|Company||Blue Label Distribution|
|Location||Sandton, Gauteng, South Africa|
At Blue Label Distribution, our brand philosophy is that we can create and distribute anything that is able to be digitized. Our Blu-approved brand is the face of our service offering and is underpinned by a world-class technology platform for both online and offline commerce. With a point of sale network of approximately 150 000 devices, we provide a distribution footprint across all income groups. 85% of our income comes from merchants in the informal sector
|Job Functions||Human Resources|
The primary focus of the role is to be a trusted strategic partner to business that ensures effective management and enablement of human resources. Responsible for working within the Operation to shape and influence the People Agenda.
Partner with and provide strategic and insightful Human Capital expertise to business leaders on all people-related subjects.
Act as the primary HC contact for the respective operations.
Coach and develop senior leaders on a number of HC business-wide initiatives, including cultural change programmes and engagement strategies.
Assess, evaluate and develop the right skills in the right places across the business, facilitating strategies to fill gaps where needed.
Evaluate and build business capability through facilitating talent management, succession and resource planning.
Adopt a highly strategic and proactive role (e.g. partnering the business to outline organisational objectives) instead of an operational role
Champion and implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
Input into the business strategy and organisation design to ensure that structures, roles and responsibilities and enable delivery
Information and Business Advice
Provide specialist guidance on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others.
Lead relevant HC related projects in the respective operation working with members of the wider HC team (e.g. operations roll out of a new policy or process).
Inspire business leaders within the operation to deliver HC transformation of their area, aligning ways of working to create a high-performance people culture.
Partner with, consult with and influence the line management on people needs to enable delivery of business targets
Employee Relations Case Management
Investigate, and propose solutions for, complex ER cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines. Support managers at Disciplinary Enquiries. Represent the operation at CCMA
Governance and Risk
Input into business operations risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.
Provide feedback to the relevant stakeholders within Group HC to initiate improvement projects that will increase profits or protect against risks in the function.
Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
Work closely with Group Head of Human Capital, fellow HCBP’s and the HC leadership team to continuously monitor and identify opportunities for improvement in the efficiency and quality of HC services; provide business feedback to appropriate HC governance forums.
Engage line management to advocate and demonstrate compliance with HC policy and champion interventions.
Partner with the Talent Acquisition team to support attracting and selecting talent
Partner with HRBPs to project manage and execute talent practices and other key initiatives
Drives performance management and talent management to improve organizational effectiveness and employee capabilities. This includes talent reviews, performance improvement plans, discipline, attrition management and appropriate staffing.
Drives culture change, as agreed upon with management team, which supports and fosters growth of organizational capability and performance.
Contribute towards the assessment, evaluation and development of the right skills in the right place across the business unit, facilitating strategies to fill gaps where needed.
Partners with Talent Acquisition and Human Capital Officers to process employment transactions (hires, transfers, promotions etc.)
Drive transformation through providing support and guidance on talent acquisition and administrative components.
Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.
Through effective inspirational leadership, facilitate the creation of accountable, full service teams who understand and strive to meet the needs of all stakeholders.
Role model behavior and motivate team members in line with the core values.
Take full responsibility for performance of all direct reports, motivating and managing them in relation to quality standards and agreed benchmarks and objectives, focusing on all aspects of sound people management.
Provide support and guidance on career path planning, on-the-job training, coaching and mentoring to direct reports.
Develop, promote and direct the implementation of equal opportunities policies in all aspects of the company’s work.
Communicate and maintain trust relationships with shareholders, business partners and authorities.
Build a culture of respect and understanding across the organisation
Recognise outcomes which resulted from effective collaboration between teams
Build co-operation and overcome barriers to information sharing, communication and collaboration across the organisation
Facilitate opportunities to engage and collaborate with external stakeholders to develop joint solutions
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
Holds self and others accountable to meet commitments.
Creates a climate where people are motivated to do their best to help the organization achieve its objectives.
Handles conflict situations effectively, with a minimum of noise.
Builds partnerships and works collaboratively with others to meet shared objectives.
Plans and prioritizes work to meet commitments aligned with organizational goals.
Rebounds from setbacks and adversity when facing difficult situations.
Anticipates and balances the needs of multiple stakeholders.
Actively seeks new ways to grow and be challenged using both formal and informal development channels.
Applies knowledge of business and the marketplace to advance the organization's goals.
Have fun and find purpose
Demonstrate honesty and integrity
Strive for customer centricity
Be both agile and entrepreneurial
Develop our people for long term success
Be an agent of change
Develops people to meet both their career goals and the organization's goals.
Postgraduate qualification in Human Resources, Industrial and Organisational
Psychology or related field
6+ years progressive experience as a HR Business Partner, HR Manager or similar role
Experience of supervising and directing people and other resources to achieve specific end results within limited timeframes
|Job Closing Date||28/01/2022|