People Business Partner - Commercial & Support

Job Purpose

This position is responsible for providing the strategic interface between HR and the specific function to embed a strategic approach to HR management and development that result in a more effective front-line delivery. The People Business Partner will play a crucial role in fostering positive labour relations, ensuring compliance with labour laws, and collaborating effectively with unionised employees, shop stewards, and trade unions within the business function they support.

Main Responsibilities

Strategic People Partnership 

• Provide strategic HR partnership with business leaders
• In collaboration with the HR Director,  implement the HR strategies, policies and practices that support the corporate vision, mission and strategic objectives of KWAL.
• Provide people direction to maximise performance, sound employee relations, high staff morale and devise functional strategy to unlock full potential of the talents through diversity and inclusion
• Contribute to the HR Leadership Team meaningfully to drive the people agenda for the overall business success and to maximize shareholders value, operating company profitability, market share and drive optimum cost efficiencies.
• Attend departmental meetings regularly. 

Organisational Effectiveness

• Work with the departmental heads to design fit for purpose org structures.
• Develop job profiles and arrange job evaluations as and when necessary.
• Facilitate rollout of functional competencies in area of responsibility
• Train managers and employees on HEINEKEN behaviours and values.
• Assist departmental heads to interpret climate survey results and develop action plans.
• Support business transformations and organizational changes.

Performance Management

• Coach managers and employees on the use of the performance Management systems
• Co-ordinate objective setting sessions with departmental plans
• Co-ordinate calibration sessions in areas of responsibility
• Ensure that departments set SMART objectives in areas of responsibility.
• Prepare performance trend report and coach managers on the execution of performance improvement initiative.
• Support business managers in implementing the performance management system, guiding them in developing and interpreting the tools, metrics, processes to track both performance, KPI’s, SLA’s and identify improvement areas to enhance productivity, quality and service excellence.

Talent Management

• Work with departmental managers to identify future talent needs and prompt the People & Organizational Development team.
• Support hiring managers to fill vacant positions by utilizing fit for purpose sourcing methods.
• Manage the recruitment process to ensure completion of recruitment activities within targeted timelines.
• Provide guidance to hiring managers on employment equity targets.
• Prepare a regular talent analysis report.

Employee Relations

• Guide business managers to ensure adherence to HR policies and practices as well applicable laws and regulations.
• Manage Dispute and Grievance procedures
• Negotiating Collective bargaining agreements with the union
• Oversee dispute resolution involving employees, management and unions
• Advise management on issues regarding union-management relations, such as contract negotiations
• Handle CCMA matters (Conciliation, Arbitrations, reviews, Condonations, Rescission and Mediation
• Ensure that robust Employee Relations policies are developed and implemented in alignment with the Group HR strategy and business needs 
• Monitor labour legislation developments and implement appropriate strategies to ensure compliance and minimize business risk.  
• Build and maintain excellent relationships between management, employees and employee representatives. 

Culture, Diversity & Inclusion 

• Work with people leaders to build engagement strategies and programs to support building an inclusive culture
• Implement diversity metrics, tracking progress, and reporting on diversity and inclusion initiatives.
• Analyse workforce demographics to identify areas for improvement and develop action plans.

Data Insights 

• Provide reporting and insights to senior leadership regarding employee engagement, retention, and workforce trends.
• Provide analysis and insight and utilise talent data as a fundamental input into business planning and decisions
• Use HR metrics and analytics to inform decision-making and improve HR programs and policies.

Employee exit process

• Execute all types of employee exists
• Conduct exist interviews for middle and senior managers

Minimum Required Qualifications, Knowledge and Experience

Academic Qualifications

• Bachelor’s degree in a Social Science, Human Resources or a related field

Professional Qualifications

• Certified Human Resource Professional (CHRP)
• Institute of Human Resource Management (IHRM)

Experience 

• At least 7 years and 2 years’ experience in strategic advisor role in a similar role or busy function

Competencies

Technical Competencies

• Demonstrate expertise in sourcing, attracting, and selecting top talent to meet the organization’s staffing needs, ensuring a strong and diverse workforce.
• Proficient in managing relationships between the organization and its employees, including negotiating with unions, handling grievances, and ensuring compliance with labour laws.
• Demonstrate strong organizational skills, capable of managing multiple tasks, prioritising effectively, and ensuring efficient workflow within the HR department.
• Skilled in developing and implementing HR policies that align with organizational objectives, ensuring compliance with legal requirements and promoting a positive work environment.
• Proficient in managing HR projects from inception to completion, ensuring they are delivered on time, within scope, and within budget while meeting quality standards.
• Demonstrate a thorough understanding of employment laws and regulations, ensuring the organization’s HR practices are compliant and mitigate legal risks.
• Capable of managing relationships with key stakeholders, ensuring effective communication, collaboration, and alignment with HR and organizational objectives.
• Skilled in analyzing HR data to identify trends, measure performance, and provide actionable insights to support strategic decision-making.
• Proficient in designing and implementing performance management systems that align with organizational goals, enhance employee performance, and support career development.
• Demonstrate the ability to coach and mentor employees, providing guidance, support, and development opportunities to enhance their skills and career growth.
• Skilled in identifying and developing talent within the organization, creating programs and initiatives that support employee growth and succession planning.

Behavioural Competencies

• Lead and motivate teams to achieve organizational goals. This involves providing clear direction, support, and development opportunities to ensure team members are engaged and productive.
• Support the professional growth of employees through guidance and feedback. 
• Ability to negotiate terms, agreements, and contracts with clients, partners, and vendors.
• Demonstrate a deep commitment to understanding and meeting customer needs.
• Exhibit strong self-awareness and empathy, effectively managing personal emotions and understanding those of others. 
• Utilise analytical skills to identify issues and develop effective solutions. 
• Employ logical reasoning and critical analysis to evaluate information and make sound decisions. 
• Encourage innovative ideas and approaches to improve products and processes. 
• Make informed and timely decisions that align with the company’s strategic objectives. 
• Communicate effectively with diverse audiences, ensuring clarity and understanding.