The role holder will be responsible to translate business demand into Human Resources (HR) service delivery needs, including Employee Relations and Transformation Centres of Excellence responsibilities.
Align strategically with the business division
- Responsible for the primary relationship between HR, the Functional Executive and their Senior Management team (and leadership team) in the allocated business division
- Operate as the Relationship Manager for the business division, responsible for brokering HR services to execute business strategies
Enable HR strategies
- Proactively partner with the business to implement the Human Resources strategies
- Manage the delivery of Human Resources solutions to the business division based on the direction set by the Human Resources function
Key Tasks & Accountabilities
- Provide strategic consulting to the business division to support organisational design and development
- Own the Employee Relations and Transformation Centres of Excellence for the Company.
- Design and deliver organisational development interventions
- Provide an escalation point for complex individual case management.
- Analyse and investigate business and people issues and trends within the division; identify improvement opportunities and establish action plans to address them.
- Ensure consistent application of HR policies and procedures aligned with the strategy
- Collaborate with other HR Business Partners to ensure a team approach and leverage strengths.
Manage core HR initiatives in the division
Talent management
- Support recruitment
- Performance management
- Coach leadership team to improve effectiveness; develop the coaching capability of the leadership team
- Succession planning
- Strategic workforce planning
- Employment equity compliance
People development
- Identify learning and development needs
- Facilitate appropriate solutions in coordination with Human Resources Manager
Employee relations
- Ensure compliance with labour relations policies
- Support employee relations processes
- Provide advice on industrial relations matters
- Enlist a labour consultant for assistance when required
Compensation
- Inform and advise clients on the application of compensation and rewards guidelines
- Actively participate in the remuneration review process and bonus distribution
- Collaborate to facilitate the flow of information and assist with corrective measures
Change capability
- Change agent
- Actively participate in operational transformation
- Facilitate team effectiveness
- Facilitate employee engagement survey results analysis and action planning to support the business in driving improvement activity
High-performance culture
- Set an example with Bryte guiding principles and challenge sub-standard delivery
- Provide coordination, reporting and analysis on Human Resources projects and initiatives, including all department of labour reporting, employment equity reporting etc.
Process ownership at the organisation level
- Develop and maintain strategy and supporting policy
- Implement and manage strategy in collaboration with global colleagues
- Fulfil line management responsibilities for a small team
Relationships
Internal
- Executive and management
- Business Partners
- General staff/employees
- Human Resources team
External
- Headhunters and other recruitment suppliers
- Consultants
- Industry bodies and professional networks
- Global colleagues
- Department of Labour
Qualifications & Experience
- University Degree
- Relevant HR/professional qualification
- Postgraduate qualification
Experience
- Minimum 3 years’ experience within the Human Resources function
- Minimum 4 two years’ experience within in a similar role
- Good relationship management skills and ability to build credibility with senior leaders
- Developed skills and proven experience in some of the key areas of Human Resources Business Partnering, including strategic consulting, organisation design, change management, human resource planning, employee relations, performance management and compensation management
- Good business acumen
- Relevant industry knowledge
- Solid influencing and negotiation skills
- Sound understanding of internal and external networks and resources
Competencies
- HR & business commercial savvy
- HR strategic partner
- Broker of expert HR services
- HR metrics use and development
- Professional HR depth and breadth
- Leadership competencies
Lead self
- Act with integrity, confidence and accountability
- Manage ambiguity
- Embrace life-long learning
Drive a high-performance culture
- Execute impeccably
- Lead and manage change
- Build and sustain a high-performance
Shape an innovative future
- Think and lead strategically
- Sharpen business and industry knowledge
- Innovate with the customer in mind
Inspire others to excellence
- Inspire others to perform at their best
- Develop and coach the best in others
- Promote global collaboration
Build the next generation
- Identify and select the best talent
- Develop future talent
Success Measures
- Talent management – movement and development of key talent, retention, attrition, demographics
- Performance management – client alignment to group performance distribution guidelines
- Direct positive feedback from the business division
- Effective standardised Human Resources processes
- Contribute to implementing Human Resources policies and processes-based, understanding business requirements and strategy
- Positive employment relations climate
- Achievement of service-level agreements with the business division and with the Human Resources
Mobility
- Travel as required to support key clients and ensure relevant Human Resources team visibility within the business unit.
Closing date: 8 August 2025