RCL Foods: HR Business Partner
RCL FOODS is on the hunt for an experienced HR Business Partner to join our Pies team in Krugersdorp. The HR Business Partner will report into the HR Executive and support the Pies Leadership team on site. The Talent Acquisition team is searching for a high impact HR professional, the ideal candidate would have worked in a manufacturing environment, had exposure to leading HR transformation initiatives and sound IR knowledge. The purpose of the role is to support the implementation of HR strategy in the business by ensuring that the HR delivery is fully aligned to business goals within their functions. To utilize the talent development process and tools delivered by the Organizational Efficiency Team in order to provide and develop the diverse talent pipeline for the short term needs of the company. To bring HR insight (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organization, leadership and culture) and to be a “trusted advisor” to management and employees alike.
Degree in Human Resource Management. Valid Code EB drivers’ licence. Must have at least 5 years’ experience as a HR generalist, of which 1 year must be in an advisory role. The successful candidate will display the following leadership standards: Provide inspirational leadership. Create a culture of execution. Display business insight and innovate. Develop customer service obsession. Develop commitment through engagement. Capable to work within matrix organization structures The successful candidate will display the following leadership standards: Provide inspirational leadership. Create a culture of execution. Display business insight and innovate. Develop customer service obsession. Develop commitment through engagement. Capable to work within matrix organization structures.
Duties & Responsibilities
Workforce Strategy and Plan Formulation Work closely with managers to identify and develop future staffing and talent needs and support the achievement of SIA targets. Talent Attraction and Management Support the activation of the talent strategy for the business by developing insight and analysis of people-related business issues and opportunities; recruitment, implementation of an effective performance management and appraisal system, succession planning, employment equity, terminations and exits according to policy guidelines. Talent Development Identify specific employment and development issues from workforce trends and staff feedback mechanisms. Workforce Modernization Act as an advocate of change and modernization in support of business and HR strategies. HR Practice Management Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. Employee Relations Support the business with employee and industrial relations by having knowledge of legislative requirements, an understanding of impact on the organisation and developing a relationship with the works council, unions, government, regulatory bodies and the community. Change Management Lead (and project manage) key HR initiatives and change programmes. Coaching Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes. Administration and Reporting.