Group Human Resources Business Partner

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Job Description:

Responsible for the development and execution of an HR Strategy in line with the business strategy at Ziyana Group. Strategically manage people as organisational resources by creating a conducive organisational culture where employees can thrive through performance.

Responsibilities:

Be a trusted HR advisor to the CEO.
Development and implementation of an HR Strategy by ensuring that the HR delivery is fully aligned to business goals and values.
Support managers and team leaders in business delivery through enhancing their capability to deliver to our strategic objectives, manage their people, implement change and build relations with key stakeholders (internal and external).
Utilise the talent development process and tools in order to provide and develop the diverse talent pipeline for the short term and long term needs of the business.
Collaborate with the business for the creation of a high performance culture by supporting the implementation of team and organisational design solutions.
Bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership and culture)
Facilitate HR service delivery to the business.
Work in partnership with the managers and team leaders to provide professional HR advice, coaching and solutions that support the business in the identification and management of workforce issues and major change programmes.

Talent Attraction and Management:

Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities, through utilisation of the talent management tools/processes and metrics.
Manage the recruitment, selection and appointment process, ensuring that the right person for the job is appointed.
Analyse workforce information and productivity measures and work with management and team leaders to implement an effective performance management and appraisal system.
Analyse the results of the process and facilitate the implementation of interventions to improve performance results.
Manage the succession planning process.
Oversee terminations and exits according to policy guidelines.

Talent Development:

Identify specific employment and development issues from workforce trends and staff feedback mechanisms.
Drive the implementation of training, mentoring and coaching programmes to address the identified need.
Monitor and assess the impact of the training on individual.

Workforce Modernisation:

Act as an advocate of change and modernisation in support of business and HR strategies.
Identify and implement workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient operations and delivery.

Employee Relations:

Lead management and team leaders in employee relations and conflict resolution.
Manage and monitor conduct/misconduct, disciplinaries and grievances in the business.
Advise managers and team leaders on complex employee relations issues.
Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the employees and labour.
Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.
Represent the business at the CCMA.

Change Management:

Lead and project manage key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources.
Ensure that, as appropriate, such initiatives are embedded and the benefits realised.

Coaching:

Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes, to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice. • Enhance leadership capability through workforce models and development of people management skills.