Key Outputs

Proactively identify and drive wellness and safety initiatives to improve awareness, wellbeing and work life balance for all employees.
Translates Human Capital strategy into a clear people agenda for the region / area of responsibility within the direction set the business and Human Capital.
Ensures region / area has appropriate people plans, capability and resources to deliver the plans.
Selling Human Capital projects and initiatives to internal clients and getting their buy in.
Supports business leaders on all aspects of their people agenda providing active leadership, in partnership with leadership team, on Human Capital issues such as workforce planning, talent management, reward and recognition, employee relations, performance management, organisation development / change management, team forums transformation, culture, leadership, learning and development.
Responsible for the delivery of all end to end Human Capital processes including Employee Relations ensuring continuous performance, efficiency, process improvement and compliance.
Keeping HR processes in full compliance with legal and regulatory (internal and external) framework.
Actively identifies gaps, proposes and implement changes necessary to cover people related business risks.
Communicate organisational culture, policies, procedures, standards and systems to employees.
Redesigning organizational structures based on strategic objectives and influence decisions around resource optimization opportunities.
Understanding how HRBPs can support the business.
Adjusting Human Capital strategies to respond to changing business needs and prioritise Human Capital needs.
Identifying talent issues before they impact the business.
Identifying critical Human Capital metrics and report on trends with appropriate solutions identified to close gaps.
Responding to Line Manager and / or employee needs and quickly respond to questions, complaints and ideas.
Preparing and responding for different situations within the employee life cycle
Assessing employee attitudes and providing Human Capital solutions to close gaps
Tracking trends in employee behaviors and providing HR solutions to close gaps.
In consultation with Human Capital and CoE's initiate and implement Human Capital programs to support organizational culture.
Keeping the line updated on Human Capital initiatives.
Managing competing personalities and conflict between managers and / or employees.
Responding to organizational changes

Qualification, Experience And Competencies

Minimum required qualification:

B-degree / B-Tech in Psychology and / or Human Resources or equivalent.

Must Have

Three to Five years' experience in an Human Resources generalist role.
Sound working knowledge of labour legislation and internal policies and procedures.
Demonstrated ability to coach and develop strong, positive working relationships with organisational leaders.
Experience in interpreting and advising on complex employee relations matters, particularly performance management.
Ability to manage conflicting priorities, deal with a sense of urgency and develop pragmatic solutions.
A strong commitment to service delivery within a Human Resources setting.
A commitment and genuine desire to build and maintain positive working relationships both internally and externally.
Knowledge of current employee relations legislation and contemporary human resources practices

Desirable

Experience in the management of projects and drive human resource initiatives.
Experience in managing organisational change initiatives.

Minimum Required Competencies

Verbal Communication and Written communication
Attention to detail
Drive, energy and initiative (results-focus)
Organisational Awareness
Customer Responsiveness
EQ and interpersonal sensitivity
Talent Management Acumen
Anticipating and managing change
Project Management
Analytical Thinking
Practical execution management
Building Relationships
Strategic Leadership

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