Human Resource Business Partner

Job Facts

Minimum Requirements

• Drive initiatives that reinforce organisational values and culture.
• Support employee engagement and wellness programmes.
• Monitor employee morale and recommend interventions to improve engagement.
• Build strong partnerships with operational leaders and key internal stakeholders.
• Collaborate with HR Centres of Excellence and support functions.
• Maintain productive relationships with external stakeholders, including bargaining councils, the CCMA, Department of Employment and Labour, training providers and employee benefit providers.
• Bachelor’s degree in human resources management, Industrial Psychology, Labour Relations or a related field.
• Postgraduate qualification in Human Resources or Labour Relations will be advantageous.
• 5–8 years' Human Resources experience.
• Minimum of 3 years' experience as an HR Business Partner.
• within a multi-site operational environment such as Distribution, Logistics, Manufacturing, FMCG or QSR.
• Extensive Employee Relations and Labour Relations experience.
• Proven experience representing organisations at the CCMA.
• Stakeholder Management
• Promote a positive employee
• across all Distribution Centres.
• Act as the trusted HR advisor to
• 5–8 years' Human Resources
• Minimum of 3 years'
• as an HR Business Partner.
• Extensive Employee Relations and Labour Relations
• representing organisations at the CCMA.

Responsibilities

• Partner with Distribution Centre leadership to align HR strategies with business objectives.
• Translate Group HR strategy into practical people plans that support operational performance.
• Provide strategic HR advice and coaching to managers on people-related matters.
• Identify organisational risks and opportunities and recommend appropriate interventions.
• Support and facilitate organisational change initiatives.
• Drive talent management and succession planning initiatives across Distribution Centres.
• Identify high-potential employees and develop succession plans for critical positions.
• Implement retention strategies to attract and retain key talent.
• Support leadership development and career progression initiatives.
• Identify organisational learning needs and partner with Learning & Development to implement solutions.
• Drive the implementation of the performance management framework.
• Coach managers on effective performance management practices.
• Facilitate performance review and calibration discussions.
• Monitor organisational performance trends and recommend capability-building interventions.
• Support the implementation of Performance Improvement Plans (PIPs).
• Manage disciplinary, grievance, incapacity and poor performance processes.
• Conduct investigations into employee relations matters.
• Provide guidance on labour legislation and company policies.
• Represent the organisation at CCMA conciliations and arbitrations.
• Prepare legal documentation, case files and supporting evidence.
• Analyse employee relations trends and implement proactive interventions to reduce labour risk.
• Analyse workforce data to identify trends and business opportunities.
• Monitor employee turnover, absenteeism, labour relations and workforce metrics.
• Produce monthly HR reports and dashboards.
• Present insights and recommendations that support informed business decisions.
• Measure the effectiveness of HR initiatives through data analysis.
• Ensure compliance with labour legislation, company policies and HR governance standards.
• Support Employment Equity implementation and Department of Employment and Labour inspections.
• Oversee IOD governance and related compliance activities.
• Monitor compliance with recognition agreements and labour protocols.
• Implement proactive strategies to minimise labour disruptions and operational risk.
• Coordinate and implement HR projects across Distribution Centres.
• Ensure effective communication and change management for all HR initiatives.
• Monitor project participation and implementation effectiveness.
• Provide reporting and data analysis on HR project outcomes.
• Support the implementation of Learning & Development frameworks.
• Partner with operational trainers to ensure effective delivery of training programmes.
• Monitor completion of mandatory training.
• Evaluate training effectiveness and maintain accurate training records.
• Drive initiatives that reinforce organisational values and culture.
• Support employee engagement and wellness programmes.
• Monitor employee morale and recommend interventions to improve engagement.
• Promote a positive employee experience across all Distribution Centres.
• Build strong partnerships with operational leaders and key internal stakeholders.
• Collaborate with HR Centres of Excellence and support functions.
• Maintain productive relationships with external stakeholders, including bargaining councils, the CCMA, Department of Employment and Labour, training providers and employee benefit providers.
• Act as the trusted HR advisor to operational management.
• Strategic HR Business Partnering
• Talent Management & Succession Planning
• Performance Management
• Employee Relations & Labour Relations
• Workforce Analytics & Reporting
• HR Governance & Compliance
• Learning & Development
• Organisational Culture & Employee Experience
• Stakeholder Management
• Organisational Culture & Employee