Senior Human Resource Business Partner

Purpose:Responsible for providing a comprehensive people management service to the firm through guiding, coaching and supporting partners and staff in navigating and complying with HR policies and procedures, and working together to achieve best practice across all areas of HR.Experience and Qualifications:•Degree - Industrial Relations / Human Resources Management•8-10 years’ with at least 5 years at a management level in a professional services environment.ROA – International Experience AdvantageKey Activities:Building relationships and becoming a trusted HR advisor within designated departments:Develop relationships with Partners and senior managers as a trusted HR advisor.Develop relationships with all individuals below management level as a trusted HR advisorInvolved in the recruitment, onboarding and exiting of all employees within designated departments:Provide support and guidance to management on recruitment in accordance with the Firm’s recruitment strategy and policyActively guide and support the meeting of transformation targetsWork together with specialist HR team to actively drive and participate in the recruitment of staff for designated departmentsLiaise with the relevant specialist HR teams to ensure that there is a smooth on-boarding process for lateral hires as well as secondees to integrate the individual successfully into the firm.Actively engage and monitor performance of the individual during their probationary periodLiaise with the relevant specialist HR teams and other business service functions to ensure that there is a smooth exit process.Conducts and/or Ensure team conducts all exit interviews and provide quarterly reports on trends identified for future retention strategiesOversee induction to the firm for ad hoc new joinersInvolved in resource planning, performance management and development of all employees within designated departments/offices:Actively engage with management in regard to legal and business services manpower planningGuide partners to select and place top talent as part of the secondment programActively engage with partners to monitor work allocation and productivity of lawyers to ensure they meet their yearly targets. Assist with identifying areas of concern (under capacity or burn out) and addressing theseActively engage with management to identify key talent and develop and implement succession planningActively engage with partners to develop and retain non-partner fee earnersAssist in driving the performance management and promotions process within designated departments, or offices, facilitate performance appraisalsActively engage with employees to assist them in drafting development plans, monitoring progress and collaborate with L&D to best facilitate and support developmentManages employee relations issues:Provide advice and management support of ER procedures, inclusive of poor performance, issuing of warnings, disciplinary inquiries, grievances and referrals to external tribunals, in a manner that minimizes risk and supports the culture of the Firm and is compliant to the country specific disciplinary policy and procedureGuide management and assist employees if additional support is required through referring the individual to the employee wellness service providersWork closely with the specialist HR team and provide support to management with regards to employee’s health and incapacityCustodian of HR policies and procedures within BGAG:Keep abreast of current HR best practice and relevant legislationDevelop and maintain designated HR policies in conjunction with subject matter expertsPromote awareness of and ensure adherence to all HR policiesRemuneration & benefits implementation, compliance and support:Actively engage with partners and management and the specialist HR team to deliver on the firms reward strategyActively engage in the salary review process with partners, management and remuneration specialist for lawyers and business servicesActively engage in the bonus process with partnersFinancial Management:Provide input to the HR budget and provide input on spend where requiredManagement and Leadership:Manages own teams performance to ensure delivery of the approved HR strategy across designated departments and officesGives regular, comprehensive and constructive feedback to team and conducts their performance appraisalsProactively seeks feedback from team members and deals constructively with any critismAdjusts management style to get the best from the individuals within the teamDelegates work to team members taking into account their capacity, level of skill and exposure to different types of work and complexity; provides clear instructions and direction, with reasonable deadlinesManage and/or contribute to assigned, initiatives, projects, responsibilities:Participation in change management initiatives as appropriateManage designated projects and initiatives (e.g. development of competency frameworks, job grading, remuneration and reward strategy, performance management, work allocation project, secondments, etc.)Internal Communication:Executives/PartnersBusiness Services ManagementAll levels of staffROA –person responsible for HRExternal Communication:VendorsConsultantsInternational law firmsPotential lateral hiresCompetencies:Interactive CommunicationOrganizational AwarenessResilienceTeamworkBusiness PerspectiveHuman Resources ManagementLegislation, Policies, Procedures and standardsPlanning and OrganisingBowmans is committed to achieving the objectives set in its transformation charter, and the targets in its employment equity plan. All recruitment decisions will be taken with due consideration being given to these objectives.