At Blue Label Distribution, our brand philosophy is that we can create and distribute anything that is able to be digitized. Our Blu-approved brand is the face of our service offering and is underpinned by a world-class technology platform for both online and offline commerce. With a point of sale network of approximately 150 000 devices, we provide a distribution footprint across all income groups. 85% of our income comes from merchants in the informal sector<\/p>\n
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Job Title: Human Capital Business Partner<\/strong> Job Summary:<\/strong> Requirements:<\/strong> Business Partnering:<\/strong> Information and Business Advice:<\/strong> Employee Relations Case Management:<\/strong> Governance and Risk:<\/strong> Optimizes Talent:<\/strong> Work Collaboratively:<\/strong> Leadership:<\/strong> Self Management:<\/strong> BEHAVIORAL COMPETENCIES:<\/strong><\/p>\n Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
\nLocation:<\/strong> Sandton, Gauteng, South Africa
\nReference #:<\/strong> B134
\nContract Type:<\/strong> Permanent
\nSalary:<\/strong> Market Related<\/p>\n
\nResponsible for working within the operation to shape and influence the People Agenda, partnering with line management to translate business priorities in the functions into Human Capital activities which can be implemented by HC Operations. The HCBP works proactively with operations leaders and fellow HCBP\u2019s to ensure HC is delivered fairly and consistently to a high-quality standard.<\/p>\n
\nRESPONSIBILITIES:<\/strong><\/p>\n
\nPartner with and provide strategic and insightful Human Capital expertise to business leaders on all people-related subjects.
\nAct as the primary HC contact for the respective operations.
\nCoach and develop senior leaders on a number of HC business-wide initiatives, including cultural change programmes and engagement strategies.
\nAssess, evaluate and develop the right skills in the right places across the business, facilitating strategies to fill gaps where needed.
\nEvaluate and build business capability through facilitating talent management, succession and resource planning.
\nAdopt a highly strategic and proactive role (e.g. partnering the business to outline organisational objectives) instead of an operational role
\nChampion and implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
\nInput into the business strategy and organisation design to ensure that structures, roles and responsibilities and enable delivery<\/p>\n
\nProvide specialist guidance on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others.
\nLead relevant HC related projects in the respective operation working with members of the wider HC team (e.g. operations roll out of a new policy or process).
\nInspire business leaders within the operation to deliver HC transformation of their area, aligning ways of working to create a high-performance people culture.
\nPartner with, consult with and influence the line management on people needs to enable delivery of business targets<\/p>\n
\nInvestigate, and propose solutions for, complex ER cases in liaison with line managers; coordinate the organization’s response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines. Support managers at Disciplinary Enquiries. Represent the operation at CCMA<\/p>\n
\nInput into business operations risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.
\nProvide feedback to the relevant stakeholders within Group HC to initiate improvement projects that will increase profits or protect against risks in the function.
\nEstablish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
\nWork closely with Group Head of Human Capital, fellow HCBP\u2019s and the HC leadership team to continuously monitor and identify opportunities for improvement in the efficiency and quality of HC services; provide business feedback to appropriate HC governance forums.
\nEngage line management to advocate and demonstrate compliance with HC policy and champion interventions.<\/p>\n
\nPartner with the Talent Acquisition team to support attracting and selecting talent
\nPartner with HRBPs to project manage and execute talent practices and other key initiatives
\nDrives performance management and talent management to improve organizational effectiveness and employee capabilities. This includes talent reviews, performance improvement plans, discipline, attrition management and appropriate staffing.
\nDrives culture change, as agreed upon with management team, which supports and fosters growth of organizational capability and performance.
\nContribute towards the assessment, evaluation and development of the right skills in the right place across the business unit, facilitating strategies to fill gaps where needed.
\nPartners with Talent Acquisition and Human Capital Officers to process employment transactions (hires, transfers, promotions etc.)
\nDrive transformation through providing support and guidance on talent acquisition and administrative components.<\/p>\n
\nBuild a culture of respect and understanding across the organisation
\nRecognise outcomes which resulted from effective collaboration between teams
\nBuild co-operation and overcome barriers to information sharing, communication and collaboration across the organisation
\nFacilitate opportunities to engage and collaborate with external stakeholders to develop joint solutions<\/p>\n
\nThrough effective inspirational leadership, facilitate the creation of accountable, full service teams who understand and strive to meet the needs of all stakeholders.
\nRole model behavior and motivate team members in line with the core values.
\nTake full responsibility for performance of all direct reports, motivating and managing them in relation to quality standards and agreed benchmarks and objectives, focusing on all aspects of sound people management.
\nProvide support and guidance on career path planning, on-the-job training, coaching and mentoring to direct reports.
\nDevelop, promote and direct the implementation of equal opportunities policies in all aspects of the company\u2019s work.
\nCommunicate and maintain trust relationships with shareholders, business partners and authorities.<\/p>\n
\nDevelop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.<\/p>\n
\nDevelops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
\nHolds self and others accountable to meet commitments.
\nCreates a climate where people are motivated to do their best to help the organization achieve its objectives.
\nHandles conflict situations effectively, with a minimum of noise.
\nBuilds partnerships and works collaboratively with others to meet shared objectives.
\nPlans and prioritizes work to meet commitments aligned with organizational goals.
\nRebounds from setbacks and adversity when facing difficult situations.
\nAnticipates and balances the needs of multiple stakeholders.
\nActively seeks new ways to grow and be challenged using both formal and informal development channels.
\nApplies knowledge of business and the marketplace to advance the organization’s goals.
\nHave fun and find purpose
\nDemonstrate honesty and integrity
\nStrive for customer centricity
\nInnovate bodly
\nBe both agile and entrepreneurial
\nDevelop our people for long term success
\nBe an agent of change<\/p>\n