Talent Partner at Sanergy

About the role

The Talent Partner will align business objectives with employees and management in designated business units.  She/He/They will serve as a consultant to management on Talent & Human Related issues, act as a change agent and employee champion. She/He/They will partner with the business function by collaborating with the leadership team to develop and implement the talent plans and solutions in order to achieve and deliver the strategic goals defined for the business.

Duties and Responsibilities

1. Partner with the business function by aligning and executing with respect to people objectives for the business in order to deliver effectively on the functional objectives:
2. Translate the business requirement for the functional team into effective HR practices in order to deliver people-related solutions aligned to the objectives of the business area
3. Partner with the business in the execution of initiatives like talent review, performance management, recruitment and talent development
4. Influence and work along with the leadership team around people's agenda and issues in order to build a high-performance culture
5. Implement the annual Strategic Talent plan to support the strategic business goals and objectives
6. Facilitate change and transformation initiatives by driving change initiatives across the business area
7. Facilitate and apply the agreed change management approach to initiatives, tools and techniques in delivering effective organizational and cultural change in the Business area.
8. Help in effective organizational structure design in order to develop the organization and support the changes
9. Improve overall people effectiveness of the business by implementing the right HR policies and processes in order to improve productivity and efficiency including:
10. Provide people management advice, guidance and support to the managers in order to help them manage team conflicts or issues effectively
11. Advise and educate employees on HR and ER policies and procedures to ensure code of conduct
12. Implement people processes and practices and ensure that they are legally compliant and fairly applied
13. Act as the first line of contact for any employee relations issues in order to resolve them on time
14. Support, develops and coach line managers to manage employee relations issues, using FLI Talent policies and procedure
15. Implement the Performance management and salary review process for the employees in order to track the employee progress and facilitate the rewarding process to include:
16. Implement and administer the performance management process for the employees ensuring effective goal setting at the beginning of the year followed by performance reviews conducted on time
17. Manage the STI (Short Term Incentive) process, including calibration meetings.
18. Manage the submission to the Finance Department to ensure payment.
19. Manage the annual salary review process and increments along with the managers 
20. Work with line managers to agree on how to distribute the salary budget across the business areas in order to ensure effective distribution of the budgets

Key Interactions

• Internal Stakeholders 
  • Director/Business Unit head on a need basis to align on HR initiatives 
  • Talent Director on a weekly basis for reporting updates and HR planning Finance on a need basis to align with workforce budgets and movements, also monthly to communicate salary Internal Stakeholders
  • Director/Business Unit head on a need basis to align on HR initiatives 
  • Talent Director on a weekly basis for reporting updates and HR planning Finance on a need basis to align with workforce budgets and movements, also monthly to communicate salary instructions 
  • All staff/departments in areas of responsibility to give guidance and advice on HR matters 
  • Talent Development team & Talent Manager on a need basis to align on organization talent needs instructions 
  • All staff/departments in areas of responsibility to give guidance and advice on HR matters 
  • Talent Development team & Talent Manager on a need basis to align on organization talent needs
• External Stakeholders
  • Consulting firms, e.g. Deloitte and Mercer on yearly basis for salary benchmarking 
  • Pension fund management committee on a need basis
  • Medical Scheme Consultant

Qualifications

Key skills and experience required

• Bachelor’s degree or Diploma in Human Resource Management or Business related field
• At least 3 years of experience covering all processes of HR and the ability to interact with the senior leadership team 
• Previous experience as an HR Business Partner working with front-line workers is desired.
• Be an excellent team player/collaborator with excellent communication skills
• Have demonstrated the ability to act decisively and resolve problems

Character Attributes

• Enthusiasm for operational excellence - You prototype, seek feedback, and make improvements. You see through tasks and projects, not only until they’re completed but until they become a standard way of working. You are excited to build systems and processes and share them with colleagues to make everyone’s work more efficient. 
• Adaptability - You see a challenge as an opportunity to pivot and improve. You “make it work”, get creative, and figure out how to adapt ideas based on new information. When presented with an issue, you propose a solution and the steps needed to get there. 
• Ability to prioritise and maintain a birds-eye view of multiple activities - You like working on multiple activities at the same time and have a system for staying organized. You can identify what needs attention most urgently and are ready to help colleagues do the same.
• Team spirit - You want to be a part of a motivated and high-performing team. You bring enthusiasm to your work, have fun with colleagues, see accomplishments as a team effort, and are willing to help out wherever you can.