Human Capital Business Partner – Centurion

Gauteng, Full Time Deadline: Aug 11, 2023

Role Purpose

Collaborate with business in order to execute holistic Human Capital (HC) solutions that empower the business to achieve its strategic objective.


Honour’s Degree in Human Resources or Industrial Psychology.
Bachelor’s Degree in Human Resources or Industrial Psychology.
3-5 years of Human Capital Generalist experience.
Registered Psychometrist Independent Practice (Preferred).

Duties ’ Responsibilities
Implement Human Capital solutions that enable the achievement of business goals and objectives (Internal Process)

Develop partnerships with stakeholders and HC Centres of Excellence (COE) to effectively implement HC solutions.
Provide guidance to stakeholders in aligning business requirements with HC solutions in business plans.
Implement innovative HC solutions aimed at managing organisational change, engaging employees, increase organisational effectiveness and strategic managing talent.
Execute the channel Human Capital operational plan and solutions to ensure that all HC services are delivered within agreed upon timelines, set standards and the relevant MMI frameworks.
Collaborate with Organisational Development (OD) to provide support to implement changes within the business by acting as a change agent.
Provide advice and guidance on HC issues to effectively support the business and manage risk.
Act as custodian and champion of MMI Way HC practices and solutions by creating awareness of these practices and ensuring alignment and implementation of these practices.
Provide guidance and support to stakeholders regarding performance excellence initiatives.
Support the employee journey from start to exit by providing expert advice, facilitating interventions and executing HC solutions aligned at best practice (this may include talent management, induction and onboarding, performance excellence. Industrial relations, employee engagement and exit management)
Use psychometric assessments to contribute to recruitment, career management and talent management interventions.
Collaborate with business leaders to influence the execution of Employment Equity plans, and monitor the progress of the plan through talent management and recruitment practices.
Support line managers in forecasting and planning their talent pipeline requirements in line with business strategy.
Provide integrated talent management solutions that ensure talent is effectively attracted, selected, developed, deployed and retained.
Implement sound employee relations practices and support the resolution of employee relations matters.
Support a business culture that is consistent with the vision, purpose and values of the organisation.
Develop and maintain role profiles to ensure that all roles have an up-to-date profile that reflects the correct outputs and responsibilities in line with MMI’s role profiling framework.
Act as trusted advisor to leaders and employees in the business on HC related issues.
Build and maintain effective business relationships with all key stakeholders and assess HC service delivery by initiating and maintaining regular interactions.
Control the accuracy and integrity of HC data and adhere to HC governance practices.
Conduct root cause analysis of risks and create action plans to mitigate risks.
Compile and submit HC scorecards, monthly reports and other related metrics as required.
Support and participate in the execution of HC projects and interventions.
Partner with HC team in initiating and improving the effective delivery of HC solutions, while integrating and sharing best practices
Keep abreast of trends, legislation and best practices within the HC industry to optimise service delivery.

Engage with clients in a client centric manner (Client Services)

Provide authoritative, expertise and advice to clients and stakeholders.
Build and maintain relationships with clients and internal and external stakeholders.
Make recommendations to improve client service and fair treatment of clients within area of responsibility.
Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service.

Self-management and teamwork (People)

Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.
Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of organisational values.
Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.
Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.
Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.
Effectively manage performance within the team in order to ensure business objectives are achieved.
Encourage innovation, change agility and collaboration within the team.

Contribute to financial controls and planning (Finance)

Contribute to the financial planning process within area.
Identify opportunities to enhance cost effectiveness and increase operational efficiency.
Manage financial and other company resources under your control with due respect.
Provide input into the risk identification processes and communicate recommendations in the appropriate forum.


Stakeholder engagement and management
Earns Trust Through Results
Influencing and Persuading
Recruitment and Onboarding
Change Champion
Growing Talent
Analytical thinking
Outside-in Thinking
Organisational Design and Workforce Planning

Closing Date