Strategic Alignment - Ensure alignment of HC plans, projects and initiatives with business needs and objectives through effective business partnering with line management;  Provide people management solutions  to meet  business needs and resolve issues;  Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence;  Advise line managers on people management practices that promote the creation of an environment that emphasises collaboration, performance and the achievement of objectives;  Use the integrated annual HC plans as a context for effective implementation of people management processes to support the achievement of Human Capital objectives.

 HC Service Delivery - Partner with the  HCBP to deliver comprehensive HC services within the designated business units  while ensuring compliance with HC governance and relevant legislation;  Implement HC policies and processes 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;  Provide guidance to employees on HC policy interpretation and application;  Provide daily support to business and employees across all HC processes;  Execute and facilitate the recruitment, selection and placement process to ensure acquisition of the required skills in line with business needs within optimal turnaround times;  Ensure effective personnel administration by maintaining employee data and ensuring accuracy of management and staff records, statistics and information from employee engagement to exit;  Partner with the  HCBP for execution of relevant Human Capital projects;  Provide input on business unit restructuring, workforce planning, and succession planning as required;  Check the payroll data in respect of employees in the designated business units on an ongoing basis to ensure the accuracy of leave, salaries and bonuses prior to each monthly pay run;  Monitor employee time and attendance, and ensure reporting and effective management of absenteeism;  Coordinate the implementation of talent retention plans and programmes within the designated business unit;  Monitor absenteeism, disciplinaries and grievances,  employee morale, and report/escalate to the HC Business Partner;  Drive delivery of the required HC projects/initiatives within the business unit  within approved time, cost, and quality requirements;  Utilise data analytics and metrics to inform the development of required solutions, programs and initiatives in partnership with the HC Business Partner;  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 projects action plans, and plan and monitor implementation of projects in partnership with line management;  Ensure effective resolution of issues, and escalate when required.

 High Performance Culture -Support line managers in the effective application of the performance management process to support the achievement of individual, team and business unit  performance objectives;  Partner with ER /Wellness/ Transformation to ensure positive labour relations and a stable work environment within the business units;  Promote the creation of a culture and work environment within the business unit that are conducive to  productive, collaborative 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 in developing and implementing interventions aimed at establishing a positive employer-employee relationship, boosting employee morale and motivation.

 Organisational Effectiveness and Change Management - Participate in the evaluation and monitoring of training programs within the business unit  to ensure their efficacy in supporting individual performance;  Support the implementation of the Employee Value Proposition (EVP) to facilitate the creation of a ‘Great Place to Work;  Support the development and implementation of plans to effect required change as per HC’s transformation/ change management agenda;  Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention;  Partner with operational management to ensure organisational norms and values are integrated into the operation and ways of working in the region. 

 Stakeholder Relations Management – Develop sound relationships and build rapport with line management and employees; Ensure regular engagement and communication with line management, employees and other relevant stakeholders;  Build, manage and maintain sound relationships with all relevant internal and external parties to support collaboration;  Maintain relevant structures for effective engagement with stakeholders.

Governance, Risk Management, Compliance and Reporting - Ensure compliance with HC policies, processes, and legislation, and escalate non-compliance to the HC Business Partner;  Implement all HC-related governance and controls to ensure no material audit findings;  Communicate to, and train all relevant users on Human Capital policies and processes;  Identify and report key HC risks to the HC Business Partner, and support the development of effective mitigating plans and actions in collaboration with line management to avoid or minimise such risk;  Maintain the HC Business Partnership risk log for the designated business unit;  Compile and submit reports required to ensure compliance.