Senior Human Capital Business Partner

To work closely with Operations/BEFs and with the Centres of Expertise within Human Capital. To develop and implement proactive Human Capital strategies and intervention methods in line with the business objectives. To support managers and teams in business delivery through enhancing their capability to deliver, manage their people and implement change.

Responsibilities

• Implement Human Capital strategy for the business unit
• Work as a trusted advisor and primary point of contact to the relevant campaigns/business unit
• Provide leadership to the Business in Change Management, Organizational Design and other organizational transformation initiatives
• Ensure that HC processes are simplified and administered efficiently
• Provide advice and guidance on all HC issues to effectively support the business and manage risk
• Facilitate the sound employer-employee relations through managing and overseeing effective and efficient implementation and compliance with labour laws
• Ensure coaching and upskilling on HC policies and procedures to ensure ongoing compliance
• Conduct Skip levels and communicate themes and assist operations with action plans
• Design and execute change management solutions that are inclusive and related to the strategic intent of the business
• Assist the business by ensuring that the structures are optimal and fit for purpose including but not limited to levels and spans of control
• Ensure that OD and Change Management strategies are implemented and monitored
• Co-creation of OD and change management strategies
• Embed the Performance Development philosophy and framework including CCI values and behaviours. Facilitate Performance Development moderation sessions
• Drive the performance management processes to generate and facilitate a high-performance work climate in order to improve overall operational, team and individual performance
• Drive PIP’s for bottom 10% performers
• Promote high levels of insightful career Co-creation of OD and change management strategies
• Facilitate succession planning for key roles
• Implement talent reviews and track results
• Coach and guide management in the identification, differentiation and development of Talent
• Utilize the talent development process and tools in order to identify and develop the diverse talent pipeline for the short-term needs of the company
• Assist in identifying critical and core roles • Establish succession plans for managerial level and above
• Facilitate talent reviews and forums and support the implementation of talent development actions
• Assist in identifying solutions and building initiatives to improve development of talent
• Co-create strategies for a positive work climate and culture along with operations to energize employees, give meaning to work, minimize work disruption and maximize employee productivity.
• Spends time listening and responding to employees and their concerns
• Drive and embed CCI culture and values
• Analyse engagement survey results and working with operational teams to action plan in order to improve results and increase engagement. Drive implementation and measure ROI
• Ensure compliance to legal, business and client requirements
• Identify and address HC risks and incidents
• Ensure that Whistleblowers investigations are completed timeously and appropriately

Skills and Competencies

• Strong business acumen
• Consulting, diagnostic and problem-solving abilities
• Strong influencing skills
• The ability to establish relationships at all levels of the business
• Strong time management and priorities management skills
• Ability to command respect from peers, subordinates and customers i.e. credibility in
• the eyes of the consumer (internal & external)
• Tenacity
• Efficiency and effectiveness
• Strong team orientation
• Demonstrated excellent communication and presentation skills at all levels

Experience, Knowledge and Qualifications

• Minimum ten (10) years’ human capital experience
• Hands-on and “deep” HC experience, including exposure to organisational development strategies and/or re-engineering processes.
• Strategic management and planning experience.
• Someone who has experienced change and has the ability to positively help lead change.
• Human Capital expertise in the following areas is required: Employee Relations, Organisational Development & Change Management
• Determination of future direction and development needs
• Knowledge and application of retention strategies
• 5 years Line Management of relevant HC employees
• Undergraduate Degree – preferably a business degree: B Comm/B. Bus. Science, B Social Sciences (Industrial Psychology)

If you meet these qualifications or know someone, send your application to [email protected] having the subject as Senior Human Capital Business Partner before 28th November 2024.

Only shortlisted candidates will be contacted.