Human Capital Business Partner

CAREER OPPORTUITY
An exciting opportunity exists for an HC Business Partner to join the HC Department. The HRBP needs to ensure the effective and efficient implementation of people processes, policies and procedures aligned with labour legislation, best practices and the business’s strategic goals of the business. This position is based in Centurion. PURPOSE OF THE ROLE
To align human resource strategies and practices with the overall business objectives, and act as strategic partners to the leadership, and drive the enhancement of business performance through effective people management.

JOB DESCRIPTION
To provide Human Resource consultation to assigned business units and to be instrumental in facilitating and implementing agreed deliverables. These business deliverables will be aligned to Human Resources’ Strategy/Business Strategy, collaborating to develop and implement best practice HR programs, policies and systems that support the organisation’s leaders and managers in managing their units and meeting their strategic priorities. Key to the success of the HRBP is the ability to develop a strategic partnership in their ‘day to day’ work within assigned portfolios. This comes from understanding the department or business key strategic challenges and providing HR intervention to help the leaders achieve their goals and create positive and productive workplaces.

KEY RESPONSIBILITIES
The HRBP will take ownership of the overall HR practices for the business area, supported by the HR Centre of Expertise (COE), attending to:
1.Strategic alignment
Work closely with senior leadership to ensure that the HR strategy supports the organizational goals, and actively participate in business planning discussions to understand priorities and challenges.
Collaborate with executive teams to shape HR strategies that drive business results, leveraging data and analytics to inform decisions
•Use analytics to assess workforce trends, measure the impact of HR initiatives, and provide insights that inform business decisions.
2.Talent Management & Acquisition
•Manage delivery on talent acquisition with the support of the HC Officer
•Drive the talent management and succession planning
•Develop appropriate talent management strategies aligned to the business strategy
3.Organisational Design
•Partner with senior leadership to design and implement organizational structures that support strategic goals, resulting in specific outcomes, e.g., increased efficiency, improved employee satisfaction.
•Lead workforce planning initiatives that align talent acquisition and development with business direction.

•Facilitate change management processes during mergers, acquisitions, and restructuring, ensuring minimal disruption and high employee engagement
4.Business partnership
•Provide coaching and support to managers on HR-related issues, helping them navigate complex employee relations matters and enhance their leadership capabilities.
•Understand the business context in order to partner at the right level and influence HR related decisions.
•Provide advice and guidance on complex matters to managers and employees across the business area on HR related matters
•Analyse, interpret and conduct a trend analysis on HR data
•Develop Weekly, Monthly, Quarterly and Annual feedback on HR trends and provide solutions as required
•Drive people initiatives in strategic partnership with the relevant Group CoE .
5.Diversity management & Employment Equity
•Assist in developing EE plan per BU, implement actions, track and achieve milestones
•Ensure execution of all diversity initiatives in line with the BU EE Plan
6.Performance management
•Ensure that performance metrics align with business objectives.
•Keep abreast with best practice on performance management trends.
•Facilitate the performance management process (contracting, appraisals, reporting on trends, informal training)
•Facilitate performance calibration sessions
•Support business with having the right conversations in terms of differentiating individual performance to business performance/objectives
•Support business to develop and drive a high-performance culture.
•Continuous education regarding the performance management process.
7.Culture and Engagement
•Conduct organizational assessments to identify opportunities for improvement and implement solutions to enhance organizational effectiveness.
•Support change management initiatives by developing communication strategies and training programs that facilitate transitions
•Design initiatives that focus on creating a positive work environment by promoting employee engagement, satisfaction, and well-being.
•Implement programs that foster a strong organizational culture and increase employee morale
8.Leadership and people development
•Facilitate discussions regarding work related and post graduate study aid (candidate approval) as well as the placement of learners and graduates
•Facilitate delivery on L&D needs through companywide programmes and putting interventions in place in consultations with Group L&D COE to address those needs that cannot be addressed through generic programmes

9.
Employee Relations
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Act as a custodian of people related policies.
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Provide sound advice to ensure the organisation complies to best practice and legislative issues
•
Provide support to line managers in dealing with disciplinary, incapacity and grievance matters
•
Deal with all appeals from disciplinary proceedings in line with the disciplinary code
•
Support the business with all employee dispute resolution, with relevant COE
10.
Total Rewards including Employee Wellbeing
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Facilitate remuneration processes in BU’s including creating awareness of employee wellness offerings, job evaluation etc.
•Ensure that information is delivered on time and in line with SLAs;
•Perform data validation and ensure that information supplied to users is properly balanced compared to data from the transaction processing systems, that variances are properly investigated on a weekly and/ or monthly basis and that checks are done for reasonableness;
•Adhere to policies, processes and standards in general and specifically for information security,
•Keep current with general IT and BI trends as well as trends in the short-term insurance industry, and stay up-to-date with compliance requirements. QUALIFICATIONS AND EXPERIENCE
•Bachelor’s degree in Industrial Psychology/ HRM or related (NQF 7)
•At least 7 years HR Generalist experience
•Ability to travel as required

TECHNICAL COMPETENCIES
•Organizational Design & Development: Expertise in analysing organizational structure, identifying gaps, and implementing design frameworks that increase operational efficiency and support business strategy.
•Workforce Planning: Proficient in forecasting workforce needs based on business goals, conducting talent assessments, and developing succession planning strategies that ensure future leadership readiness.
•Change Management: Skilled in leading change initiatives, fostering employee engagement, and ensuring smooth transitions during organizational transformations.
•Talent Management: Adept in developing talent acquisition strategies, training programs, and employee development initiatives that attract, retain, and develop top talent.
•Performance Management: Experienced in creating performance management systems that link individual contributions to organizational objectives, enhancing accountability and performance outcomes.
•Strategic HR Partnership: Strong ability to collaborate with executive teams to shape HR strategies that drive business results, leveraging data and analytics to inform decisions.

KNOWLEDGE
•Knowledgeable in HR practices: recruitment, talent development, performance management, legislation, labour relations, leadership and organisational development, change management and remuneration.
•Comprehensive understanding of HR practices, employment laws, performance management, talent acquisition, and organizational development.
•A strong understanding of HR legislation and requirements, and the ability to apply the relevant legislation in the work environment. Specifically, knowledge of employment practices & compliance (Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills development Act).
•Good knowledge and understanding of HR Best practices, policies and procedures.

SKILLS
•Strong analytical, problem-solving, and project management skills
•Excellent interpersonal and communication ability
•proficiency in HRIS and Microsoft Office Suite.
•Good HR Consulting skills
•Strong relationship building ability
•Ability to influence

ABOUT THE COMPANY
Brolink is a leading provider of insurance administration services, providing a comprehensive range of insurance products from South Africa’s top insurers. Our portfolio includes personal insurance, commercial insurance as well as niche products such as agriculture, transport, engineering, and aviation.
As a short-term insurance administrator, Brolink provides a dedicated service to professional brokers in delivering on their clients’ business or professional insurance needs.
Our mission is to connect brokers, insurers, policyholders and partners through our dynamic and innovative IT and expert people driven solutions. Our vision is to be the leading administrator and digital technology and integration platform provider for short-term insurance.
Applicants must have the following:
•Clear ITC
•Clear criminal record
•Excellent previous employment references.

Our values are Excellence, Integrity, Fairness, Innovation.
Our Vision is to be the leading digital technology and integration platform for short-term insurance.
Qualified applicants are invited to apply by sending a CV to: HumanCapital@brolink.co.za before 5 November 2024
Please note that this appointment will be made according to the company’s Employment Equity targets and strategy. Provided you are not contacted within 2 weeks of job application deadline, please consider your application unsuccessful.