Job Details

Job Description

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Job Summary

The PF Business Partner Support assists as a strategic enabler for their assigned business function.
• To support the implementation and development of the overall People strategy for their assigned business unit/function (BU) ensuring PF delivers commercial, add value PF solutions that are truly aligned to the overall business strategy
• To provide strategic insight and challenge to their business to ensure high performance is achieved within their business uni

Job Description

• Assists in the aligns business strategy to HR strategy and operationalizes it .
• Able to prioritise, manage and facilitate people solutions for delivery of BU strategies
• Coach to Line Manager on handling of People/ Workday matters . Effectively communicate changes as required from time to time .
• Assess manpower needs for business unit together with business function heads
• Assist in the development of appropriate people plans , capability and resources to deliver on  BU strategy .
• Co-ordinate and manage the  recruitment needs of business units
• Support in shortlisting for internal / external job applications within the HR governance requirements
• Assess candidates’ suitability for specific roles and conduct recruitment interviews as agreed.
• Monitor vacancies and the speed of execution of the  recruitment process
• Proactively explore channels and processes to build diverse pools of talent .
• Educate and support Line Managers on use of Workday.
• Monitor and manage candidate experience on onboarding and off boarding to ensure a good experience .
• Upskill line management on the resourcing process , the appropriate implementation and usage of competency based interviewing .
• Ensure adherance to the resourcing policy and governance requirements .
• Monitor , intract and respond to candidates , buildng sustainable relationships, setting and managing expectations , identifying and resolving the root cause of any issues and escalating as required .
• Maintain effective communication channels with staff representatives within the function including the Union representatives.
• Ensure all issues raised through the representatives and staff in general are actioned, in conjunction with the Senior HRBP.
• Plan, communicate and coordinate the cascade of the Colleague Experience Survey for the function.
• Develop an Action plan emanating from the Colleague Experience Survey and drive follow through of the Action plans.
• Develop and execute an Employee Engagement plan for the function.
• Educate Line Managers to enhance their skills in Managing ER in their environment.
• Liaise with line managers to ensure consistency of disciplinary procedures in the functions.
• When required and in liaison with the Senior HRBP arrange for capability / disciplinary hearings for colleagues in your respective functions.
• Communicate disciplinary and capability decisions to line managers and ensure proper implementation of actions.
• Implements the talent agenda in liaison with the Line Managers to ensure a cohesive approach from acquisition, development and retention.
• Together with the Function Head, ensure formal succession plans are in place for all critical roles, appropriate bench strength is in place and these are periodically reviewed and challenged to ensure future organization needs are addressed.
• Facilitate the execution and tracking of the actions arising from the PDP to maximize talent development and enhance the talent pipeline.
• Coordinate the identification of training needs to support talent development.
• Ensure learning and development priorities aligned to business strategy of the function are delivered.
• Ensure employees at all levels have the opportunity to develop their skills, knowledge and experiences and are motivated to grow and perform.
• Support the development of employees in the respective functions, facilitating the identification of their learning needs and ensuring they have access to appropriate LLT interventions.
• Ensure key capability requirements for short, medium and long term are in line with strategy and current levels.
• Encourage leaders to develop mentoring and coaching relationships with key talent.
• Proactively sensitize and support leaders in implementing and anchoring Performance Management.
• Coach leaders and managers to ensure all the MyContribution processes are applied in the right spirit, reflecting the underpinning principles in order to shape a high performing culture.
• Facilitate Quarterly reviews, consistency and end year assessments.
• Continuously reinforce the bank’s focus on the performance management process in conversations with line managers.
• Track poor performance, the Back on Track process for colleagues and consequence management.
• Accountable for strategic HR initiatives within the function to create a high performance culture.
• Use KPI data to challenge the business to improve performance levels.
• Challenge business to achieve improvements by making a strong business case for change.
• Participate in your customers decision making processes to help build change and superior performance.
• Obtain updates from Line Managers to understand the business unit’s performance during the year to ensure that objectives are updated by employees as they take up new roles and accordingly achieve intended outcomes.
• Coach leaders to resolve performance issues.
• Ensure regular reviews are conducted in such a way that coaching and feedback build performance and engagement.

Education

Higher Diplomas: Human and Social Studies (Required)