HR Business Partner

· Partner with business leaders to understand strategic priorities and deliver HR solutions aligned to business objectives.

· Build and maintain strong, credible relationships with stakeholders across the organisation through regular engagement and consultation.

· Collaborate closely with departmental leadership to proactively address employee relations matters, ensuring timely resolution and appropriate escalation where necessary.

· Provide guidance and support to managers on the effective application of HR policies, procedures, processes, and available HR tools.

· Act as a trusted advisor to management on workforce planning, organisational effectiveness, employee engagement, performance management, and change management initiatives.

· Monitor and interpret developments in HR trends, employment legislation, and industry best practices to ensure compliance and drive continuous improvement.

· Support the implementation of HR strategies and initiatives that enhance organisational capability, employee experience, and business performance.

· Facilitate effective communication and change management processes to support organisational transformation and growth.

· Drive the execution of the firm's talent management strategy, encompassing recruitment, retention, performance management, succession planning, and talent development initiatives.

· Attract, identify, and headhunt/source high-potential candidates who best meet the selection criteria, in line with the firm’s transformation needs.

· Define profiles in consultation with hiring manager, draft job specifications and any required advertising material.

· Source, attract, and engage high-calibre candidates through a variety of channels, including direct sourcing, networking, headhunting, employee referrals, and internal talent mobility initiatives.

· Develop comprehensive role profiles and job specifications in consultation with hiring managers, ensuring alignment with business requirements and organisational standards.

· Manage the end-to-end recruitment process, including briefing recruitment agencies, co-ordinating advertising campaigns, screening candidates, facilitating interviews, and supporting selection decisions.

· Anticipate the organisation’s talent needs and build a pipeline of potential candidates by recruiting ahead of demand, with a strong focus on transformation.

· Support effective onboarding and integration of new employees through structured induction programmes and regular engagement during the initial employment period.

· Conduct informal check-in meetings with new hires and key stakeholders to ensure a positive employee experience and successful transition into the organisation.

· Monitor recruitment and retention metrics, providing insights and recommendations to improve talent acquisition effectiveness and employee retention outcomes.

· Facilitate probation review discussions with new hires and line managers to support successful integration and performance assessment.

· Implement buddy and mentorship programmes, where appropriate, to support onboarding, development, and employee integration.

· Contribute to the development and continuous enhancement of the firm's Human Resources strategy, frameworks, and people practices to support organisational goals and long-term business success.

· Provide strategic HR guidance and insight on business decisions, organisational design, workforce planning, and people-related risks and opportunities.

· Develop and enact HR policies that support business objectives.

· Provide input on the HR implications of business decisions and plans.

· Assume accountability for the effective end-to-end delivery of HR services, ensuring consistency, compliance, and operational excellence across all areas of responsibility.

· Provide expert guidance on workforce planning, organisational restructuring, talent management, succession planning, and employee development initiatives.

· Monitor the effectiveness of HR interventions and recommend improvements that enhance organisational capability, employee experience, and business outcomes.

· Promote a high-performance culture through the implementation of people practices that support accountability, growth, innovation, and inclusion.

· Manage and co-ordinate the performance management processes and career development processes for the business units ensuring alignment with organisational objectives and talent management strategies.

· Drive the implementation and ongoing enhancement of succession planning initiatives, ensuring the development of robust talent pipelines for critical and leadership roles.

· Provide expert guidance on performance evaluation methodologies, rating frameworks, calibration processes, and the consistent application of performance standards across the business.

· Support the identification of learning and development requirements through performance reviews, talent assessments, and individual development plans.

· Coach and advise managers on performance-related matters, ensuring fair, consistent, and legally compliant application of performance management processes.

· Manage incapacity and poor-performance processes in accordance with the firm policies, applicable legislation, and best practice principles.

· Analyse performance and talent data to identify trends, risks, and opportunities, providing recommendations to enhance workforce capability and organisational performance.

· Support and drive the organisation’s Employment Equity and Transformation strategy, ensuring alignment with legislative requirements and business objectives.

· Partner with business leaders to promote awareness, accountability, and commitment towards achieving departmental and organisational Employment Equity targets.

· Monitor and support progress against Employment Equity objectives, providing guidance and recommendations to address gaps and drive sustainable transformation outcomes.

· Collaborate with managers and stakeholders to integrate Employment Equity considerations into recruitment, talent management, succession planning, and employee development processes.

· Maintain awareness of legislative developments and best practices relating to Employment Equity, diversity, inclusion, and transformation, ensuring ongoing compliance and continuous improvement.

Contribute to the continuous improvement of HR operational effectiveness through the implementation of best practices, process enhancements, and compliance initiatives.

Prepare and submit monthly HR reports on activities within the assigned business area.

· Bachelor’s degree, BCom HR Management, Industrial Psychology or Business Administration, or related field.

· 5 - 10 years relevant experience in a similar role (preferably within a professional services environment).

The successful candidate should demonstrate a strong mix of technical HR knowledge, systems capability, and interpersonal effectiveness.

• Proficiency in Microsoft Office, including Word, PowerPoint, Outlook 365, and Excel.

• Sound knowledge of HR policies, practices, and principles.

• Good understanding of employment law and related legislation.

• Knowledge of and experience with HRIS platforms.

• Ability to quickly master the firm’s online portals and systems.

• Strong command of recruitment tools and talent data.

• Solution-driven with excellent problem-solving ability.

• Ability to manage competing priorities, meet deadlines, and maintain focus under pressure.

• Build strong relationships across all levels of the organisation.

• An effective communicator with strong verbal and written communication skills.

• Exercises discretion and maintain a high level of confidentiality.

• Dependable, accountable, and adaptable in a fast-paced environment.

• Demonstrates resilience, tenacity, and a high tolerance for pressure.

• Flexible in approach and able to respond effectively to changing business needs.