THE JOB AT A GLANCE
Reporting to the Head: HRBP, the Human Resources Business Partner (HRBP) will be responsible for managing and translating the People agenda for the assigned division/s. The HRBP will be required to deliver a full suite of HR functions across the HR life cycle in their assigned divisions. The incumbent will also act as a trusted advisor and strategic partner to the executive and management teams in the assigned division while ensuring that the
Human Capital capability is effectively enabled.
WHAT YOU WILL DO
Strategic HR
- Effectively translate the HR strategy across the HR value chain and ensure organisational alignment through tactical plans
- Support the Head: HRBP with designing, developing and implementing innovative, value-added solutions to align with business objectives
- Deliver a full suite of HR functions across HR life cycle by assessing business needs and engaging with HR Centres of Excellence to identify appropriate solutions to help steer business in the right direction.
Organisational Development
- Execute recruitment plans in line with the workforce plan and defined budget and participate in candidate interviews and decision-making processes
- Manage the end-to-end Performance management process including performance contracting, performance reviews, development of PDPs while ensuring that information is submitted timeously
- Provide expert guide to line management on performance management processes, policies and practices
- Manage the end-to-end Talent management processes including proactively identifying key talent and ensuring that talent management strategies are implemented e.g. career discussions with manager, career development plan with clear objectives and goals, provision of mentors etc.
- Manage the end-to-end succession management process for the assigned division, including succession reviews, ensuring adequate bench strengths, conducting skills gap analyses)
- Gain an in-depth knowledge of the business unit’s talent, to actively identify performance gaps, skill gaps, leadership gaps and decreased employee engagement
- Understand RMAs culture and ensure that it is driven, communicated and lived throughout the assigned division
- Institutionalise the change capability within the assigned division by assisting line management with leading and facilitating change.
Ensure Sustainable Employee Engagement
- Facilitate the implementation of engagement surveys
- Engage with management to interpret the results of engagement surveys and advise management on how to improve engagement and sustain engagement levels
- Provide recommendations and implement solutions to motivate, develop and retain employees.
Provide Ongoing HR Business Partnering to management
- Proactively partner with clients to identify strategic issues, workforce planning or organisational design challenges and provide advice and expertise to help develop creative solutions in collaboration with the relevant Centres of Excellence
- Provide expert guidance and general HR thought leadership to management on all HR process across the employee life cycle
- Consult & collaborate with management teams to identify HR initiatives that facilitate the enablement of their teams
- Actively engage with management across all levels to gain an in depth understanding of the business objectives and processes, to ensure that the people related agenda will lend to organisational efficiency, improved people management skills, and a shorter response time for HR.
- Seek integrated solutions for people management issues that link the HR agenda to the business agenda
- Maintain a correct balance between supporting the business to achieve its business objectives and being the voice of HR.
HR Operations Management
- Provide guidance and coaching to line managers and employees on ER related issues by assisting them with correctly interpreting legislation, policies and procedures
- Initiate and participate in disciplinary hearings as and when required
- Assist line managers with implementing fair procedures when dealing with misconduct, poor performance and incapacity and ensure fairness and consistency in application across assigned divisions
- Provide advice and guidance and management on all HC processes and procedures
- Analyse trends and metrics to identify problems in people management areas such as absenteeism, disciplinaries and performance management
- Provide accurate and professional reports and presentations for the management team if and when required.
Reporting
- Analyse trends and metrics to identify problems in people management areas such as absenteeism, disciplinaries and performance management
- Provide accurate and professional reports and presentations for the management team if and when required.
WHAT YOU WILL GET IN RETURN
We offer great opportunities for personal and professional development in a stable company that is 132 years strong. The role comes with a competitive salary package and various benefits. Furthermore, you will be part of a dedicated group of colleagues who value teamwork and collaboration.
Turnaround time
The shortlisting process will only start once the advert due date has been reached. The time taken to complete this process will depend on how far you progress within the recruitment process and the availability of our managers. Kindly note that should you not receive a response within 21 days, please consider your application unsuccessful.
Closing date: 21st October 2026
Our Commitment to transformation:
In accordance with the employment equity plan of Rand Mutual Assurance and its employment equity goals and targets, preference may be given, but is not limited, to candidates from under-represented designated groups.