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HR Business Partner

The HR business partner serves as a consultant to management on HR related issues to enhance organizational objectives and add value.

The individual will be expected to carry out the following tasks:

  • Partners with all the business offices to understand business drivers and facilitate HR operations and strategy;
  • Actively identify gaps, proposes and implement changes necessary to support the people’s strategy;
  • Take active participation in business transformation and cultural change;
  • Proactively identify HR issues/concerns and trends in line with the financial services industry and the business;
  • Align job descriptions with the needs and requirements of the business offices;
  • Identify training needs of the distinct business offices and monitor that objectives are being met through training evaluations;
  • Provide input in salary reviews, job revaluations and compensation/benefits policies;
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention;
  • Use experience, skills and knowledge of the HR industry to make an impact in the HR key areas such as organisational design, employee engagement and talent analytics;
  • Proactively address leadership gaps within the supervisory and support business offices and develop plans to address;
  • Leverage applicable performance management tool/s  to coach leaders for specific measurable results;
  • Influence the adoption of HR processes and procedures across the distinct supervisory and support business offices and recommend enhancements as appropriate.
  • Provides day-to-day performance management guidance to line management 

Requirements:

  • A solid experience in HR at a senior level
  • Significant experience of managing teams and engaging with internal and external stakeholders. 
  • A minimum of eight (8) years working experience in a similar senior role
  • An in depth understanding of resolving complex employee relations issues, working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management and employee/industrial relations legislation.
  • A minimum of a Degree in a relevant field of study