Junior Specialist: People Function at Absa Bank Limited

Job Summary

• The job holder is responsible for implementing the HR Business Partnering agenda in ALAK, working closely with Exco .
• The jobholder is required to support the MD, and the People Managers in providing HR ‘best practice’ solutions to the business below;.
• Recruitment, Performance Management, HR Service delivery, Policy Administration, Learning and Development, HR Governance Execution, Employee Engagement and Administrative duties like exits, transfers, payroll changes, amendments, transfers and relocations of employees.
• Working closely with the People Managers to deliver HR agenda

Job Description

Accountability: Talent Acquisition

Time split%: 15%

• Assess staffing needs for the business 
• Support preparation of role profiles for job evaluation where required
• Progress recruitment administration (Seeking RPC Approval and preparing business case)
• Support in shortlisting for internal / external job applications as agreed with the MD and Managers within the HR governance requirements
• Liaise with People Managers to carry out end to end recruitment process
• Prepare Offers & Generating contracts for successful candidates
• Onboarding of new joiners

Accountability:

Talent Management, Succession, Learning & Development

Time split%: 15%

• Collate and maintain functional People Plans support with any interventions
• Collate and maintain functional succession plans data base
• Drive Talent Review process
• Obtain functional talent nominations from the Line Managers for inclusion on the Country Talent Pool
• Ensure timely execution of all talent management actions and transitions
• Drive learning and development initiatives/programs
• Work closely with managers to ensure learning interventions are signed off and completed

Accountability: Performance Management

Time split%: 15%

• Drive Performance Management process end to end
• Run Quarterly Performance reviews, consistency and end year assessments
• Staff awareness sessions on reward process and guiding principles, run PD campaigns
• Consequence management for poor performers
• Prepare and maintain the required Performance reports with trends and insights

Accountability:

HR Advisory and HR Operations 

Time split%: 15%

• Onboarding of new joiners
• First point of contact for the relevant functional line managers in relation to HR support needed to meet business objectives
• Deal and respond to queries from staff on HR issues
• Interpret and advise on local HR policies on staff related matters
• Communicate any HR policy changes and updates
• Payroll Management
• HR Analytics – Preparing reports and generating insights ; Headcount, Leave, Talent, Performance and Ad hoc reports

Accountability: People Systems:

Time Split 15%

• Lead end-to-end recruitment processes using Workday, ensuring timely, high-quality hiring aligned to business needs
• Provide expert guidance on Workday processes, data insights, and HR best practices
• Coach and train managers on talent and team management processes on Workday
• Deliver responsive, high-quality HR support to colleagues through Workday/SNOW (Service Now) platforms
• Support onboarding and employee lifecycle processes on Workday
• Manage and maintain HR data within Workday, ensuring accuracy and completeness

Accountability:

People Engagement and Culture

Time split%: 10%

• Maintain effective communication channels with all teams
• Ensure all employee relations issues raised are reviewed and actioned, in conjunction with the Employee Relations manager as required
• Plan, communicate and coordinate the cascade of the Colleague Experience Survey (CES)
• Work with team managers to develop action plans
• Track CEI Action plans, provide regular updates to leadership

Accountability: Control & Governance

Time split%: 15%

• Ensure adherence to the required HR controls in role e.g. all activities relating to recruitment, PD, Talent management, employee engagement, Transfers etc.
• Maintains HR standards and best practice within business unit

Education

Bachelor`s Degrees and Advanced Diplomas: Industrial and Organisational Psychology (Required), Master's Degree: Industrial and Organisational Psychology