HR People Partner

Introduction

We are looking for a proactive and business-minded HR People Partner to support the delivery of our people strategy. In this role, you will work closely with the HR Manager and operational leaders to translate strategy into practical HR priorities and measurable actions.

You will play a key role in driving organisational effectiveness, employee engagement, retention initiatives, and change management while ensuring the business remains agile and people-focused in a dynamic environment.

Business & People Strategy

• Implement the annual People strategy as per the stated purpose and direction of the respective departments.
• Ensure that people strategy, policies, practices, processes and controls are translated, communicated and embedded across all levels/departments.
• Work with Managers to identify key trends, shifts or issues relating to people that impact strategy delivery and ensure that an effective people plan is in place to address these issues.
• Establish strong working relationships with individual stakeholders and become a trusted and credible strategic partner, coaching and influencing business leaders.
• Ensure all expectations and goals are met optimally, adhere to HR best practices and principles, and advise management to consistently drive high performance through coaching, mentoring and motivating staff.

Line Management Performance Coaching

• Mentor and coach line managers on key people management processes.
• Identify existing and potential problem areas and advise line management on how to use HR processes to improve.
• Provide guidance to line management with regard to performance and disciplinary issues to ensure that all matters related to associate relations are effectively dealt with and that confidentiality is maintained at all times.
• Provide support to line management on people and organisational development issues.
• Support line manager in completing mandatory management training and developing required leadership competencies.

Talent Acquisition

• Guiding Talent Acquisition through transformational changes in recruiting processes and human resources systems.
• Monitors the effectiveness of recruitment programs by analysing and communicating hiring results (for example, demographics, diversity, retention)
• Incorporating information into business units recruiting initiatives to source talent (for example, diversity, recruiting, third party relationships, and employment branding efforts).
• Gathering information on workforce plans, talent gaps, potential attrition, and high potential talent from business leaders.
• Ensure effective recruitment and interviewing of associates, including effective pre- and post-employment administration processing.
• Communicating expectations, feedback, and status information to candidates, customers, hiring managers, cross functional partners, and other stakeholders throughout the selection process.
• Providing selection recommendations for functional areas and business unit positions.
• Managing the offer process, including negotiating and communicating offer information,
• Ensuring selection process documentation is completed and has been entered into human resources (HR) systems.
• Ensuring effective onboarding of new associates.
• Conduct exit interviews timeously and monitor the effectiveness of the termination process (resigning and retiring associates).
• Monitor and track the renewal of fixed-term contracts and ensure that associates are terminated timeously with payroll, IT and MM Shared Services.

Talent Management

• Implement a talent strategy for the region, in partnership with Operations by building a talent pipeline to ensure sufficient talent for now and in future at all levels, including a succession plan for leadership in critical roles
• Where necessary, inform and train line management and associates on implementing and executing quality talent management.
• Ensure forecasted staffing requirements are documented and actioned accordingly (including seasonal demand planning), in conjunction with the WFP.
• Ensure that the implementation and management of leadership development and career planning is sustainable and realises value, to promote a learning culture.
• Recruit, select and place candidates in terms of agreed recruitment and selection frameworks (including pre-selection processes) and ensure appointments (including internal promotions) are in line with EE targets/strategy
• Ensure the organisational performance management process and the system is effectively implemented and maintained in line with timelines.
• Reinforce management rewards and recognition opportunities available to reward performance.
• Build line and associate capability around performance management process and how to engage in feedback and tough conversations.
• Coach line management on the importance and effectiveness of quality IDPs and encourage line management to follow through on scheduling of training and development per IDP.
• Ensuring associate individual development plans and performance reviews are…