Human Capital Business Partner

Join our dynamic team as a Human Capital Business Partner (HCBP) and unlock unmatched opportunities for growth and success. We are seeking ambitious individuals with a passion for people. The HCBP undertakes strategic HC activities for the operation, while working collaboratively with the Head of Human Capital. The HCBP works proactively with operations managers to ensure HC is delivered fairly and consistently to a high-quality standard. Responsible for working within the Operation to shape and influence the People Agenda, partnering with line management to translate business priorities into HC activity which can be implemented by HC Operations.

Duties & Responsibilities:

• Provide input into the development of the Operations HC strategy.
• Partner with and provide insightful Human Capital expertise to management and the HC team on all people-related subjects.
• Act as the escalation point for HC matters in the respective departments.
• Broker solutions and challenge the business and HC to drive customer-focused innovation. Coach and develop management on a number of HC business-wide initiatives, including cultural change programmes and employee engagement strategies.
• Coordinate the deployment of HC skills and expertise from across the HC service delivery model to bring the right people solutions to the operation.
• Assess, evaluate and develop the right skills in the right places across the business, facilitating strategies to fill gaps where needed.
• Inspire managers within the operation to deliver HC transformation of their area, aligning ways of working to create a high-performance people culture.
• Partner with, consult with and influence the line management on people needs to enable delivery of business targets (e.g. through driving the development of talent pipelines within the operation).
• Translate business strategy and requirements into HC plans, in line with the Business strategy and the HC strategy.
• Champion and implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
• Input into the organisation design to ensure that structures, roles and responsibilities, enable delivery and a high-ppotential culture.
• Partner with line management within the operation to ensure integrated people strategy and fair people management.
• Advise management on people matters and demonstrate the value of HC to the business by voicing key people concerns.
• Lead relevant HC related projects in the respective operation working with Head of Human Capital
• Engage line management to advocate and demonstrate compliance with HC policy and champion interventions.
• Hold business accountable to deliver performance and people management, challenging quality where needed.
• Manage and or perform all relevant administration to achieve efficiency.
• Implement the HR governance structures per the HR policy.
• Proactively providing HC reports to the various forums as required.
• Concentrate on strategic issues and high-risk HC cases, considering risks and determining solutions and initiatives.
• Adopt a highly strategic and proactive role (e.g. partnering the business to outline organisational objectives) instead of an operational role (e.g. reactive to and purely implement the business plan).
• Coach line management within the operations, to ensure correct application and implementation of HC, legislative and statutory policy and process.
• Evaluate and build business capability through facilitating talent management, succession and resource planning.
• Guide and assist line managers to determine supply and demand in order to ensure the effectiveness of the sourcing strategy.
• Drive a fit-for-purpose culture within the operation (through Talent Reviews and identifying opportunities for talent development).
• Demonstrate understanding of remuneration and provide guidance regarding remuneration matters. Pro-actively communicating with the Operation regarding remuneration matters where appropriate.
• Provide feedback from the operation to HC Head on the relevance and effectiveness of policy, tools and processes to help improve their design.
• Work closely with Head of HC and the HC team to continuously monitor and identify opportunities for improvement in the efficiency and quality of HC services; provide business feedback to appropriate HC governance forums.
• Ensure understanding of the business drivers and strategy of the operation.
• Translate people data to extract strategic value for business. Work with other parts of the HC Function to provide business intelligence.
• Assist Head of HC in building and managing a fit-for-purpose team by providing leadership, role clarity, training and career development.
• Ensure open communication channels with staff and implement change management interventions where necessary.
• Provide definition of roles, responsibilities, individual goals and performance objectives for the team.
• Set KPIs and provide regular performance feedback through a well-defined and implemented performance review program.
• Develop and implement a training plan in partnership with Training Coordinator in order to build and develop skills within the team.
• Encourage knowledge transfer through the implementation of a knowledge transfer plan and drive a continuous improvement philosophy.
• Performance manage resources in accordance with HC policy and legislation where necessary
• Actively participate in management team and develop skills of junior team members
• Promote a ‘fit-for-purpose and ‘partnership approach to develop strong relationships with other working groups and ensure adherence to business governance.
• Monitor all the HC risk within the operations to provide mitigation solution.

Payroll Management

• Administer the end-to-end payroll process using Sage 300 People, ensuring timely and accurate payroll processing for all employees.
• Administer payroll processing activities, ensuring compliance with payroll legislation, tax requirements, and benefits regulations, creating flexi exports and macro imports.
• Collaborate closely with Operations, and Finance teams to maintain accurate employee records and process payroll taxes, deductions, and benefits.
• Handle statutory reporting & financial reconciliations (EMP201, EMP501, COIDA, tax year-end processing)
• Provide guidance and support to the employees and managers, ensuring high-quality work and timely completion of payroll related tasks.
• Monitor payroll-related queries from employees, ensuring any queries or discrepancies are resolved in a timely manner.
• Assist with the continuous improvement of payroll systems and processes, suggesting and implementing optimizations to reduce errors and increase efficiency.
• Generate and review payroll reports, ensuring accuracy and compliance, and assist with internal and external audits as required.
• Ensure the confidentiality and security of payroll data at all times.

Experience & Qualification:

• Bachelors Degree in Human Resources or Honours degree preferred.
• Relevant qualification in Payroll
• Professional membership in HC association (advantageous)
• 8 - 10 years of progressive, professional experience with an emphasis in HR Generalist and Business Partnering.
• Approximately 3-5 years of experience in Payroll systems (Sage 300 People) compulsory
• Strong background in using payroll software
• Microsoft 365
• Strong practical knowledge of all areas of HC: change management, organisational development, employee relations, transformation and BBBEE, talent and performance management, learning and development, rewards and benefits, payroll, talent acquisition, workforce planning, HC analysis, employee retention and engagement.
• Demonstrated skills, knowledge and experience in managing HC function.
• Detail orientation, proven organisational skills and high degree of accuracy.
• Working knowledge of relevant local labour legislation.
• Practical knowledge of remuneration
• A good knowledge of reward systems
• Experience of partnering with line management and the HC team to produce long term HC strategies.
• An understanding of employee engagement that is beyond the theoretical and can demonstrate it with practical examples of how to improve it in the workplace.
• Strong oral and written communications skills and interpersonal skills.
• Excellent negotiation skills.
• Excellent prioritisation skills.
• Strong influencing and conflict resolution skills.
• Ability to maintain supreme levels of ethical behaviour and confidentiality.
• Strong management skills.
• Strong analytical and problem-solving skills.
• Ability to work independently and within teams.
• Ability to identify opportunities for improvement.
• Ability to impart and share knowledge and skills.
• Ability to work in a fast paced environment and under pressure.
• Previous Telemarketing/Cellular/Telecommunication industry experience.
• Valid Drivers License.
• Own Vehicle.

Job Type: Permanent

Ability to commute/relocate:

• Linbro Park, Gauteng: Reliably commute or planning to relocate before starting work (Preferred)

Application Question(s):

• Good knowledge of Sage 300 People?

Education:

• Bachelors (Preferred)

Experience:

• Human resources generalist: 8 years (Required)
• payroll management: 3 years (Required)

Willingness to travel:

• 25% (Required)

Application Deadline: 2025/03/26Expected Start Date: 2025/04/01