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Job Information
Job title
Human Capital Business Partner (Sandton)
Job grade
senior
Location / Operation
Blue Label Distribution - Johannesburg Gauteng South Africa
Department
Blue Label Distribution
Job reports to
Group Head of Human Capital
Job Purpose

Responsible for providing forward looking and effective HR consultation and solutions to the business units. Partners with executives to ensure business unit strategies are supported with appropriate HR programs and sustains initiatives that support the HR strategy. The incumbent works closely with business units to deliver people plans and enable operational excellence.

Responsibilities

Key Responsibilities: 

Business Partnering

  • Develop an action plan to meet human capital objectives for the business unit.
  • Provide effective human resource consulting and ensures effective delivery of services to Business Unit leadership.
  • Identify and anticipate HR needs in the assigned parts of the business, prioritise and effectively communicate with HR executive, business unit leadership and other HR leads (talent management, organization effectiveness, talent acquisition, group transformation) for collaboration and solution development.
  • Contribute towards the assessment, evaluation and development of the right skills in the right place across the business unit, facilitating strategies to fill gaps where needed.
  • Implement the people strategy within the business unit and ensure business strategies align, challenging as required to drive change.
  • Ensure people implications of business decisions are understood.
  • Partner with line management within the business unit in order to ensure integrated people solutions and fair people management.
  • Advise on people matters while educating line management on the value of HC, demonstrating that HC is a strategic partner to the business.
  • Participate in relevant HC related projects in the respective operation working with members of the wider HC team (e.g. roll out of a new policy or process in the business unit).
  • Evaluate HR policies, practices and procedures, ensure they are relevant to the business unit and develop recommendations for improvement and efficiency.
  • Monitor the BU employee relations climate and keeps management informed of potential or actual employment practice problems.

Core Responsibilities:

Talent Management

  • Act as the first point of contact for line managers with regard to issues related to the management of staff performance or absenteeism, in order to assist them in handling/resolving the matter or referring them to the appropriate source of help.
  • Support BU specific transformation as per Employment Equity regulations. 
  • Collaborate with the talent acquisition team to fulfil the recruitment requirements of the business unit.
  • Implement the group HR talent management initiatives for the business unit. 
  • Implement effective succession planning for key talent employees within the business unit.
  • Partner with managers in identifying individuals learning needs according to the company objectives, department goals and skills priorities at all times, in line with the group talent framework. 
  • Analyse monthly reports and escalate relevant deviations / trends / problems to the line manager and business unit head.

Governance and Compliance

  • Ensure adherence to legislation and relevant Codes of Good Practice within the HC function.
  • Identify and highlight people risks against all applicable legislation, policies, frameworks and standards for area of responsibility.
  • Maintain knowledge of current Labour legislation, policies and procedures.
  • Maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
  • External Parties and Relationship Management
  • Develop partnerships with stakeholders to effectively implement HR solutions.
  • Interact with employees to provide and process information in response to inquiries, concerns and requests.
  • Build strong business relationships with the internal managers and employees
Requirements of the Job
Experience
  • 5 years’ experience in a HR generalist environment
Minimum qualifications
  • Matric
  • Bachelor's degree in Human Resources or any related degree
  • Professional membership in HC association (preferred)
Competencies / Behaviour
  • Demonstrated skills, knowledge and experience of working in HC function
  • Knowledge of local labour laws
  • Strong oral and written communications skills
  • Sound negotiation skills
  • Experience of partnering with line management and the HC team to produce long term strategies
  • A good knowledge of HR systems
  • Good organisational and prioritisation skills
  • Applied knowledge of legislation related to Human Capital field
  • Excellent knowledge 
Behavioural attributes

 

The incumbent is required to have demonstrated the following competencies:

Business Acumen:

  • Actively develop short term strategies/plans. Uses a methodical problem-solving approach as a foundation for effective decision making taking into account importance, urgency and risk.

Delivery:

  • Translates business objectives into practical, prioritised and organised action plans; ensures plans are quickly and successfully implemented. Makes effective use of resources when executing; ensures processes are in place to achieve outcomes aligned to operational excellence standards

Teaming: 

  • Communicates ideas, information and business objectives effectively and persuasively, resulting in desired actions/outcomes.  Promotes, collaboration information sharing and learning within and across team members boundaries. Focuses on ensuring stakeholder satisfaction by building mutually beneficial relationships with stakeholders. 
Closing date for applications
Thursday, 28 February 2019

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