Title:  HRBP: Sedibeng

1. Purpose of the job

Provide strategic HR focus and direction to Sedibeng Manufacturing Plant by driving the HR strategic imperatives in order to deliver a high performance culture. Lead the understanding of people and organisational implications of the business strategy and goals across the business unit leadership team and in so doing, influence the business agenda. Focus on strategic activities and evaluate HR services and value delivered to the business units.

2. Key Responsibilities

Business Partnering:

• Provide strategic HR partnership with departmental heads.
• Providing people direction to maximize performance, sound employee relations, high staff morale and devise functional strategy to unlock full potential of the talents through diversity and inclusion.
• Contribute meaningfully to drive the people agenda for the overall business success and drive optimum cost efficiencies.

Organizational Development:

• Work with the departmental heads to review fit for purpose org structures.
• Support line management with job profiles and arrange job evaluations as and when necessary.
• Facilitate rollout of functional competencies in area of responsibility.
• Train managers and employees on HEINEKEN behaviours and values.
• Assist departmental heads to interpret climate survey results and develop action plans.

Performance Management:

• Coach managers and employees on the use of the performance Management systems.
• Support line managers with calibration sessions in their areas of responsibility.
• Ensure that departments set SMART objectives in areas of responsibility.
• Prepare performance trend report and coach managers on the execution of performance improvement initiative.

Talent Management  

• Work with departmental managers to identify future talent needs and prompt the People & Organizational Development team.
• Support hiring managers to fill vacant positions by utilizing fit for purpose sourcing methods.
• Manage the recruitment process to ensure completion of recruitment activities within targeted timelines.
• Provide guidance to hiring managers on employment equity targets.
• Review talent analysis report.

Employee Exit Process:

• Execute all types of employees exits.
• Conduct exit interviews where applicable.

Leadership:

• Intergral part of the SC HRM community.
• Drive the strategic direction a leadership perspecocetive.
• Lead and manage the development of direct subordinates.
• Embed leadeship practices within the Site Leadership team.

Employee Relations

• Manage Dispute and Grievance procedures.
• Ensure that effective IR practices are adhered to and maintained.
• Overseeing dispute resolution involving employees, management and unions.
• Ensure that robust Employee Relations policies are implemented in alignment with the Group HR strategy and business needs.
• To monitor labour legislation developments and implement appropriate strategies to ensure compliance and minimize business risk. 
• To build and maintain excellent relationships between management, employees and employee representatives.

3. Job Requirements

1. Education

• A relevant tertiary degree in Human Resources Management or Industrial Psychology

1. Experience

• Minimum of 5 – 8 years relevant HR Generalist experience within a unionized environment
• Work experience within a Manufacturing environment will be advantageous.
• Sound knowledge of HR best practices and procedures as well as appropriate labour legislation, e.g. Basic Conditions of Employment Act, Labour Relations Act, Employment Equity Act, etc.
• Proven experience regarding IR practices and the management of discipline, CCMA rules and procedures.
• Experience with learnership programs and the management of talent/succession planning.
• Good business acumen and successful problem-solving experience leading to lasting employee relations solutions within a business.
• Computer literate and technologically savvy in the general office management systems e.g.  MS Office as well as HR Information Systems e.g., SAP.