HR Business Partner

Employee Relations

• Advise and support line manager with regards to all ER queries including misconduct, performance improvement, disabilities, disciplinary enquiries, and CCMA cases
• Ensure all ER procedures meet both procedural and substantive fairness principles and are in line with Business policy and current legislation to minimize risk to the Business
• Support line managers by drafting letters of concern, warnings, drawing up charges and on the outcomes of disciplinary enquiries
• Advise and guide, line managers to ensure consistency in terms of sanctions and practice of Disciplinary and Grievances processes
• Support line managers with medications of sensitive matters within their teams
• Respond to all appeals from employees related disciplinary enquiries
• If required, represent the Business at CCMA on relevant matters and ensure bundles and witnesses are prepared in time for the CCMA hearing
• Conduct all processes in a manner that upholds integrity and the Business's values and all other good governance principles
• Liaise with preferred Service Provider(s) on matters that are outside of our scope or area of expertise to ensure standards are maintained
• Maintaining good knowledge of all the relevant labor legislation (BCEA, LRA, EEA, SD etc.)
• Monitor all trends relating to employees (late-coming, absence, prior discipline etc.) and advise management on a course of action in line with Business policy

Recruitment

• Promote the use of the online exit interview survey for all leavers
• Conduct one on one exit interviews using the information obtained from the online survey with all employees in high turnover departments or scarce skills.
• Coordinate work experience for students, where possible within departments to build future talent pipelines
• Support Business initiatives to scout for future talent, by way of career fairs etc.
• Drive performance and career discussions within your departments to ensure employees are clear on their current performance, any learning needs are identified and addressed, and career aspirations are validated
• Coach and support line managers on how to hold effective performance and career discussions including supporting their teams in creating goals and a development plan at all levels (IStrive)
• Educate and advise line managers on performance improvement meetings
• Facilitate action plans being put in place regarding performance improvement for under performers in accordance with Business policy and prevailing legislation
• When vacancies or new roles occur, ensure that succession plans are reviewed in keeping with promoting from within

Organizational Effectiveness/ Development

• Encourage the recognition of employees through interventions such as long service awards and birthdays
• Support all company's culture and communication initiatives with the departments and across the Business as required
• Analyze Culture Survey results for departments and partner with line managers on communication and next steps needed
• Support or facilitate feedback sessions (focus groups) regarding Culture Surveys resulting in action plans for proposed way forward 
• Manage and coordinate all planned wellness initiatives as per the wellness calendar for the year, with internal and external stakeholders
• Ensure 'trauma' counselling takes place when employees have incidences where counselling is required
• Support employees with any queries which relate to medical aid, retirement fund, pay slips and or leave etc.
• Monitor all sick leave trends monthly to ensure adequate support for employees that may require EAP assistance and or the need for other interventions like temporary disability
• Assist and guide, line managers through the disability process in line with the Business policy and relevant legislation
• Assist line managers with injury on duty (OID) claims process and liaising with the relevant parties
• Driving Business interventions like Amazing Service to promote a service-oriented culture
• Analyze onboarding survey results to ensure continuous improvement of Business practices and advise on possible ways forward to ensure we move towards our goal of being an employer of choice

HR Governance

• Comply with Business policies and procedures and prevailing legislation that govern HR practices and principles
• Review HR policies and process documents to ensure that they remain relevant and in line with business needs
• Adhere to the procurement process when sourcing vendors for recruitment and planned HR events
• Maintain strict confidentiality at all levels and at all time

Learning & Development

• Conduct training needs analysis to identify training needs and or skills gaps through constant liaison with line managers
• Partner with Learning and Development to identify and source appropriate learning interventions based on Business and individual needs
• Support Learning and Development in linking training interventions to Employment Equity and succession plans
• Support line managers in identifying and nominating employees for developmental course run by the Business

HR Analytics

• Analyze various people statistics for departments and make recommendations on interventions to rectify any out of line factors (turnover, exit interviews etc.)
• Provide feedback and trends to leaders and HR Manager on areas of concern

Administration

• Prepare monthly HR reports on all HR areas and submit to HR manager by the stipulated deadline
• Maintain the integrity of employee files and employee data on all HR systems and or organograms
• Ensure all employee documentation is scanned and uploaded on DataStor
• Prepare various letters, arrange meetings, coordinate functions or events, order, and control stationery
• File any objections relating to CCMA cases that have been referred
• Support payroll by capturing/ loading any new employees on the HR system
• Maintain the gift register for your departments in line with the Business policy
• Ensure the budgets are tracked monthly

HR Projects

• Support the HR team and Business with new and innovate initiatives that support the Business and HR strategy
• Look for opportunities for continuous improvement