Human Resource Business Partner - KZN

Dis-Chem Pharmacies’ in KZN has an opportunityavailable for a Human Resource Business Partner to join the team.The main purpose of this role will be to build up relationshipswith key stakeholders within the business by collaborating withthem and providing both daily and strategic consultation on a widevariety of HR-related matters.

Minimum Requirements : Essential : -Grade 12 / Matric - Tertiary Qualification in Human Resources,Labour Relations or Industrial Psychology.

5 or more years’experience as an HR Generalist at a large enterprise (>

1 000employees). Advantageous : - Honours Degree in Human Resources,Labour Relations or Industrial Psychology. - Previous HR experiencein the Retail or FMCG industry.

Job Specification : - Conduct aregular needs analysis for area of responsibility in order toidentify recruitment requirements.

• Communicate regionalrecruitment requirements to the Head Office Recruitment Department.- Request recruitment adverts from the Head Office RecruitmentDepartment according to operational requirements.
• Review andshortlist candidate pool received from the Head Office RecruitmentDepartment. - Facilitate competency-based interviews withcandidates at operational level.
• Evaluate suitability ofcandidates in collaboration with management. - Communicate relevantinterview feedback to the Head Office Recruitment Department.
• Gather and submit necessary documentation related to therecruitment process, including interview notes and candidatedocuments.
• Request contracts from the Head Office RecruitmentDepartment and distribute to relevant parties. - Ensure thatcontracts are signed and sent back to the Head Office RecruitmentDepartment timeously.
• Facilitate the background screening and joboffer stage as well as the onboarding process. - Attend today-to-day Employee Relations matters and ensure that labourlegislation is adhered to in area of responsibility.
• Providerelevant information regarding Employee Relations to the ER Team atHead Office. - Compile relevant documentation for CCMA cases.
• Deal with grievances. - Facilitate the warning process. - Conductincapacity investigations. - Facilitate retrenchment procedures.
• Provide daily coaching to management on a variety of actions toinclude policy interpretation and application. - Ensure legalcompliance by monitoring and implementing legislative requirements,this may include conducting investigations, driving disciplinaryand grievance processes.
• Build and maintain an effectiverelationship with the unions to ensure sound employee relations. -Facilitate entry-level engagement and representation of casesreferred to the Bargaining Council / CCMA.
• Implement companypolicies and procedures to ensure legal compliance, in line withbusiness practices as well as ensure that they are readilyavailable to employees.
• Collaborate with the ER Team at HeadOffice on the execution of ER initiatives and ensure that these areadhered to. - Conduct a regional skills audit in order to identifyskills gaps.
• Analyse and understand skills gaps identified. -Communicate training requirements to the Head Office Training andDevelopment Department based on identified skills gaps.
• Createawareness of relevant Training and Development interventions atoperational level. - Assist with relevant information regardingeligibility, enrolment and execution of available traininginterventions.
• Facilitate administrative processes related toTraining and Development. - Evaluate training effectiveness andreport findings to the Head Office Training and DevelopmentDepartment.
• Drive the effective implementation of traininginterventions. - Manage the training nomination process. - Ensurethat candidates are nominated for training in line with theirrespective careers paths and succession planning.
• Coordinatedates and venues for required training between Head Office andoperations. - Collaborate with the OD Department at Head Officeregarding job descriptions, job titles and performance appraisal inorder to ensure that they are able to compile requireddocumentation accurately.
• Appropriately circulate jobdescriptions and ensure that they are properly understood by allemployees at operational level.
• Ensure that all employees havesigned job descriptions. - Request competency assessments from HeadOffice when required and facilitate the administration process.
• Communicate with Head Office regarding feedback on competencyassessments. - Facilitate the performance cycle according tocompany procedures and educate employees and management onPerformance Management.
• Implement poor performance interventionswhere required. - Analyse team dynamics, prepare and implementappropriate team building interventions when required.
• Implementwellness initiatives on operational level. - Ensure that relevantpayroll documentation such as leave forms, overtime, travel claimsand AODs are submitted as per the deadlines communicated.
• Attendto payroll related queries. - Provide information regarding payrollmatters such as leave, provident fund and medical aid.
• Advise onthe employee rewards programme. - Conduct an Employment Equityanalysis for the applicable region in order to determine areaswhere transformation is required.
• Communicate findings to theTransformation Department at Head Office. - Drive theimplementation of the Transformation strategy per region.
• Act aschange agent to business through process design and approaches thatsupport change and transformation. - Ensure that the EE strategiesand plans contribute to the company’s strategic goals.
• Ensurerelevant consulting structures are in place to drive the EEstrategy and plan. - Liaise with relevant stakeholders regardingthe reporting structure.
• Ensure that relevant HR communication isdisplayed on notice boards. - Maintain continuous feedback to HeadOffice regarding any matters related to HR.
• Submit monthlyreports on each centre of excellence. - Drive key HR initiativesand strategic processes by partnering with management across avariety of Business Units.
• Provide HR related data and reportingto functional and business leaders to promote data driven decisionmaking and strategic development.
• Coach and develop managerskills such as employee relations, performance management, talentdevelopment and other key HR focus areas across the business.

Competencies : Essential : - Strong employee relations background. -Expert knowledge of applicable labour laws in South Africa.

• English Read, write and speak well. Superior communication andpresentation skills. - Ability to interact effectively with alllevels of management.
• Strong interpersonal skills to makerecommendations & decisions based on solid assumptions. -Ability to identify opportunities for improvement, develop actionplans and implement solutions.
• Strong organisational, time andproject management skills. - Business acumen to make effectivedecisions in the absence of complete information, with a strongunderstanding of organisational priorities.
• Ability to managemultiple priorities and meet critical deadlines. - Ability to workunder pressure. - Deadline driven. Advantageous : Special conditionsof employment : - South African citizen.
• MIE, clear criminal andcredit. - Driver’s license and / or own reliable transport.Remuneration and benefits : - Market-related salary.
• Medical aid.- Provident fund. - Staff account. ONLY SUCCESSFUL APPLICANTS WILLBE CONTACTED. IF YOU HAVEN'T BEEN CONTACTED WITHIN TWO WEEKS AFTERTHE CLOSING DATE, CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’sapproved Employment Equity Plan and targets will be considered aspart of the recruitment process aligned to Dis-Chem’s EmploymentEquity & Transformation Strategy.

Dis-Chem actively supportsthe recruitment of People with Disabilities.#J-18808-Ljbffr