HR Business Partner

ROLE PURPOSE

Create an enabling environment to drive performance and employee engagement across the business areas by partnering with business leaders to define and implement relevant and appropriate people plans. Provide HR Business Partnering to Leadership teams. Facilitate the delivery of the Nexio strategic HR priorities, through defining an appropriate strategy to deploy the people plan and partner with business leadership in the execution of the plan. The key focus will amongst others include but not limited to organisation effectiveness, talent management & building capabilities.

ROLE REQUIREMENT

• Input to functional people plan that is fully aligned to Nexio/functional strategy.
• Drive delivery of functional initiatives on an on-going basis.
• Support and deliver functional change programmes and OE activity in business
• Interface with key stakeholders to ensure alignment with cross- functional change
• Input to monthly and quarterly organisation
• Deliver against FTE, contractor & employment Opex targets in business areas.
• Ensure organisation clarity & alignment in business areas, e.g., RACI, role profiles, role titles.
• Ensure data integrity of people related information in the business unit
• Drive organisation efficiency in business areas (ensuring compliance with agreed spans & layers targets)
• Act as tactical sparring partner, engaging on the effectiveness of the BU, processes, systems, data, and
• Drive the HR agenda within the BU, ensuring that all people managers are equipped and able to deliver against the annual recurring people management
• Propose, develop, and deliver key functional change programmes in collaboration with COE.
• Play key role in supporting leaders to live the Nexio way and related people/HR
• Provide Leadership of cultural change in business areas/areas of responsibility.
• Challenge & improve people policies/processes/practices to ensure alignment with The Nexio Way and new ways of
• Challenge & support leaders in business areas to align behaviors/attitude to The Nexio Way and new ways of working.
• Ensure active management of poor performers in business
• Partner with the business leaders to drive group initiative on PD.
• Input to Talent Reviews across the function & follow through on outcomes in business areas; proactively use 'talent matrix’; ensure robust talent, succession & scenario plans are in place, facilitating the performance and potential calibration.
• Actively support all talent
• Support Graduate Programme in business areas.
• Support Diversity & Inclusion agenda in business
• Key part in senior resourcing for business area (in partnership with Resourcing colleagues). Interview & calibrate agreed / key management in business
• Play part in ensuring that resourcing processes are fully aligned to business requirements (attraction, selection, on-boarding, etc).
• Ensure understanding of management development programmes to ensure effective development at key transition points on the management/leadership ladder and drive uptake of development programmes relevant to BU specific
• Coach executives across business areas, in collaboration with COEs.
• Work with L&D to build critical functional capabilities to enable the business areas to deliver against their plans.
• Ensure functional induction framework is developed and implemented & core organisational on-boarding programmes are in place and being effectively used.
• Partner with leadership to ensure teams have a clear understanding of the relationship between Nexio (business), functional, team and individual goals and their role in contributing towards delivery of the overall strategy.
• Partner with leadership to actively drive employee advocacy for Nexio products and services.
• Focus the business areas on continuously improving employee engagement & by facilitating the development of People Survey action plan etc.
• Build a high ‘support & challenge’ relationship with leadership team members.
• ‘Walk the tightrope’ of being part of the business areas yet maintaining

COMPETENCIES (KNOWLEDGE, SKILLS AND ATTRIBUTES)

JOB RELATED SKILLS

• Leadership
• Relating and Networking
• Persuading and Influencing
• Creating & Innovating
• Presenting and Communicating Information
• Deciding and initiation action
• Delivering Results
• Adapting & Responding to Change
• Planning and Organising
• Analysing
• Political Savvy
• Excellent facilitation skills
• Communication
• Negotiation and Influencing skills
• Planning
• Co-ordination
• Networking
• Change management
• Interpersonal skills
• Conflict resolution skills
• Consulting skills
• Project Management skills

QUALIFICATIONS & EXPERIENCE

• Matric
• Must have technical/professional qualifications:
• A relevant 3-year degree/diploma (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) - essential
• A post-graduate qualification will be
• At least 6-8 years' applicable experience as a Human Resources generalist, as well as proven experience in the management of a Human Resources section/division.
• 2 years' experience as an HR professional interfacing with senior leadership in corporate environment.
• Foundational knowledge and /or experience in Change management, people organisation plans.
• Exposure to coaching leaders for behaviour change.