Human Capital Business Partner (Cape Town)

Core purpose of the role To manage designated regional/departmental HC functions to contribute to and ensure the implementation of HC strategy and policy at regional/departmental level.Key deliverables and outputsStrategic/FinancialHC Advice and ConsultingVisible, regular and continuous engagement with Line Managers and Employees to assess business needsSupport Line Managers to define/identify people priorities in areas of responsibilitySupport Line Managers by providing people-related advice, best practice and solutions relevant to the need.OperationalHC Governance and Risk ManagementEnsure HC processes and procedures are governed and consistently adhered toEnsure compliance with policy and legal requirementsProactively identify and mitigate people-related risksWorkforce Planning and Talent Acquisition Review workforce planning, in conjunction with GM/senior leaders to support effective resource optimisation in line with talent requirements and templatesReview organisational structures with Line Manager to determine fit-for-purpose structure in line with strategyContribute to the sourcing strategy for area of responsibility to support workforce requirements (Talent Pool) with focus on internal transfers and promotions where possibleUtilise approved recruitment service providers for critical and scarce skills in the market where necessaryManage and monitor the recruitment process in line with agreed SLA with the talent acquisition team (time to fill vacancy)Ensure that Line Managers are continuously informed on progressOn-boarding & Learning and DevelopmentCoordinate and / or facilitate the implementation of on-boarding programme for all new employeesEnsure competency assessments are conducted on requestIdentify and monitor learning and development gaps/needs in area of responsibilityEnsure that all employees have a skills matrix and ensure that it is actioned accordingly.Performance ManagementGuide Line Managers in cultivating a performance driven culture, in line with Organisational Development direction.Reward & RecognitionEnsure people are paid equitably in line with the Remuneration and Benefits policyIdentify pay anomalies and recommend remedial actions in consultation with GM / Departmental HeadEnsure implementation of remedial actions (if approved) and communicate to affected employeesAnalyse increase and incentives dataSuccession Management Assist OD in facilitation of the Intellectual Capital Review (ICR) process (including career management) and ensure that feedback is given by Line Managers to individuals discussedAssist OD in facilitate HIPO identification process and monitor development, plan progress and movementFacilitate succession management process and in conjunction with OD, ensure that succession pools are in place for key positions.Employee Relations Conduct stakeholder analysis and develop an engagement plan to ensure that all stakeholders are appropriately engaged/consulted/communicatedSupport and guide Line Managers on all consultation and legal processes including attendance lists and minutesFacilitate conflict resolution between EmployeesSupport and guide Line Managers on the grievance procedure and keep record of attendance registersManage grievance in line with the grievance procedureSupport and guide Line Managers on the disciplinary investigationsEnsure substantive and procedural fairness is maintained in Corrective Conduct Reviews (CCRs) in line with employee relations training and Employment CodePrepare and represent the company with support of National HC Manager at CCMA conciliationsAssist National HC Manager in preparation and representation of evidence for CCMA arbitrationsBackup all correspondence (including e-mails) and send all records, formal company responses and documentation for all grievances, investigations, CCR's and CCMA matters for filingObserve and alert the National HC Manager of all potential risks, changes to conditions of service, including job content) where there is a potential people impact.Support and guide Line Managers on the people impact assessmentConduct ER analysis to identify trends on disciplinary cases, grievances, wellness-related issues and recommend remedial plans to Line ManagersInitiate wellness days to promote employee well-being in line with identified remedial plans and ER wellness calendarMonitor and track implementation of the approved remedial plansPromote and advise employees to make use of ICAS services for any wellness related issuesTransformation & DiversityConstitute and ensure that an EE/SD Forum representative of the workforce is functional and in line with legislative requirementsIn line with business requirements and workforce planning, ensure adherence to the EE and Diversity plan (to be approved by the EE/SD Committee and General Manager) for area of responsibility and monitor adherence thereofTrack and monitor staff movements and ensure appointments, promotions and transfers are aligned to EE, SD, Diversity and AIC targetsIn conjunction with OD, ensure the talent pipeline and succession plan is in line with EE, SD, Diversity and AIC targetsEnsure summary of legislation (BCEA, LRA , SDA and OSHA), EE/SDplan, minutes of ESD Forum, EEA2 report and acknowledgement letter of EE Report from the DoL are displayed on all the notice board of all the departments.Employee Engagement Drive employee participation in the employee engagement surveyFacilitate completion of employee engagement survey action plans with line managers and ODAssist OD in monitoring communication of employee engagement survey results and action plansSubmit report to management team on employee engagement action plan progressExit Management Conduct exit interviews, analyse exit trends and recommended remedial actions in area of responsibility (region/department) and submit for consolidation to the OD teamEnsure that employees are aware of the last payment dateMaintain a list of employees to maintain contact with for potential re-employment in the future and submit quarterly list to the Talent Acquisition Team to maintain a centralised data-base.HR Projects and Change ManagementAssist employees to transition from current to new ways of doing business by ensuring proper consultation, communication and feedback to create awareness and understanding of business decisions and impact in line with adopted change management approach and roll-out planAssist with equipping and providing employees with the required tools and skills to embrace the changeStakeholders (internal & external customers, suppliers, shareholders, communities) Build and maintain strong, professional working relationships with line managers and employees in area of responsibility as well as other HC functions (Training and OD)Attend regional/departmental team meetings and huddlesInternal and External StakeholdersThe role requires close engagement and collaboration with key internal and external stakeholders.Internal Stakeholders Executive: HC; senior and line managers/supervisors and employees in area of responsibility, Payroll Team, Training Team, OD teamExternal StakeholdersRecruitment agents.Academic Qualifications Essential: Relevant HC Tertiary Qualification (Diploma or Degree)Note: The role will require the incumbent to travel within their region of responsibility and ad hoc national travel.Work ExperienceEssential:8 – 10 Years’ HC Generalist Experience?This job requires that the employee maintains the highest level of Honesty and Integrity as he /she will have access to company assets, cash handling and confidential record storage areas. This requires that a formal personal background check is undertaken. If you have not heard anything from us after 2 weeks of applying, please consider your application unsuccessful. Applications closing date 02 November 2025