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About this job
Purpose of the Job:
The Human Resources Business Partner primary goal is to enable achievement of functional objectives through provision of world-class HR support (strategic and tactical)
Business Partners will be the primary HR interface with the business leadership community(Band E & F)
Business partners will support leaders in defining and executing local people plans and driving the transformational people agenda
1. CORE JOB DESCRIPTION
The HR Business Partner manages the implementation of the Human Resources strategy, the core job responsibilities are:
People planning
Developing a people agenda/planning which underpins and supports the delivery of the business goals and drives employee engagement
Informing and shaping the HR Strategy based on organizational needs, business challenges & key metrics
Drawing on understanding of HR Strategy, tools & techniques, to develop & implement people plans
Supporting leaders in defining and executing local people plans and driving the transformational people agenda
Organizational effectiveness and change
Support and deliver functional change and OD activities in the business unit
Input into organization reviews for your business area, ensuring organization clarity and alignment
Deliver against FTE, contractor and employment OPEX targets
Ensure data integrity of people related data
Drive organization efficiency and effectiveness
Carry out workforce planning – ensures future planning on size & shape of the organization
Propose, develop and deliver key functional change programme
Cultural Change
Support Leaders to live the Vodacom Way
Challenge & improve people policies/process/practices to ensure alignment with the Vodacom Way
Challenge and support leaders in your functional area to align behaviors/attitude to the Vodacom Way
Role model positive behaviors
Use recognition schemes to reinforce positive behaviors
Performance and Reward
Ensure active management of poor performers in the business area
Implement all performance driven reward plans in business areas
Talent Resourcing
Deliver a pipeline of diverse future leaders
Accelerate high potential development
Input to talent reviews and follow through on outcomes
Ensure succession plans are in place
Facilitate performance and potential calibration
Advise on performance and potential ratings for E and F bands and all rising stars
Support diversity and inclusion agenda
Key role in senior resourcing
Leadership management Development
Identify and deliver leadership team effectiveness solutions
Utilize management development programmes to ensure effective development for key managers
Coach executives
Ensure robust management and leadership development
Capability development of leaders
Successful on-boarding of new executives/ leaders
Ensures all people managers are equipped & able to deliver on their people management responsibilities
Organizational Capability
Work with L&D to build critical functional capabilities to enable the business area to deliver against their plan
Ensure robust induction programmes are being effectively used
Understanding the talent needs of the business unit and identifying talent issues before they hit the business. Highlighting where future capability gaps may lie, facilitating solutions, utilising HR tools available
Communication and engagement
Focus the business areas on the Vodacom Strategy and help people to recognize their part in drive performance
Ensure communication processes are working effectively within business areas
Actively drive employee advocacy for Vodacom products, services & network
Focus the business areas on continuously improving employee engagement
Relationship management and partnering
Build a high ‘support and challenge’ relationship with SLT members
Be part of the business area, yet maintain an objective HR perspective
Help to shape the business strategy through an understanding of the business area, its drivers, concerns & requirements, and providing insight into the people impacts
Facilitating the implementation of the business/ functional strategy e.g. organization design, change management
Adapting HR initiatives based on customer insight and “fit” (adapting not duplicating)
Work with HR Services to ensure they are delivering a robust operational HR service to the business unit meeting their SLAs
The Human Resources Business Partner assumes other responsibilities as may be assigned by the Director of Human Resources.
QUALIFICATIONS AND TRAINING
Minimum Degree in Human Resources Management.
Management Degree such as MBA would be an advantage.
WORKING EXPERIENCE
A minimum of at least 3 -5 years’ experience of progressive Human Resource experience within a commercial environment.
Telecommunications experience would be advantageous;
The Human Resources Business Partner primary goal is to enable achievement of functional objectives through provision of world-class HR support (strategic and tactical)
Business Partners will be the primary HR interface with the business leadership community(Band E & F)
Business partners will support leaders in defining and executing local people plans and driving the transformational people agenda
1. CORE JOB DESCRIPTION
The HR Business Partner manages the implementation of the Human Resources strategy, the core job responsibilities are:
People planning
Developing a people agenda/planning which underpins and supports the delivery of the business goals and drives employee engagement
Informing and shaping the HR Strategy based on organizational needs, business challenges & key metrics
Drawing on understanding of HR Strategy, tools & techniques, to develop & implement people plans
Supporting leaders in defining and executing local people plans and driving the transformational people agenda
Organizational effectiveness and change
Support and deliver functional change and OD activities in the business unit
Input into organization reviews for your business area, ensuring organization clarity and alignment
Deliver against FTE, contractor and employment OPEX targets
Ensure data integrity of people related data
Drive organization efficiency and effectiveness
Carry out workforce planning – ensures future planning on size & shape of the organization
Propose, develop and deliver key functional change programme
Cultural Change
Support Leaders to live the Vodacom Way
Challenge & improve people policies/process/practices to ensure alignment with the Vodacom Way
Challenge and support leaders in your functional area to align behaviors/attitude to the Vodacom Way
Role model positive behaviors
Use recognition schemes to reinforce positive behaviors
Performance and Reward
Ensure active management of poor performers in the business area
Implement all performance driven reward plans in business areas
Talent Resourcing
Deliver a pipeline of diverse future leaders
Accelerate high potential development
Input to talent reviews and follow through on outcomes
Ensure succession plans are in place
Facilitate performance and potential calibration
Advise on performance and potential ratings for E and F bands and all rising stars
Support diversity and inclusion agenda
Key role in senior resourcing
Leadership management Development
Identify and deliver leadership team effectiveness solutions
Utilize management development programmes to ensure effective development for key managers
Coach executives
Ensure robust management and leadership development
Capability development of leaders
Successful on-boarding of new executives/ leaders
Ensures all people managers are equipped & able to deliver on their people management responsibilities
Organizational Capability
Work with L&D to build critical functional capabilities to enable the business area to deliver against their plan
Ensure robust induction programmes are being effectively used
Understanding the talent needs of the business unit and identifying talent issues before they hit the business. Highlighting where future capability gaps may lie, facilitating solutions, utilising HR tools available
Communication and engagement
Focus the business areas on the Vodacom Strategy and help people to recognize their part in drive performance
Ensure communication processes are working effectively within business areas
Actively drive employee advocacy for Vodacom products, services & network
Focus the business areas on continuously improving employee engagement
Relationship management and partnering
Build a high ‘support and challenge’ relationship with SLT members
Be part of the business area, yet maintain an objective HR perspective
Help to shape the business strategy through an understanding of the business area, its drivers, concerns & requirements, and providing insight into the people impacts
Facilitating the implementation of the business/ functional strategy e.g. organization design, change management
Adapting HR initiatives based on customer insight and “fit” (adapting not duplicating)
Work with HR Services to ensure they are delivering a robust operational HR service to the business unit meeting their SLAs
The Human Resources Business Partner assumes other responsibilities as may be assigned by the Director of Human Resources.
QUALIFICATIONS AND TRAINING
Minimum Degree in Human Resources Management.
Management Degree such as MBA would be an advantage.
WORKING EXPERIENCE
A minimum of at least 3 -5 years’ experience of progressive Human Resource experience within a commercial environment.
Telecommunications experience would be advantageous;