Job Description

The purpose of the Regional People Partner role is to work alongside the People Business Partner and business to ensure efficient and effective functional People operational delivery and practice management to the assigned division, business leadership, employees, and other related stakeholders to drive the People agenda as aligned with business strategic and operational objectives.
The Regional People Partner gives input to all functional People related requirements and is key to the day-to-day operational excellence of their business operations. The role drives the tactical and routine People service delivery aspects in their business areas and takes operational accountability for the overall performance and productivity of the People goals within their operational regions.
This position can report from either Mbombela, Mpumalanga or in Polokwane, Limpopo.
Job Advert Details
Job Category Human Resources
Job Objectives
Employee Centric Delivery

• Providing input into the People strategy for the Division and specific region and ensuring effective implementation plans.
• Driving People operational planning as input into the divisional and regional operational plans.
• Executing against the Divisional People Roadmap.
• Delivering end-to-end People services and solutions to the business, including the facilitation and resolution of industrial relations related matters.
• Guiding and coaching the team on People practices, policies and procedures and managing escalations from within the region. Staying abreast of new developments within the People team to ensure that the region is aligned and aware of People service and solution capabilities and offerings.
• Collaborating with the broader People team to enable provision of services and solutions.
• Driving the implementation of People projects and/or new People initiatives in the division, inclusive of all employee enablement and optimisation initiatives.
• Consolidating workforce capability and capacity requirements and developing the workforce plan and structural requirements for business.
• Together with the Divisional People Partner and Recruitment Consultant, overseeing the sourcing, recruitment, and onboarding for the region (in alignment with the People Solutions and Services Teams).
• Together with the Divisional People Partner and in conjunction with People Solutions and Services Teams, overseeing and tracking career management and succession planning for the Region (Workplace Skills Plan).
• Managing the regional execution of talent management (including performance management, learning and development) for the business and associated budgeting and administration.
• Managing People data and trends within the region in order to diagnose people issues and to provide insight into recommending effective solutions for the business in collaboration with the People team.
• Providing guidance and People advisory services to leadership within the region and aligning change priorities and agendas to align People and regional objectives and timelines.
• Providing holistic People support to the region by delivering on the full People value chain and employee life cycle. Supporting the Region on various workforce management, scheduling, time and attendance and other People wellness and health and safety activities to ensure the overall wellbeing and operational

efficiency of the region.
People (Self, Team & Organisational)

• Facilitating various People activities, operations, and administration within the region to enable optimal productivity and engagement.
• Managing employee engagement initiatives for the region.
• Managing employee wellness initiatives in the business region.
• Co-creating People solutions with the region to ensure that all individual, team and organisational imperatives are aligned.

Financial, Reporting & BI

• Developing the regional People budget as input into the business operational budget and or the People Partner budget within the People structures.
• Managing People related costs and financial compliance as applicable for the region.
• Taking accountability for all People related data and system inputs for the region including the accuracy of organisational structures, reporting lines, location, and other People data attributes.
• Driving the use of data to empower People related decision-making and sharing both traditional People metrics and new People insights with the region.

Governance & Compliance

• Managing adherence to People governance structures, policies, processes, frameworks, and procedures for the region.
• Implementing People governance, structures, policies, processes, procedures, and frameworks within the region.
• Managing the identification and mitigation of key People risks for the region in conjunction with Operations teams. Accountable for the delivery of a regional People Risk Plan.

Future-Fit

• Overseeing the implementation of change initiatives to drive adoption of change.
• Managing the identification of relevant technology requirements for the People function in the region to enable a seamless employee experience.
• Managing opportunities for continuous improvement in regional People processes in conjunction with the Divisional People Partner, People Solutions and Services team.

Qualifications

• Degree in Human Resources or equivalent - (essential).
• +3 years in an HR Business Partnering or equivalent role, driving HR delivery of frameworks, policies, procedures, and guidelines and managing HR service delivery - (essential).

Experience

• Experience within the FMCG, retail sector or similar - (preferred).
• Demonstrable knowledge of HR practices within the FMCG, retail sector, applying the principles of optimum capability and capacity planning in a retail orientated environment - (essential).
• Exposure to statutory requirements, applying and monitoring relevant laws, regulations, and best practices as they relate to HR in the specific operational context. Knowledge of HR policies, procedures, legislation and regulations - (essential).

Knowledge and Skills

• A sound understanding of diversity and inclusion concepts and processes and the link between employment equity and good HR practices - (essential)