Senior Human Capital Business Partner

Job Purpose: Provides strategic and operational Human Capital support by advising on policy matters and guiding the implementation of Human Capital processes. Works closely with leadership to align the Human Capital agenda with organisational priorities and drive people-focused solutions that support business success.

Key Responsibilities

Strategic HC Partnering Act as a trusted advisor and strategic partner to internal stakeholders. Foster collaborative relationships to deeply understand business challenges, co-create solutions, and embed HR strategies into core business activities to support long-term organisational growth. Information and Business Advisory and deliver expert interpretation of HC policies, offering guidance to stakeholders on a wide range of people matters.

Address and resolve queries, and escalate complex or sensitive issues with sound, compliant recommendations. HC Frameworks and Tools Draft HC frameworks and toolkits tailored to evolving business needs. Ensure all frameworks adhere to legal standards, internal governance protocols, and best practice design principles, enabling consistent and efficient HC delivery.

Drive the integration of Success Management frameworks to support performance enablement, talent development, and career progression. Policy Development Implementation Design and implementation of HC policies and procedures within your area of expertise. Offer strategic guidance to the broader business on policy application and oversee consistent execution across the business to ensure alignment with desired outcomes and regulatory compliance.

HR Data Insights Management Lead the collection, analysis, and interpretation of HC data to generate meaningful insights that drive strategic decision-making and enhance organisational performance. Champion data integrity and governance to build a trusted foundation for evidence-based HC practices. Employee Relations Management Lead the resolution of complex employee relations cases in collaboration with LabourNet and line managers, ensuring fair and compliant outcomes.

Manage responses to individual legal proceedings, contribute to legal submissions, and drive accurate, timely case management. Risk Management and Compliance Monitor and mitigate HC-related risks by ensuring compliance with Labour laws, ethical standards, and internal policies. Conduct audits and implement controls to uphold organisational integrity.

Strategic Workforce Planning Organisational Design and Collaborate with business leaders to proactively align workforce capabilities with the organization’s strategic direction. Assess current and future talent needs, identify skill gaps, and design agile organisational structures that support scalability, innovation, and operational efficiency and Provide support to ensure that roles, reporting structures, and teams are set up effectively to support business goals and encourage strong performance.

BBBEE Compliance Support the implementation of BBBEE initiatives across all HC pillars, including Employment Equity, Skills Development. Partner with transformation team to ensure alignment with the company’s BBBEE scorecard and long-term empowerment goals. Internal Client Relationship Management Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.

Competencies: Behaviours Leadership Energy, passion and a positive attitude. Respect, honesty and fairness. Creativity and entrepreneurial thinking. Courage, resilience and tenacity. Results-driven mindset. Lead with honesty, integrity and purpose. Demonstrate customer centricity and sound business judgement. Influence and collaborate with senior stakeholders.

Build trusted relationships and develop people. Drive innovation, change and continuous improvement. Demonstrate agility and an entrepreneurial mindset. Essential Competencies Functional Competencies Problem-solving, investigation and innovation. Relationship building and effective communication. Leadership, collaboration and providing support.

Resilience and adaptability to change. Attention to detail and task organisation. Results orientation, strategic thinking and business acumen. Human Capital (HC) data analytics and reporting. Knowledge of relevant South African legislation, including BCEA, LRA, EEA, POPIA and OHS. Strong understanding of B-BBEE legislation and practical transformation strategy implementation.

Stakeholder engagement and influencing skills. Excellent communication and teamwork. Accuracy, attention to detail and deadline management. Ability to work independently with professionalism and integrity.

Education

Bachelor’s degree in Human Resource Management, Industrial Psychology or a related field. Minimum of 5 - 8 years of progressive HR experience, with a strong track record in policy development, employee relations, and strategic business partnering.