Strategic Alignment  - Ensure alignment of HC processes, plans and initiatives with business needs and objectives in collaboration with HC leadership. Partner with line managers to ensure effective integration of people strategies with regional business strategies;  Manage and ensure regional HC strategies with clear initiatives and measures aligned to HC and regional business objectives. Compile action plans to deliver regional HC business objectives;  Use the integrated annual HC plans as a context for effective implementation of people management processes to support the achievement of business objectives;  Craft people solutions to address business problems through an understanding of the business context and through insight into the effective integration of HC with business needs;  Identify strategic and operational business risks such as the potential loss of key talent, leadership issues, absenteeism, and develop and implement mitigating plans and actions in collaboration with the Head of Business Partnership;  Develop and implement effective people solutions to meet regional business needs;  Coach and advise line managers on people management issues and promote the creation of an environment that emphasises collaboration, performance, and the achievement of objectives;  Contribute to HC thought leadership and the enhancement of Human Capital’s profile within the business.

 Service Delivery - Deliver comprehensive and professional HC services within the designated region to support the achievement of business objectives while ensuring compliance with HC governance and relevant legislation; Provide guidance on policy interpretation and application;  Implement HC policies, processes, and practices, and ensure that line managers are well informed. Play a key role in ensuring coherent implementation of HC plans and processes across the designated region;  Communicate and advise on HR systems, processes, policies, and plans, and ensure effective application thereof in the workplace;  Champion HC service delivery excellence in the execution of recruitment, performance management, talent management and other HC processes;  Oversee and monitor that HC Consultants check payroll data in respect of their designated areas on an ongoing basis to ensure the accuracy of  leave, salaries and bonuses before these are paid  and to ensure effective management and reporting of absenteeism;  Identify, manage and report strategic and operational business risks such as the potential loss of key talent, leadership issues, absenteeism, etc, and develop and implement appropriate mitigation in collaboration with relevant stakeholders;  Ensure effective resolution of issues, and escalate when required;  Lead core HR processes across products (performance calibration, compensation cycle, promotions);  Analyse and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making;  Facilitate recruitment, selection, and placement process to ensure acquisition of the required skills in line with business needs and ensure optimal turnaround times and effective delivery against business needs;  Lead and manage the implementation of talent retention plans and programmes within the designated region;  Craft people solutions to address business problems through an understanding of the business context and the integration of HC with business needs and requirements;  Monitor absenteeism, disciplinaries and grievances and employee morale, and report/escalate to the Head of HC Business Partnership and the Chief HC Officer;  Drive delivery of the required HC projects/initiatives within the regions within approved time, cost, and quality requirements;  Provide daily HC support to business and employees across all HC processes;  Implement and manage effective measures to assess the impact and efficacy of HC projects/ initiatives as well as areas requiring improvement;  Utilise data analytics and metrics to inform the development of required solutions, programs, and initiatives in partnership with the Head of HC Business Partnership;  Educate managers and employees on HC practices, including compensation, performance feedback, performance calibration, and career development and transitions;  Provide inputs and guidance on HC requirements for business project action plans, and plan and monitor implementation of projects in partnership with line management.

 High Performance Culture - Partner with the key HC process owners on the implementation of relevant initiatives to support sound employee relations and a positive climate which are conducive to a productive work environment and the achievement of objectives;  Support line managers in the effective application of the performance management process to achieve individual, team and regional performance objectives;  Promote the creation of a culture and work environment within regional operations that are conducive to collaborative, productive, and safe operations;           Provide day-to-day guidance on performance management to line management in the form of coaching and counselling;  Ensure adherence to the approved performance management calendar;  Collaborate with line management to develop and implement interventions aimed at establishing a positive employer-employee relationship and promoting a high level of employee morale and motivation.

 Organisational Effectiveness and Change Management - Drive the integration of organisational values with the ways of working in the designated region;  Support the implementation of the Employee Value Proposition (EVP) to facilitate the creation of a ‘Great Place to Work;  Act as coach and a trusted business advisor to influence management in the areas of organizational effectiveness, change management and capacity building;  Support the development and implementation of plans to effect required change as per HC’s transformation/ change management agenda;  Manage the execution of the business case for change against agreed metrics;  Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention;  Proactively “feel the pulse” of the region and feed information through to management for appropriate action;  Provide guidance and input on business unit restructuring, workforce planning and succession planning;  Participate in the evaluation and monitoring of training programs within the region to ensure their efficacy in supporting individual performance.

Stakeholder Relations Management - Communicate with all key stakeholders continually, engage consistently, establish mutually beneficial agreements, and ensure that obligations are honoured;  Develop sound relationships and build rapport with line management and employees;  Build, manage and maintain sound relationships with all relevant internal and external parties to support collaboration;  Ensure regular engagement and communication with line management and relevant stakeholders;  Establish and manage all relevant structures for effective engagement with relevant stakeholders.

Governance, Risk Management, Compliance and Reporting - Ensure compliance with HR policies, processes, and legislation, and escalate consistent non-compliance to HC leadership;  Monitor and ensure compliance with the ATNS regulatory framework;  Ensure that all HC-related governance and controls are effectively implemented with no material audit findings;  Ensure communication and training of all relevant users on HC governance requirements;  Identify key HC risks and develop effective mitigating plans and actions in collaboration with line management to avoid or minimise such risk;  Develop and manage effective implementation of the HC Business Partnership risk log for the region;  Report/ raise identified regional HC risks in the appropriate forums;  Ensure timely compilation and submission of all required reports (internal and external) to ensure compliance.

People Management - Manage employees in accordance with HC policies and processes;  Coach, mentor, and ensure the development of HC Consultants to enable superior service delivery and to facilitate their establishment as ‘trusted advisors’ to line;  Manage performance by promoting high levels of discipline and performance standards to achieve required performance targets and objectives. 

Financial Management - Manage expenditure in line with business priorities and objectives and within set financial parameters;  Provide input into the development of the HC Business Partnership budget;  Ensure efficient utilisation of the approved budget;  Manage the costs involved while maintaining quality of service;  Compile and provide required reports on utilisation of the budget;  Identify and prevent irregular and fruitless and wasteful expenditure;  Provide the required supporting documents to enable effective auditing process.

• HR generalist is required with a minimum of 6 years of progressive human resource management experience with a strong background in business partnering in a complex environment.