Employer: Looking for purpose-driven professionals The HR Business Partner’s duties and responsibilities are as follows (but not limited to): Talent Acquisition: * Assist the divisions in meeting their operational objectives by hiring the right people for the right job, at the right time. * Support the Talent Acquisition Specialist with head hunting candidates for vacancies, when needed. * Assist as the HR Representative in Interviews, when needed. A completed Interview Guide needs to be completed and submitted to the Talent Acquisition Specialist post-interview. Onboarding: * Draft an Onboarding Plan for each New Hire in conjunction with functional management and communicate it to the HR Administrator, 1 week before appointment. Schedule all appointments for the Onboarding Plan with stakeholders. * Review the onboarding experience i.e. from appointment to the end of probation with new staff and communicate findings to the Head of HR quarterly. Suggest areas for improvement of the overall experience. Performance Management: 1. Assist the various divisions in building and maintaining a high-performance culture, as well as to meet their operational objectives. 2. Probation: * Manage the Probation Review process by ensuring management conduct meaningful review sessions and the necessary documentation are fully completed and on-time. * Handle any non-compliance or poor performance matters with the respective Executive and Head of HR. * Ensure complete record keeping of Probation Reviews in staff files. * Communicate a Probation candidate list, outcome of each review and any incapacity/poor performance indicators, monthly to the Head of HR. 3. Performance Improvement Plans (PIP): * Initiate and manage PIP where required (Appraisal score <2.5, and/or poor performance reported by management). * Attend all PIP meetings as the HR Representative and support the process with guidance where required. * Communicate progress made on PIPs / or any serious challenges monthly to the Head of HR, as well as the projected outcome 2 weeks prior to the conclusion of PIPs. * Keep accurate and complete records of PIPs in the staff files. 4. Performance Appraisals & Development Plans: * Create and maintain current, relevant, impactful and measurable KPIs for all positions within the NBC Companies. * Ensure all positions have current KPIs and create them as and when needed. * All employees have a signed copy of their KPIs in their staff files within first month of appointment. * For the manual Appraisal system – all staff have a completed Appraisal & Development Plan copy saved in their staff files for every cycle. * Assist the Head of HR during the Performance Appraisal period by * attending random non-managerial employee appraisals (different staff in every cycle) * ensure all appraisals and development plans have been completed and received * collation of appraisal scores & development needs * setting up the system, monitoring completion ratios and completing each appraisal cycle. * Assist management with any queries and enquiries regarding Performance Appraisals & Development Plans. * Develop, train / coach management how to conduct Performance Appraisal and Development Plan discussions. Offer refresher training every two years. Employee Relations: * Address employee concerns, queries and work to resolve conflict. * Foster a positive, inclusive and productive workplace culture. * Assist in managing the relationship between employees and employer, focusing on both individual and collective relationships in the workplace. * Assist in managing positive relationships with all employees to inspire loyalty, increase engagement, reduce turnover and create a positive company culture. * Assist in managing all aspects of the employee experience, from onboarding to performance management and work-life balance. * Address and resolve employee relations issues in a fair and consistent manner, ensuring adherence to company policies. Disciplinary Action: * Conduct Counselling Sessions. * Investigate, gather evidence, draft and issue warnings. * Provide guidance to management about disciplinary options. * Ensure all warnings are saved in the staff files. * Prepare documentation for Disciplinary, Poor Performance and/or Grievance Enquiries. Organisational Design: * Draft, obtain Executive approval, implement and maintain Job Descriptions that align to the divisional and Company objectives. * Each employee has a current and signed Job Description on record. Skills Development: * All newly appointed employees have been trained on a Company Induction course and a course register is maintained of attendance. * Develop technical (systems, procedures, processes, regulations) and some soft skills training material from time to time. * Monitor and evaluate on-the-job induction training in meeting divisional objectives and company expectations. * Co-ordinate all Skills Development bookings, contracting, record keeping, reconciliations, invoices/POP, progress reports, certification etc. * Conduct an annual Skills Gap Analysis for Workplace Skills Planning and budgeting, by January annually and communicate a summary to the Head of HR. * Staff records and Skills Development Trackers provide a complete, accurate and current view of all skills development initiatives and spend. This includes bursaries, learnerships, short courses etc.  Prepare Skills Development data and records for WSP/ATR and BEE Scorecard monthly. * Manage and communicate relevant documentation for INSETA-Funded programmes on a quarterly basis. Process funding invoices and ensure funding payments for tranche 1,2 and 3 are received from INSETA. * Compile and submit the WSP/ATR reports for INSETA annually. * Ensure all internal training is formalised, recorded, tracked, assessed, evaluated and managed by the divisions. All employees are competent before being released to work independently. * Ensure that all training initiatives are aligned to meet the needs of the divisions’ overall objectives. * Create/source and provide learning initiatives that meet business objectives. * Evaluate all learning initiatives for effectiveness and impact. * Evaluate all learning initiatives for effectiveness and impact and provide a summary to the Head of HR monthly. * Ensure all skills development initiatives are registered with the INSETA within month of approval. * Assist with preparation for BEE Scorecard audits. * Coach and mentor management about processes, policies and procedures and general staff management. * Look for opportunities for continuous improvement and best practice solutions and propose to the Head of HR. Talent Management: * Assist the Head of HR and Management in executing career development initiatives. * Create, implement and monitor Succession Development Plans. * Coach management how to conduct career development discussions and how to create meaningful Development Plans. * Monitor all Development Plans for completion and provide assistance as required. * Conduct in-person exit interviews, whether face-to-face or Teams, and collate employee feedback on Exit Interview Tracker and save PDF completed Exit Interview Questionnaire in the staff file. Employee Engagement and Company Culture: * Assist the divisions in driving employee engagement and satisfaction. * Foster a culture of inclusion and belonging, driving the values, and overall a positive culture. * Assist Executives in communicating organisational changes. Compliance: * Analyse time and attendance reports and report deviances on a weekly basis (Mondays by COB) to Head of HR and relevant Management. Deviances are: * arrive later than 09h00; * leave before 16h00; * work less than 8.5 hours per day. Innovation: * Propose best practice and innovative ways of addressing workforce concerns / overall improvement to the Head of HR. * Ensure work is accurate, completed and that processes, procedures and policies are followed at all times. * Assist the HR Team with any ad hoc requests and projects. Package & Remuneration: * Market Related * Medical Aid * Provident Fund * Group Life