT000008/LMR

Date posted:

Monday, January 20, 2025

Location:

Johannesburg, South Africa

Salary:

Monthly

SUMMARY:

Our client was established in 1991, in Durban, and started as a car rental company. Today the group offers a suite of mobility solutions from short-term car hire to long-term vehicle leasing as well as vehicle sales and trade options across our network of 15 branches countrywide.

They are looking for a HR Business Partner – Operations to join their passionate, dynamic team.

Join this group, where their vision is to be the best and most trusted mobility brand in Southern Africa.

HR BUSINESS PARTNER - OPERATIONS to be based in Durban or Johannesburg

POSITION INFO:

THE PURPOSE OF THE ROLE IS TO collaborate with operational leaders in the group, aligning HR strategies with business objectives to enhance organisational performance and foster a positive workplace culture across multiple locations.
This role focuses on delivering comprehensive HR support, driving initiatives in talent management, employee retention, and organisational development to support long-term growth and sustainability.

IF YOU HAVE THE FOLLOWING QUALITIES, THEN THIS ROLE IS FOR YOU:

Strategic Thinking and Data-Driven Decision Making:

Ability to align HR strategies with business goals and think medium-term.
Familiarity with HR analytics and using data to drive decisions, ensuring that HR initiatives support business objectives.

Strong Communication Skills and Relationship Management:

Effective in managing relationships, giving feedback, and negotiating.
Building trust and effective relationships with employees and leadership, essential for collaboration and engagement.

Problem-Solving and Emotional Intelligence:

Ability to resolve complex issues related to performance, conflict, and employee relations.
Understanding and managing both your emotions and those of others, fostering a positive and productive work environment.

Attention to Detail and Confidentiality:

Accuracy in handling sensitive employee information, benefits administration, and documentation.
Ability to manage sensitive information with discretion and professionalism, ensuring privacy and compliance.

Project Management and Time Management:

Ability to lead and manage HR projects such as training programs, employee surveys, and performance management initiatives.
Efficiently managing multiple HR tasks, prioritizing effectively, and meeting deadlines in a dynamic work environment.

Adaptability:

Flexibility to adjust to evolving business needs and changing HR responsibilities, ensuring responsiveness to organizational changes and challenges.

THE MINIMUM REQUIREMENTS FOR THE ROLE ARE:

Non-Negotiable:

A relevant Bachelor’s degree in Human Resources, Business Administration, Commerce, Psychology, or a related field, combined with relevant experience in an operational environment, preferably in logistics, tourism, retail, or manufacturing.
A minimum of 5 years of experience as an HR Business Partner (HRBP) or HR Generalist, with a proven track record in employee relations, talent acquisition, and performance management.
Proficiency in HR systems, analytics, and project management tools, with strong computer literacy.
In-depth knowledge of labor laws, BCEA, and compliance standards.
A valid driver’s license or the ability to commute effectively and willingness to travel to various locations.

Will also count in your favour if you have:

Experience in organisational design and change management.
Exposure to HR analytics and advanced data interpretation.
Expertise in leadership development and succession planning.
Familiarity with tools for conducting employee surveys or culture assessments.

DUTIES WILL INCLUDE:

Strategic partnering:

Align HR practices and strategies with the business objectives and operational needs.
Work closely with leadership to understand the business landscape and anticipate HR needs.
Collaborate on organisational design, workforce planning, and talent development.

Employee relations:

Foster a positive and inclusive workplace culture.
Act as a point of contact for employees regarding workplace concerns, grievances, and conflicts.
Facilitate the resolution of conflicts between employees and management.
Support management in maintaining a positive and inclusive workplace culture.
Provide guidance on employee behaviour, conduct, and performance issues.
Provide coaching and guidance to managers on handling complex employee relations issues.

Employee Engagement and Retention:

Promote employee engagement initiatives to enhance satisfaction and retention.
Conduct stay/exit interviews and analyse feedback to reduce turnover and improve retention.
Enhance and establish an effective engagement culture

Talent Management:

Assist in workforce planning, succession planning, and leadership development.
Support recruitment efforts to ensure the right talent is brought into the business.
Develop and implement talent retention strategies.

Performance Management:

Work with managers to establish clear performance expectations.
Support the performance review process and ensure that performance feedback is constructive.
Help in the implementation of performance management systems.
Monitor employee performance and ensure performance reviews are conducted on time.
Advise managers on how to handle performance issues, feedback, and development plans.
Recommend appropriate development actions for underperforming employees.

Change Management:

Play a key role in managing organisational change, such as restructuring or cultural shifts.
Guide leadership and employees through changes to ensure smooth transitions.

Training and Development:

Identify skill gaps and recommend training or development programs.
Support leadership development initiatives to ensure a strong managerial pipeline.
Coordinate employee development initiatives, such as leadership programs or skills training.
Support career development and succession planning by identifying growth opportunities for employees.

Recruitment and Staffing:

Manage the end-to-end recruitment process, including job postings, interviewing, and hiring.
Partner with department heads to understand staffing needs and develop job descriptions.
Assist in onboarding new employees and ensuring a smooth integration into the company.

Remuneration:

Support the management of compensation structures and employee benefits programs.
Assist in conducting salary reviews and ensuring market competitiveness.
Communicate benefits packages to employees and assist with enrolment processes.

Compliance and Policy Development:

Ensure that HR practices comply with labour laws and regulations.
Update policies and practices as needed to stay current with legal requirements.
Maintain records and documentation related to HR activities in line with legal standards.

Data Analysis and Reporting:

Use HR metrics and analytics to measure the effectiveness of HR initiatives.
Track key HR performance indicators such as turnover, retention, and employee engagement levels.
Present data-driven insights to leadership to support decision-making.