About the position
Human Resources Business Partner (HRBP)
Reports To: Executive: Senior Human Resources
Level: Management / Specialist
ROLE PURPOSE
To provide a strategic and operational Human Resources Business Partnering service to site and business leadership, ensuring alignment between people strategies and business objectives. The role focuses on effective employee relations, talent management, organisational effectiveness, workforce planning, compliance with labour legislation, and fostering a constructive employee relations climate.
KEY OUTPUTS / PRINCIPAL ACCOUNTABILITIES
1. Strategic HR Business Partnering
- Partner with line management to align HR strategies with operational and business objectives.
- Provide advisory support on workforce planning, organisational design, succession planning, and change management.
- Translate business priorities into people-related initiatives that drive performance, productivity, and engagement.
2. Employee Relations & Labour Relations
- Provide expert guidance and management of disciplinary enquiries, grievances, incapacity processes, and poor performance matters.
- Ensure procedural and substantive fairness in line with the Labour Relations Act (LRA), all applicable legislation and Company policies.
- Manage union and employee representative engagements, including consultations, negotiations, and dispute resolution forums.
- Prepare and represent the Company in CCMA, Bargaining Council, and external dispute resolution processes, where required.
3. Legal Compliance & Governance
- Ensure compliance with applicable labour legislation (LRA, BCEA, EEA, POPIA) and internal HR policies.
- Identify and mitigate employee relations and labour-related risks through proactive interventions.
- Support audits (internal, statutory, ethical trade) by ensuring HR governance, records, and processes are compliant and defensible.
4. Talent Management & Capability Development
- Support recruitment, selection, and onboarding of critical roles in partnership with Talent Acquisition.
- Drive performance management processes, including goal setting, reviews, and capability development.
- Support leadership development, succession planning, and high-potential talent initiatives.
5. Organisational Effectiveness & Culture
- Drive initiatives that enhance employee engagement, communication, and organisational culture.
- Support change initiatives, restructurings, and operational efficiency projects from a people perspective.
- Facilitate effective communication between management and employees to promote trust and transparency.
6. HR Operations & Reporting
- Monitor HR metrics and trends (absenteeism, attrition, ER cases, engagement scores) and recommend corrective actions.
- Ensure consistency in HR practices across sites while accommodating operational realities.
- Collaborate with Payroll and shared services to ensure accurate and compliant HR administration outcomes.
KEY KNOWLEDGE, SKILLS & COMPETENCIES
Technical & Professional Knowledge
- In-depth knowledge of South African labour legislation and employment relations principles.
- Strong understanding of disciplinary, grievance, incapacity, and performance management processes.
- Sound HR generalist capability across the employee lifecycle.
Leadership & Behavioural Competencies
- Credible Advisor: Builds trust and provides balanced, commercially sound HR advice.
- Critical Thinking & Judgement: Analyses risk, evaluates options, and recommends defensible solutions.
- Communication & Influence: Communicates clearly and confidently with management, unions, and employees.
- Resilience & Integrity: Handles complexity and conflict with professionalism and ethical conduct.
- Stakeholder Management: Builds effective working relationships across business functions and employee bodies.
QUALIFICATIONS & EXPERIENCE
Qualifications
- Bachelor's Degree in Human Resources, Industrial Psychology, or equivalent.
- Postgraduate qualifications in HR industrial psychology is preferred
Experience
- Minimum 5 - 8 years' experience in a Human Resources or Employee Relations role within a unionised environment.
- Proven experience in managing disciplinary enquiries, grievances, and labour disputes.
- Experience operating within a manufacturing or industrial environment preferred.
- Exposure to collective bargaining, bargaining council engagements, and statutory dispute processes is advantageous.
KEY STAKEHOLDERS
- Internal: Line Management, Employees, HR Team, Payroll, Executive Management
- External: Trade Unions, Bargaining Councils, CCMA, Legal Advisors, Regulatory Bodies
Desired Skills:
- employee Relations
- Human Resources Business Partnering
- Labour Relations
Desired Qualification Level:
