Job Description

Primary Purpose of the Job

The People & Culture (P&C) Business Partner manages, supports, co-ordinates and administers all P&C functions to internal customers. She/He also provides consulting, advice, coaching, guidance and direction to leaders, line managers and employees in respect of all people management processes, policies and procedures in order to support the businessxe2x80x99s vision, mission and overall objectives

She/He is also tasked with ensuring alignment between the business operations and P&C practices and objectives as well as with implementing all national P&C projects within the allocated service line.

This position holds the responsibility and the accountability towards the National Head of People and Culture with the purpose of maximising the strategic implementation and maintenance of People & Culture.

Main Duties and Responsibilities

Build strategic partnerships with the allocated service line and service providers.

• Work in partnership with business leaders, key stakeholders and P&C colleagues to shape, develop and deliver HR plans and solutions in line with the needs and priorities of the business.
• Contribute to the business strategy by helping business leaders to identify, priorities, and build organisational capabilities, behaviours, structures, and processes.
• Support the implementation of the companyxe2x80x99s people plans by pro-actively working with staff and line managers to develop a culture of responsibility and accountability for front line human resources management and embed a performance culture.
• Initiate and manage P&C Projects required for the business unit.

Assist in the integration of new employees into the Service Line

• Oversee the onboarding and probation process.
• Ensure that the probation timeline is adhered to and properly closed off.

Provide ongoing support to business leaders:

• Provide professional People and Culture services and support across the entire employee life cycle
• Assist Business Leaders on the day-to-day management of people matters
• Act as the senior point of contact and subject matter expert on all P&C matters and projects

Recruitment/Talent Sourcing

• Design, develop, and execute full cycle recruitment plans and talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talents that will further drive the achievement of staffing goals as well as the businessxe2x80x99s overall objectives.
• Develop and execute workforce plans and provide exceptional candidate experience and build and maintain a candidate pipeline through vast networking.
• Work with the COE to identify new ways to attract new talent

Conduct job analysis and facilitate career development plans and programmes for all employees within the allocated service line

• Conduct workforce planning and the allocation of task and duties for each role.
• Ensure that updated job profiles are available for all positions within the Service line
• Ensure that the organogram for all positions within the Service Line is updated.
• Actively support and monitor the implementation of a career development strategy for the Service Line, including succession plans for key talent and key positions.
• Assist the business unit's leadership to identify potential successors and assess their readiness by using objective methods

Manage the performance appraisals process for staff within the allocated service line and assist to identify training & development needs.

• Align performance management to the overall objectives of the business through the development and annual review of performance metrics
• Implement and monitor the performance management system and processes.
• Continuously train employees and line management on the use and importance of performance management.
• Ensure that quality development plans are put in place for key talent
• Coach line managers and leaders to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability.

Training & development:

• Provide expert advice and coaching to employees when appropriate
• Use the outputs of performance management to identify training and development needs

Manage Employee Relations (ER) within the allocated service line

• Provide an ER advisory function to employees and line managers.
• Facilitate the working relationship within the service line.
• Coordinate Disciplinary and Grievance enquiries
• Ensure Industrial Relations processes are conducted fairly and mitigate Industrial Relations issues and risks for the business

Ensure compliance and implementation of company policies, processes, procedures and Legislative requirements.

• Participate in the review, development and successful implementation of progressive people policies, processes and plans to drive continuous engagement and embed a performance culture across the organisation.
• Give input into the Employment Equity and BBBEE reports.
• Participate in the BBBEE verification processes where required.

Provide statistical data and reports related to all HR matters, including leave, discipline, recruitment, training etc.

• Anticipate trends (e.g., high staff turnover during certain months for the year) and act in a pro-active manner.
• Ensure that accurate records are kept by HR administrators for all employees.
• Work with the HR COE MI team to provide the required reports and to measure trends and patterns on people related matters

Maintain and monitor the implementation of the Company remuneration strategy within the Business Unit.

• Work with the COE team to conduct internal & external salary benchmarking.
• Consider job evaluation processes and outcome and advise on impact of this on remuneration.
• Supply payroll input as required.

Qualifications/Recognition of Prior Learning equivalent:

• Relevant Degree in Human Resources Management or related Field
• Post Graduate Qualifications will be advantageous

Work Experience

• Proven working experience as a People & Culture manager or other People & Culture executive
• 3 - 4 yearsxe2x80x99 experience in a Human Resources Manager role
• Experience within a Professional Services Firm will be advantageous
• Proven experience of leading and delivering complex people projects and initiatives within specific deadlines.
• Proven and successful experience in influencing senior management and departmental heads to adopt people management policies and procedures.

Knowledge

• Vast demonstrated knowledge and application of relevant labour laws and practices and current HR best practice
• Knowledge of standard hiring practices, recruitment metrics, interview techniques, and management systems and approaches

Technical Competencies

• Able to coach, support, challenge and mentor others successfully.
• Able to identify potential risks issues with customers and provide effective HR business advice and support.
• Ability to deliver tasks and projects on time, manage high workload and conflicting priorities.
• Able to apply a commercial approach and understanding to ensure service is aligned to business goals.
• Ability to write and present a range of reports.
• Proficient with Microsoft Office Suite or related software.

Behavioural Competencies

• Excellent Verbal/Written Communication
• Able to influence, persuade and negotiate to achieve positive outcomes.
• Exceptional Client Service
• Inclusive Agile Leadership/ Management
• Attention to detail
• Able to work effectively and maintain resilience in a changing environment.
• Task driven & delivery focused
• Socially aware and able to work as part of a diverse team
• Innovative and willing to share ideas for new ways of working
• Able to work with all levels within an organisation

BDO Core Competencies

• Relationships and Collaboration
• Exceptional Client Service
• Business Growth
• Engaging people
• Leadership
• Quality, Risk management and Operational performance

BDO