Executes the defined HR processes, standards and tools in order to ensure the realisation of HR function objectives
Supports the monitoring of defined organisational, financial and HR metrics and development of recommendations regarding changes in the structure, roles, processes, competencies, staffing or workforce composition through research, analytical and reporting
Supports any change management activities through preparation of communication, cultural considerations, data gathering, analytical and reporting
Supports the line managers and the HRBPs in ensuring that the career plans are developed and implemented for employees
Supports the managers and the HR Business partners in driving an effective approach to performance development
Employee Engagement. Works on projects defined by HRBPs or HR Directors to mobilise commitment and accountability for employee engagement, support HRBPs, line leaders and employees in the area of employee engagement
Employee Relations. Works with managers to resolve less complex employee issues. Supports building of managerial people capability so that employee relations issues can be prevented
Business leaders support. Provides analytical support to HR Team and business partners in the area of HR management
HR Administration. Performs any HR administrative tasks that are not covered by the HR operations team
Requirements:
Bachelors degree in human resources, Business Administration, or a related field
Minimum of 3 years of experience in HR
Strong knowledge of HR principles, practices, and employment laws.
Sound knowledge of local labour law ability to advise on practical application at company and individual level
Well rounded capability across the full HR spectrum (talent acquisition, development and training, compensation and benefits, performance management, talent management, succession planning)
Ability to champion and drive OD initiatives that build the talent, culture, and capability needed to support the business needs
