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

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.

• Minimum Degree in Human Resources Management.
• Management Degree such as MBA would be an advantage.

• A minimum of at least 3 -5 years’ experience of progressive Human Resource experience within a commercial environment.
• Telecommunications experience would be advantageous;