Hr Manager Babelegi, North West - South Africa
Express Employment Professionals SA Head Office
The Lead HR Business Partner (HR Manager) will be r esponsible for the people agenda within a specific b usiness unit (factory site) and for the creation and implementation of a people plan aligned with the b usiness. You will develop and execute business strategies focused on talent management, organizational effectiveness, workforce planning and employee engagement. Contribute to & Execute HR Strategy: Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees. Support the organisational short- and long-term business needs to drive competitive advantage and address opportunities and threats . Act as People Co-Pilot to the business unit, mentoring and coaching the business head and his/ her team Drive flawless execution of Global, NiM and local HR Initiatives . Co-ordinate and execute workforce planning for the specific customer unit . Provide timely recommendations to business head on people agenda. Supervision and Development : Guide, mentor and manage the HR Business Partner s Set organizational objectives Manage departmental budgets Providing expert HR advice and guidance to managers and staff on HR matters, supporting managers in dealing with complex casework, performance, attendance and employee relations issues Organisational Design & Development (OD&D): Pro-actively challenge the established organisational structure of the customer unit to drive superior performance (taking account of the companies' principles, policies & local business context) . Ensure people issues are a key consideration when discussing and planning business activities. Manage effective organisational transformation and change projects using best practice methodologies. Shape the culture to align with the companies' goals & initiatives through supporting & coaching Line managers in their implementation of core people processes. Work with leaders to enhance current and future functional and leadership capability needs. Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Developing and maintaining positive relationships with employees, management, and labour unions Consults with the organization on labour laws and applicable legislation. Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed. Performance & Talent Management: Develop the People Plan and Talent Management agenda for the business unit, in cooperation with the Talent CoC Support the Line Manager in delivery of key HR processes, such as succession planning or performance review Participate and provide insights to top level interviews. Employee Engagement: Establish and maintain effective and positive win-win working relationships with managers, employees and their representatives through an environment that fosters communication and co-operation. Give input to difficult individual employee situations, legal cases, employee relations issues. Lead the promotion of an inclusive culture that is safe, productive, empowering and equitable . HR Organisational Alignment and Functional Development: Partner with the respective CoCs and Local HR Services team to drive development of the function and ensure the strategic needs of the business are considered as solutions are delivered. Share insight and understanding with CoCs that support the development of new requirements and drive continuous improvement. Leverage high quality resources from NiM above Market CoC Teams Involve F&C in budgeting and costing. A bachelor's degree in an HR related field or equivalent Experience as an HR Business Partner in a fast-paced distribution or manufacturing environment Strong business Acumen (understanding of the business, performance drivers and long-term direction). >5 years' experience in working in Industrial and employee/labour relations - non-negotiable . 3 years of experience in a senior HR role (Like an HR generalist, manager, or others) Exceptional listening skills and ability to relate to, influence, and coach employees of all levels in the organization. Knowledge of HR Market Trends Strong - Accreditation with relevant professional body and maintains links with external network of HR & Business Leading thinkers to influence HR provision and HR Functional development . Exposure to CoC/ CoS processes, e.g., Talent Management, Learning & Development , Employee Relations, Compensation & Benefits, Recruitment/Resourcing. Leading and managing change through the effective use of organisation design, development, and business transformation techniques. Success leading, coaching, and developing people in a high performing team environment e.g., performance management etc. Effective influencing and coaching of leaders. Leading people and projects experience . Successful experience in contributing to the creation, implementation & execution of people strategies for a business, function, or unit. Worked within a Matrix environment, achieving results through effective influencing and collaborating. Range of experiences supporting different parts of the business in order to develop broad business acumen . Market Related
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