Job Description

Closing Date 2025/06/29
Reference Number MMH250205-2
Job Title Senior Human Capital Business Partner
Position Type Permanent
Role Family Human Capital
Cluster Momentum Distribution Services
Remote Opportunity Some of the time
Location - Country South Africa
Location - Province Gauteng
Location - Town / City Centurion
Introduction
Momentum, a financial services provider of choice since 1966, known for its entrepreneurial spirit and innovative culture is committed to wealth creation and preservation, insurance, and income protection for all our clients. We do this through our understanding of the retail insurance, savings, and investment markets in SA.
Disclaimer As an applicant, please verify the legitimacy of this job advert on our company career page.
Role Purpose
The Snr. Human Capital Business Partner role partners with leaders and HC Divisional Executive/ Head Business Change and Transformation to develop and oversee the implementation of holistic HC solutions for Momentum Distribution Services that empower business to achieve its objectives. This senior role might be required to manage, lead and develop Human Capital team members.
Requirements
Qualifications:

• Degree in business, social or behavioral science
• Post graduate degree in business, social or behavioral science
• Master's degree (preferred)
• Registered Psychometrist (required)
• Registered I/O Psychologist (preferred)

Experience:

• 5-7 years HC generalist experience within an insurance or financial services environment
• 5-7 years implementation of HC Practices, processes in a Business Unit
• 3-5 years HC Distribution experience preferred
• 3-5 years team HC leadership preferred

Duties & Responsibilities
1. Develop and manage the implementation of HC solutions that enable the achievement of business goals and objectives. (Internal Process)

• In collaboration with Divisional HC Executive develop partnerships with business leaders to determine their HC needs and propose innovative HC solutions that are aligned to HC practice frameworks.
• Develop, plan and implement HC solutions in collaboration with the Divisional HC Exec and HC leadership team, across the employee lifecycle that are aimed at empowering the business to achieve its business objectives.
• Provide guidance to business leaders in aligning HC solutions to the business requirements in medium and long-term execution plans.
• Provide guidance to business leaders regarding development and implementation of HC practices such as Performance Excellence; Talent attraction; Recruitment and Selection; Induction and On-boarding; and Retention.
• Collaborate with business leaders to influence and empower leaders to achieve Employment Equity plans and targets.
• Monitor delivery of Employment Equity through recruitment and talent development practices.
• Manage the implementation of employee relations practices and be accountable for the outcome of employee relations matters.
• Implement operational plans which support the execution of HC strategies to empower business performance in collaboration with the HC Ops manager.
• Act as advisor and partner to leaders in the business and HC team on HC related issues.
• Build and maintain effective business partnerships with all key stakeholders by initiating and maintaining regular interactions.
• Keep abreast of trends, legislation and best practices within the HC industry to optimise service delivery.
• Act as custodian and champion HC practices and solutions by creating awareness of these practices and ensuring alignment and implementation of these practices in collaboration with the HC Ops Manager.
• Support the employee journey from start to exit by providing expert advice, facilitating interventions, and executing HC solutions aligned at best practice (this may include talent management, induction and onboarding, performance excellence. Industrial relations, employee engagement and exit management).

2. Assess the effectiveness and impact of HC solutions (Internal Process)

• Implement HC metrics in area of responsibility to measure the impact and successful implementation of HC solutions.
• Conduct root cause analysis of risks and create action plans to mitigate risks in collaboration with the HC Ops manager.
• Assess HC service delivery by maintaining regular interactions with business stakeholders in area of responsibility.
• Partner with HC across Momentum Metropolitan Group to initiate and improve the effective delivery of HC solutions, while integrating and sharing best practices.

3. Engage with clients in a client centric manner (Client Services)

• Provide authoritative, expertise and advice to clients and stakeholders.
• Build and maintain relationships with clients and internal and external stakeholders.
• Make recommendations to improve client service and fair treatment of clients within area of responsibility.
• Participate and contribute to a culture which builds rewarding relationships, facilitates feedback, and provides exceptional client service.

Competencies

• Business and market acumen. Understands how the business operates, the key issues.and risks that drive business success and their impact on the commercial viability of potential ventures and the profitability of the Group.
• Adviser commitment. Anticipates, meets, and exceeds advisers' needs by creating long- lasting relationships that support the adviser value proposition, supports their financial wellness, and ensures client centricity.
• Drives for results. Drives a sense of urgency, focus, accountability, agility, and execution to deliver business results.
• Leads change and innovation. Actively leads change, does what is right for the business, and drives continuous improvement through innovation.Prioritises the business interests of MMH and invests in the success of the group by aligning effort across divisions.
• Impact and influence. Persuades, convinces, influences, and inspires others, both within MMH and externally to win support, loyalty, and gain commitment to the purpose of MMH.
• Self-awareness and insight. Effectively manages self and relationships with others and provides perspective in difficult situations.
• Diversity and inclusiveness. Is sensitive to individual and cultural similarities and differences, demonstrates humility and openness to engage people from diverse backgrounds and cultures for mutual benefit of all.

Policy
We are committed to Employment Equity, diversity and inclusion when recruiting internally and externally. All appointments are made in alignment to our Employment Equity goals and we encourage people with disabilities to apply.