Temp Human Resource Business Partner

Qualifications

• Post graduate degree in Human Resources/Industrial Psychology.

Experience

• Minimum of 3 years progressive experience as a Human Resources Generalist, preferably within a law firm or professional services environment.

Skills, attributes and knowledge

• Demonstrated knowledge in employment law, recruitment, employee development, change management activities, and the HR regulatory/statutory environment.
• Proven competency in the following areas: conflict management, problem solving, customer service, initiative, planning and organisation, performance management and relationship management, consultation, communication.
• Successful professional experience concerning issues of integrity and trust with a demonstrated ability to maintain high levels of confidentiality.

The HR Business Partner (HRBP) formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organisation in designated practice areas and business units. The position serves as a consultant to management, directors and employees on human resource-related issues, and acts as an employee champion. The role assesses and anticipates HR-related needs, and continuously seeks to develop integrated solutions.

The Role

HR Business Partnering & Service Delivery

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Proactively analyses trends and metrics to provide input into developing solutions, programs and policies.
• Provides guidance and input on practice group/business unit restructures, workforce planning and implements succession plans for key talents and key job positions
• Actively identifies gaps, proposes and implement changes necessary to mitigate risks
• Acts as the performance improvement driver and provokes positive changes in the people management portfolio
• Attend Practice Group and Department team meetings and be an active contributor to the standing HR Agenda
• Challenges the organisational structure of the business unit and proposes changes to manage costs and efficiencies
• Proactively supports the delivery of HR processes and governance to ensure consistency to mitigate risk to the business.

Talent management and career development

• Ensure that job descriptions for each approved role are current and have been evaluated using the Paterson methodology;
  • Ensure all Directors and Associates in own area of responsibility have a functional understanding of the Associate talent programmes (i.e. Bridging Development Programme (BDP), Directorship Academy programme, Procom process, Cornerstone Associate appraisal system) including the use of the Associate performance scorecard through proper communication and training;
  • Engage monthly with Associates, Sponsor Directors and Team Leaders on Associates'' performance, and collate feedback reports for quarterly BDP discussions with the Chairman and MD;
  • Engage monthly with Managers and employees regarding individual and team performance to proactively manage performance in support teams.
  • Ensure Associate Mentorship programme is managed;
  • Responsible for the implementation of Cornerstone mid-year and final year review
  • Training of all users in area of responsibility on Cornerstone, the electronic performance management system;
  • Work with the HR Administrator to ensure proper co-ordination of the bi-annual performance process and moderation and finalisation of appraisal ratings as per agreed timelines in area of responsibility;
  • Ensure that an effective performance management system is maintained at all times with a strong focus on continuous improvement;
  • Facilitate the career development processes between the various gateways from CA to Salaried  Director level, ensuring that Directors and Associates alike have an appreciation of the requirements for promotion; 
  • Engage with and manage staff on flexible work arrangements.

Employee relations

• Manages and resolves complex employee relations issues.  Conducts effective, thorough and objective investigations;
• Provide specialist employee relations advice and guidance to Directors, Managers and employees with particular focus on discipline management, poor performance, grievance and manage absenteeism, to ensure acceptable levels of individual employee performance;
• Manage employee activities in order to ensure best possible relationship and conformance to fair and best IR/LRA practice and lawfulness is maintained, and ensure that knowledge of IR/LRA/BCOEA/EEA is current at all times;
• Lead evidence on behalf of the company in internal disciplinary hearings as and when required;
• Issue warnings following best practice, protocols and procedures;
• Provide counselling and coaching to employees relating to conflict and performance issues;
• Manage annual leave through monthly discussions with employees who have high leave balances and send alerts out before leave is forfeited;
• Institute necessary communication structures and/or instruments to ensure effective flow of communication to staff on HR-related information;
• Produce a monthly report detailing all employee relation issues and submit for HR reporting purposes; and
• Ensure staff are appraised of all HR policies by having regular communication sessions on policy content.
• Management of restructure redundancy processes in line with legislation

Relationship management

• Work in partnership with the Directors and Managers by assisting them in achieving their people management strategies; consulting with them to influence their thinking and actions in ways that positively contribute to the achievement of the firm’s results; and
• Develop relationships with associates and CAs in order to understand their career aspirations and provide assistance with any issues they may have.
• Work closely with the Finance team in understanding the Essential Insight program and have a functional understanding of the firm’s profitability model in relation to fees written aligned to associate and team budgets  

Recruitment and selection

• Oversee and manage the authorisation process and ensure that all information is completed and signatures are obtained to activate the talent acquisition process;
  • Manage workforce planning with business Team and Practice Group Leaders and Managers to facilitate efficient and timeous resourcing of teams;
  • Regularly track and monitor the firm’s transformation targets to ensure compliance and value-add to the business;
  • Active involvement and facilitation in placing high performing candidates, whilst ensuring achievement of the Firm’s transformation target;
  • Ensure that the resourcing processes are followed as per policy in order to manage risk to the brand;
  • Accountable to maintain the accuracy of the organisational structure, thus ensuring correct reporting of HR MIS.
  • Facilitate interviews when required and at final interview stage.

Pre boarding and on-boarding

• Manage the pre-boarding and on-boarding of employees in area of accountability;
• Oversee logistics and induction programme for all new joiners joining.

Probationary reviews

• Ensure that probationary reviews take place one to three months with all new joiners, and integrate the output of this process with the employee’s development plan.

Termination and exit interviews

• Ensure exit interviews are conducted with staff in their month of resignation.
• Manage the off-boarding process of all terminating staff.
• Report on exit trends and facilitate the development and implementation of retention programmes to reduce loss of intellectual property.

Secondments

• Effectively manage the secondment process for all inbound and outbound secondees;
• Manage re-integration process for all associate secondees including managing secondee interviews upon return; and
• Ensure monthly catch-up meetings with Associate secondees (inbound and outbound) to provide assistance with any issues they may have.
• Maintain relationships with HR counterparts in other regions on this process

Team Support Administrator (TSA) structure and Secretarial utilisation model

• Proactively monitor and manage secretarial utilisation and productivity levels in line with workforce planning;
• Engage with Directors and Secretaries continuously on secretarial utilisation;
• Meet regularly with TSAs and assist in the resolution of any challenges experienced.

CA Programme

• Create and manage the bi-annual team rotation and retention schedule for Candidate Attorneys (CA) in conjunction with Team Leaders and Practice Group Leaders.
• Manage the CA evaluation process in June and December;
• Monitor development and performance against monthly budgeted hours and development plan, in alignment with the BDP.

HR projects

• Continuously recommend improvements on HR systems and processes; and participate in projects as directed by Head of HR.