HUMAN CAPITAL BUSINESS PARTNER - PIETERMARITZBURG

The successful candidate will require a comprehensive understanding of all HR disciplines and the ability to partner effectively with operational leadership. This role requires someone who can understand business needs, provide practical HR solutions and successfully manage a broad range of people-related matters within a fast-paced, operational environment.

The position has a particularly strong focus on Employee Relations and Labour Relations, together with talent management, performance management, organisational development, training and HR compliance.

Duties & Responsibilities

Key Responsibilities

• Partner with operational leadership to provide strategic and day-to-day HR guidance and support.
• Implement the Human Capital strategy in line with business and operational objectives.
• Provide guidance to management on employee relations, disciplinary matters, grievances and performance issues.
• Prepare and present cases for Conciliation and Arbitration at the CCMA and relevant Bargaining Councils.
• Manage and support disciplinary hearings, investigations and employee grievances.
• Liaise with the Department of Employment and Labour regarding labour inspections and compliance matters.
• Monitor and report on disciplinary hearings, policy violations, dismissals and other key Employee Relations matters.
• Train and coach management and employees on Labour Relations, disciplinary procedures, grievance procedures, company policies, labour legislation and people practices.
• Support recruitment and retention initiatives to ensure the business attracts and retains high-calibre employees.
• Partner with management on workforce planning and talent requirements.
• Support compensation, incentive and employee benefit programmes.
• Drive effective performance management processes, ensuring employees have clear objectives, regular performance reviews and meaningful development plans.
• Identify training and development requirements and coordinate appropriate interventions.
• Drive succession planning and career development initiatives to strengthen the internal talent pipeline.
• Proactively manage Employee Relations to maintain a positive and productive working environment.
• Ensure effective employee communication and engagement initiatives are implemented.
• Support management in building strong employee morale and improving productivity.
• Ensure employees and management understand and comply with company HR policies, procedures and practices.
• Monitor HR trends and provide management with meaningful HR insights and recommendations.
• Work collaboratively with the broader