Human Resource Business Partner

Technology Innovation Agency - Pretoria, Gauteng

Overview

Purpose of HRBP Position;

To render Human Resources services in partnership with Line Managers to implement the Human Resources Agenda; policies and procedures effectively and efficiently.

Technology Innovation Agency(TIA) endeavours to promote the careers of previously disadvantaged persons by applying the principles of the Employment Equity Act, as amended.

The Agency reserves the right not to make an appointment.

 

Responsibilities

Human Resources Business Partnering

  • Provide on-going HR support to Business Units in line with the HR strategy for the organisation.
  • Facilitate implementation of HR interventions to ensure effective delivery of HR requirements in the business units.
  • Proactively identify key people issues and advise Line Managers on how to address the concerns in line with HR processes and policies.
  • Proactively monitor implementation of HR initiatives and provide monthly reports.

Employee Relations

  • Identify non-conformance to policies and procedures
  • Conduct investigations where there is non-compliance and process breaches
  • Attend to the formulation of charges; facilitation of disciplinary hearings and conciliations at the CCMA
  • Provide counselling sessions to aggrieved employees
  • Facilitate conflict resolution amongst staff members
  • Facilitate dispute resolutions.

Talent Acquisition

  • Facilitate the recruitment and selection process to fill vacant positions.
  • Collaborate with Line Managers to identify key competency requirements in relation to evolving organisational requirements.
  • Implement Competency-based techniques during the selection process.
  • Prepare recruitment reports for approval by the delegated Line Managers and Executives.
  • Provide feedback to applicants.
  • Facilitate the on-boarding of new employees.
  • Prepare and submit talent acquisition analytics on a monthly basis.

Learning and Development

  • Ensure that all employees have Personal Development Plans.
  • Prioritise learning and development interventions for implementation on a quarterly basis in consultation with Line Managers and their direct reports.
  • Plan and prepare for implementation of learning and development interventions.
  • Analyse effectiveness of learning and development interventions regularly.
  • Provide learning and development data to assist the HR Business Unit to meet statutory obligations including Workplace Skills Plans (WSP) and Annual Training Reports (ATR). 

HR Administration and reports

  • Prepare and submit monthly and quarterly reports.
  • Prepare and submit on-boarding information monthly.
  • Prepare and submit termination information monthly.
  • Prepare and submit training and development information monthly.
  • Administer the Supply Chain Management process for HR.
  • Prepare HR data for recruitment, turnover, leave, Employment Equity, Wellness information.

Performance Management

  • Inculcate high-performance culture through effective implementation of the performance management process within the stipulated time-frames in the business units.
  • Train Line Managers to use the HR System for performance contracting and performance review.
  • Train staff on how to prepare for performance contracting and reviewing phases using the HR System.
  • Collate divisional performance review scores for submission to the Head of HR.
  • Ensure that all staff members obtain feedback on performance reviews.
  • Monitor implementation of the Performance Improvement Plans in the business units.

Separation / Terminations

  • Facilitate the voluntary and involuntary termination of employees.
  • Ensure that the termination process is administered in line with the HR Standard Operating Procedures.
  • Conduct trend analysis of exit interviews to proactively address employees’ concerns using best HR practices.

Requirements

Education (formal qualification required):

Bachelor’s degree in Human Resources or Social Sciences or related qualification (Essential) – (At least NQF Level 7)

Experience required - type and number of years’ experience: 

5 – 7 years of progressive HR Generalist experience

Knowledge of local Labour Legislation;

Knowledge of HR Systems and HR principles and administration;

Experience in Recruitment and Competency based Interviewing;

Experience in Performance Management;

Experience in Talent Management and Training; and

Experience in Disciplinary Procedures and corrective action.