SENIOR HR BUSINESS PARTNER

We're looking for a candidate to fill this position in an exciting company.



KEY RESPONSIBILITIES AND DUTIES:

PRACTITIONERS:

Talent Acquisition:
Liaise with hiring executives to forecast staffing needs
Manage the entire recruitment cycle from briefing to on boarding
Sourcing of high calibre candidates for vacant positions
Ensure sufficient external talent provisions are made to satisfy internal talent shortages
Stakeholder engagement and service delivery
Driving employer branding initiatives to establish the firm as an employer of choice in the local market
Analyse recruitment metrics, e.g. time-to-hire and source of hire
Set hiring goals including time-frames and deliverables
Labour Relations:
Provide sound advice to executives with regards to counselling sessions and disciplinary enquiries.
Conduct and facilitate discussions with employee and executive in circumstances where a problem exists with the employee's performance, conduct, attitude or behaviour.
Advise employee and executive on appropriate cause of action and/or steps to be taken to remedy the situation.
Manage and facilitate investigations, disciplinary enquiry processes and grievance matters in conjunction with the HR Executive, and executive concerned.
Provide advice and guidance on individual employee misconduct / poor performance cases, ensuring that these are well managed and meet the requirements of best practice and are in accordance with relevant employment legislation.
Lead the counselling session, ensuring that all follow-up sessions take place at the agreed times.
Stakeholder Management:
Responsible for providing guidance and ensuring prompt human resources solutions are delivered to the Heads of Department (HOD's) and executives and in line with the business needs.
Handle the full spectrum of human resources management and be responsible for the efficient delivery of on-site HR initiatives to meet the firm's strategy and objectives
Identifies training needs for departments and individuals through the utilization of personal development plans.
Works closely with executives to improve working relationships, build morale, and increase productivity and retention.
Performance Management:
Monitor and review the Performance Enhancement Discussion (PED) process, ensuring that annual appraisals are carried out in a timely manner and followed up.
Conduct and facilitate PED and provide meaningful input in regard thereto.
Talent & Transformation:
Support employee development to ensure a talent pipeline for the firm;
Coordinating with hiring managers to identify staffing needs;
Drive, coordinate and establish strategic processes to proactively and dynamically attract diverse talent to meet business needs;
Being an ambassador of the firm's transformation agenda.
GENERAL:
Implement and maintain spreadsheets and other reporting mechanisms which contain me