Are you based in the United States? Select your country to see jobs specific to your location.Human Resources Business Partner VereenigingThe key reason for the existence of this role:Plan, organize, and implement operational strategies, interventions and programs aimed at the optimisation of human capital in respect of the Mill operations and,This role supports the strategy by:HR is critical to the achievement of the operational excellence strategy in terms of creating an environment that attracts and retains talent, optimises performance and minimises people risk.Key strategic integration roles are:Implement HR strategy aligned to Mill operations.Ensures consistency of HR application, and economies of scale in the Mill HR operation.In conjunction with the Mill management and the HRM ops, determines local plant level HR plans and KPI's.Supports and implements strategic HR initiatives at plant level.Communicates for awareness and buy-in to organisational change.Drives the employee value proposition at Mill levelDrive strategic and continuous improvement initiatives at all levels and function such as, SHEQ, BBEEE and EE, Change Management, OD and Competency management.This role interacts with the following key people:Mill Management Teams - HR Centre of ExcellenceHR Director - HRM OpsLabour (the union)Mill employeesQuality (SHEQ)FinanceThe key outputs this role contributes to the business:Manages the Mill's HR budget together with the HRM Ops and Mill management.Aligns HR measures at Mill level and drives to achieve them to increase performance and decrease cost and riskPeopleCommunicate and engage with all levels of employees to build engagement and commitment.Works with SS Admin, Ops HR team and Ops HRM to ensure efficient HR service deliveryBusiness ProcessesImplements HR strategy, policies, procedures and practices with agreed Mill objectives and plans.Liaise with HRM Ops and support, facilitate and guide Mill management in human capital decision making, organizational dynamics, team development and employee relations,Drive & support implementation of key HR processes at mill level including: Strategic skills planning, Recruitment and Selection, Induction, Compensation and Benefits, Performance Mgt, Competency Management, Talent Mgt, Employment equity and Employee relations (see HR processes)Translate, implement and manage HR projects at mill level.CustomersPartner and build relationships with mill management teams for co-ordinated and streamlined delivery of HR service and to address and support line in dealing with HR issues.Ensure HR is viewed by key stakeholders as a value adding business partnerSustainabilityAssist line management in driving strategies to ensure compliance with safety, health, environment and community legislation and policies.4. Leadership & Technical CompetenciesCore CompetenciesInspires culture and valuesProblem solvingTeam leadershipAccountabilityOperational ExcellenceCustomer FocusBusiness and financial acumenCritical thinking - Governance and risk managementPerformance managementResults focused - Project managementImpact and influenceCommunication and knowledge managementRelationship buildingEmpowerment - Personal masteryCourageous conversationsFlexibilityRecruitment and SelectionPerformance ManagementTalent ManagementEmployee RelationsChange ManagementStrategic HR PlanningOrganisational & Culture DevelopmentHR Monitoring, Evaluation and ReportingEmployment EquityHuman Resource Information Management6. Role sizeThe role size includes:Rand measuresBudget responsible for:Mill specific HR budgetUnit measuresPeople measuresGeneralHR structure currently under review, and could move to less direct reports due to centralisation of certain functions.The incumbent will also contribute significantly to overall HR strategic direction in terms of HR structure, function, roles and responsibilities.ROLE INPUTS AND COMPETENCEQualifications, Knowledge, Experience and Other RequirementsQualificationsA relevant tertiary qualification in Human Resources Management or Industrial Psychology.Registration with SABBP as an HR Practitioner or other relevant registrationKnowledgeUnderstanding of all relevant labour legislation (LRA, BCEA, SDA, EEA, OHSA)Knowledge of and ability to implement best practice HR systems and operations.SAP HR functionality.Experience5 years HR experienceExperience in an industrial manufacturing environment is essential.Experience with managing more than one business area or plantExperience in partnering with line management to promote HR as a value adding business partner.Strong driver and implementerAbility to work flexible hours, possess the ability to relocate.Ability to adjust to multiple demands, shifting work priorities, ambiguity, adversity and change.Role ComplexityThe complexity in this role includes:Provide HR support in a dynamic and collaborative Milling environmentProviding direction, support, coaching, and corrective action to typically union wage operators across different shifts.Understand all collective bargaining agreements and possess the courage and sense of fairness necessary to enforce the plant rules and policies while promoting positive employee relations through effective conflict management and issue resolution.Determine HR operational needs and adjust staffing to meet business needs while minimizing costs. Track departmental budget and as applicable take appropriate actions to ensure that departmental budget goals are achieved.Successfully work with key customers and stakeholders to achieve department and broader business goals.The number of jobs in each salary range for all:#J-18808-Ljbffr