HR Business Partner

Cape Town, Western Cape
R60,000 per year
Permanent
Full-time

1 month ago

Job Description :An innovative, fast-paced B2C organisation operating across South Africa and North Africa is seeking a seasoned HR Business Partner to develop and implement a comprehensive, end-to-end HR strategy aligned with their mission and business objectives. This pivotal role involves shaping the full HR function, grounded in current global best practices. This is a permanent, hybrid role, in-office 3 times a week.The role involves advising senior leadership and employees on employment legislation and HR best practice. The ideal candidate will demonstrate the ability to align business priorities with employee needs, exercising sound judgement and strategic insight.Responsibilities:CultureCompany Culture:Together with the founder and CEO ensure unified organisational culture is embedded with defined company values that fosters a sense of purpose, belonging, motivation, high performance, trust, effective communication, and collaboration across departments and the business.Ways of Work: Develop, communicate, and implement ways of work that encapsulate company values and culture while driving high performance and ownership within teams and the company. This includes various initiatives, frameworks, policies and processes.Rhythms: Develop and maintain company rhythms, key deliverables, and employee engagement events to support company culture and connection between employees.Internal Communication: Ensure and maintain effective, transparent, and clear internal communication channels within the business, ensuring brand pride, as well as interpersonal communication between employees to build relationships. Ensure central repository of information related to all employees are maintained and changes are communicated.Leadership & A-Team of PeopleLeadership Team Development: Support the CEO in building a high-performing, ambitious leadership team capable of achieving the strategic objectives of the company. Understand internal skills gaps and support, train, and equip the leadership team to bridge these gaps, or close them with resourcing as necessary.Right People: Develop an ideal profile of future employees based on company values and culture aligned with long term strategy. Implement relevant screening, interview processes, and testing to ensure ideal candidates are considered and successful.Attract and Acquire Talent: Develop, implement, and execute strategies to attract, recruit, and onboard the right people in the right positions for the business. Responsible for the end-to-end recruitment process in the business, supporting the hiring manager.Talent Onboarding: Develop a new joiner onboarding process that ensures new employees are onboarded effectively, in a way that is exciting and inspiring and that they get up to speed with their roles and responsibilities quickly and understanding the company culture, values, short term and long term strategy and goals.Retention and Management: Develop, implement, and execute strategies to retain top talent in the business. Implement and monitor employee growth and feedback mechanisms, performance reviews, coaching, and leadership and skills development initiatives.High Performance: Ensure each member and team have a simple, clearly articulated and easy to track performance measurement system in place that aligns to the overall company and team objectives. Develop, implement, and execute strategies and rhythms for continuous measurement and feedback to all employees, team leaders and management.Capacity PlanningResource Management: Ensure the business remains lean but adequately resourced to achieve business strategy and objectives. Implement people development strategies, succession planning, and workforce planning, and monitor these on an ongoing basis.Offboarding: Ensure a process and mechanisms are in place to offboard employees in a dignified manner where their contributions are acknowledged and they remain brand advocates for the business.Remuneration, Reward and RecognitionRemuneration (Financial): Establish a Remuneration Committee, develop a remuneration philosophy and process, and ensure appropriate and standardized documentation and approvals for all remuneration decisions. Obtain and maintain benchmarking information where appropriate to inform remuneration decisions within the abilities of the business.Reward and Recognition (Non-Financial): Develop and ensure mechanisms are in place to recognise, celebrate and reward people and performance on an ongoing basis (non-financial).HRIndustrial Relations: Ensure company policies and processes are documented, transparent, communicated to all new and existing employees, and signed as acknowledged. Ensure company disciplinary codes and processes are similarly managed. Lead and guide potential and actual IR matters arising, issuing of written warnings, performance improvement interventions, disciplinary hearings etc.Documentation & HR admin: Ensure all employee agreements, changes, contractor/consultant/outsourced agreements, and related documentation are adequately signed and stored securely and shared with Finance.Performance Management Systems: Custodian of performance management process and principles in the business. Ensure company performance management systems are in place, communicated, adhered to and that adequate training is provided to managers and employees regarding expectations. Ensure continuous feedback mechanisms are in place.Policies, processes and internal controls: Review, refresh and ensure that necessary policies, processes and internal controls are in place in the HR/People area in the business to ensure good practices, discipline and compliance to corporate governance whilst allowing for freedom in a framework for management.Payroll and Leave Management: Provide finance with all relevant supporting documentation related to Payroll changes. On a weekly and ongoing basis review leave applications, balances etc ensuring leave provisions are kept at a minimum and employees utilise leave. On a monthly basis review payroll with finance.Requirements

Experience: Minimum of 10 years of HR experience, with at least 5 years in an intermediate - senior role.

Education: Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.

Skills: Strong leadership, strategic thinking, and organisational skills. Excellent communication and interpersonal skills.

Industry Knowledge: Experience in the e-commerce or technology sector is highly desirable.

BenefitsWork in a fast-paced, innovative environment where your ideas are valued, and your efforts make a direct impact.Competitive salary and benefits package.A supportive and collaborative team culture that values diversity and inclusion.Hybrid work in-office in CPT three times a week.

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