Junior Human Capital Business Partner

Management Level

Job Description & Summary

Focused on relationships, you are building meaningful client connections, and learning how to manage and inspire others. Navigating increasingly complex situations, you are growing your personal brand, deepening technical expertise and awareness of your strengths. You are expected to anticipate the needs of your teams and clients, and to deliver quality. Embracing increased ambiguity, you are comfortable when the path forward isn’t clear, you ask questions, and you use these moments as opportunities to grow.

Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to:

• Respond effectively to the diverse perspectives, needs, and feelings of others.
• Use a broad range of tools, methodologies and techniques to generate new ideas and solve problems.
• Use critical thinking to break down complex concepts.
• Understand the broader objectives of your project or role and how your work fits into the overall strategy.
• Develop a deeper understanding of the business context and how it is changing.
• Use reflection to develop self awareness, enhance strengths and address development areas.
• Interpret data to inform insights and recommendations.
• Uphold and reinforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance), the Firm's code of conduct, and independence requirements.

JOB PURPOSE 

To provide strategic assistance to the leaders of the business, and HC Business Partners relating to people management. 

This role is involved in conjunction with the HCBP’s for the HC lifecycle activities, e.g. performance cycle, on-boarding, progression, retention activities, staff terminations and retirement, as well as ad-hoc human capital advisory activities. 

A.  JOB PROFILE 

PRINCIPAL ACCOUNTABILITIES 

Responsibilities 

Onboarding 

Delivers the onboarding experience as designed by CoE 

Ensures new joiner requirements e.g assign coach, assign buddy, attendance at on-boarding is completed 

Responds to operations, and inspect trends related feedback from new joiner surveys 

Provides feedback and input to CoE on improvements required 

Point of contact for new joiners, post recruitment 

Retention 

Take the lead on the operational requirements for LOS related retention programs (snrs days, interview cycles for retention) 

Performance & Salary reviews 

Work with LoS HCBP to prepare for LOS career round table (moderation) meetings 

May facilitate some CRT discussions/ record keeping 

Ensures transactional staff receive accurate data for increase processing 

Provide refresher training/updates to partners/managers on performance coaching (eg. Snapshot, CRT, PiP) 

Provide guidance for Poor performer discussions and ensure Workday is updated accordingly (ensure performance improvement plans are in place) 

Team Leaders Support 

Upskill new Team Leaders (e.g. systems, processes, compliance) 

Provide guidance to Team Leader through various HC activities. 

Monitor client team wellbeing and partner with HCBP lead to design and implement initiatives to increase work satisfaction resulting in increased revenue (pulse survey) 

Provide HC data analytics to the Team leader to support decisions 

Provide HC policy guidance 

Staff terminations 

Review exit interview survey outcomes, identify trends and collaborate with LoS HCBP to formulate solutions 

Conduct exit interviews 

IR, Disciplinary & grievance 

Direct all matters to operations IR for review 

Participate in investigations where required 

Sit in as HC representative on hearings 

Take responsibility for post-hearing activities 

Ensure the IR Database is updated accordingly 

Exam Results 

Assist with qualifying exam results for relevant LoS –ie. preparation, processing, communications, post results activities 

Monitor qualifications status of staff studying and check accuracy of information. 

Ad-hoc Activities 

Participate on and take the lead on assigned annual activities such as GPS, Values, Leave reviews 

Act as trusted advisor on policy, leave and staff matters 

Act as ambassador on HC Imperatives (eg. Workday, Values, PwC Professional) 

Diversity 

Focus on activities in line with the Transformation Strategy. 

Support the business in achieving the outcomes indicated in the Employment Equity Plan. 

Work with business on attracting and retaining diverse talent; ie.e License to Lead, promotion processes etc. 

Strategy 

Drive the achievement of the LOS annual strategy as well as the HC Africa strategy taking into account leadership priorities and future business needs 

Support business and HCBP’s to deliver talent interventions (talent identification, development, coaching, motivation, and ultimate retention) against business needs and the goal of transformation 

Strategic Workforce Planning implementation and monitoring 

B.  PERSON PROFILE 

MINIMUM QUALIFICATIONS  

• Relevant HC Degree/Diploma  

• HC certification with in-country professional board (preferable) 

EXPERIENCE 

• 3 years  

KEY KNOWLEDGE & SKILLS 

• Sound understanding of key HC activities & employee life-cycle 

• Understanding of policies & employment law 

• Good team-working ability and mind-set 

• Good attention to detail 

• Time-management capabilities and ability to provide fast turn-around without compromising quality 

• Consultation skills 

• Investigative skills 

• Good communication skills – verbal & written 

• Ability to operate as all-rounder 

• A good understanding of how people experience change 

• Innovative 

• Process thinker 

• Excellent verbal and written skills and able to work across all management levels 

• Strategic problem solver 

• Good project management skills 

• Agile in working style 

• Resilient 

Travel Requirements

Available for Work Visa Sponsorship?

Job Posting End Date