Human Resources Business Partner

The main purpose of the Human Resources Business Partner (HRBP) is to take ownership of the talent acquisition process from start to finish, provide Business Partner support and advisory services in terms of Industrial Relations, deliver high-quality Human Resources products, projects, HR Administration, analytics and reporting.  

Talent Acquisition: Recruitment / On-boarding / Exits

• Ensure recruitment initiatives/practices comply with the applicable legislative framework (BCEA/LRA/EE).
• Responsible for the entire Recruitment and Selection process of new staff members at all levels for the Company.
• Ensure applicable Approval to Recruit documentation is received and that the vacancy complies with the approved manning / headcount budget.
• Assist applicable management with the preparations of advertisements out of the job description.
• Utilise appropriate sourcing methods and mediums to attract best talent.
• Set-up structured interviews with pertinent questions and liaise with respective Line Management to incorporate technical questions.
• Utilise a standardised and competency-based interview questionnaire fit for purpose during the interview process.
• Utilise practical tests/assignments/psychometric tools as part of the screening process when required.
• Conduct background checks to ensure all vetting are in line with the company requirements.
• Arrange pre-employment medicals for successful candidates and confirm start dates
• Prepare and submit offer of employment to potential candidates.
• Ensure all recruitment documentation is completed in full.
• Responsible for the arrangements of the on-boarding and induction process for new appointments, including appointment documentation, presentations etc.
• Conduct exit interviews and set-up exit medicals.

Business Partnering:

• Perform a business partner function to internal stakeholders on an ongoing basis.
• Act as a trusted HR advisor to both employees and management.
• First line advice to managers on any human capital related activities / queries in the capacity of business partner.
• Support systematic organisational and people strategies aligned to the business strategic direction.
• Building management and supervisors capabilities in terms of human capital related activities.
• Ensure regular site visits take place as per the factories/areas assigned to you.
• Assist staff with personal / private & confidential issues as and when required.
• Assist with the coordination of the performance appraisal process company wide.
• Ensure HR Box queries are addressed, resolved and closed out in a timely manner.

Industrial Relations:

• Ensure sound employment practices and legal compliance is adhered to at all times in terms of (BCEA/LRA/EEA/SDA/BBBEE/OHSA).
• Act as a first line advisor to management and employees in terms of all disciplinary (progressive and corrective), grievance and sexual harassment matters.
• Assist management with misconduct and incapacity investigations. Ensure that managers implement corrective action as advised by the respective HRBP.
• Ensure that discipline is maintained and applied fairly and consistently in the workplace.
• Provide support to management in managing performance and assist in the analysis of plans to resolve any identified performance problems.
• Ensure the effective implementation of all Industrial Relations policies and procedures throughout the organisation.
• Arrange and ensure disciplinary, appeal and grievance hearings are scheduled and managers are adequately prepared for the hearings.
• Represent the company at respective MEIBC or CCMA Conciliations and Arbitrations and ensure that the necessary documentary evidence (bundles) and witnesses are prepared accordingly.
• Schedule and attend respective plant level Transparency Body meetings.
• Present appropriate IR related training when required.

Administration and reporting:

• Ensure that all HR reports are accurate, updated and maintained on a weekly/monthly basis, these include but are not limited to: Recruitment Tracker, Absenteeism Statistics, HR Disciplinary report and any other report/s as and when required.
• Ensure that all personnel files are up to date with applicable information as per LRA stipulations.
• Ensure that the HR boxes are checked on a weekly basis and all relevant information captured on the HR box report.
• Ensure that all probation / performance reviews are updated on a monthly basis and that all relevant documentation is received from the respective managers.
• Audit employee files and filing.
• Analyse respective departments / lines absenteeism.
• Responsible for the loading of applicable personnel information on the HRIS system.

HR Projects

• To assist with various HR projects/surveys as and when required and to continuously strive to implement best practice criteria.
• To assist with ad hoc assignments as and when needed.

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