nthabiseng thamae thamae

TYPE OF COMPANY : Banking CITY / TOWN : Bethlehem PERIOD OF EMPLOYMENT : 01 March 2020 to Current POSITION HELD : People & Culture Business Partner REMUNERATION : R 580 000 ctc Annually
JOB DESCRIPTION
• Guide workforce and organisational planning: Yes
• Monitor and support the resourcing / recruitment of the business area: Yes
• Support and advise line managers throughout the employee life cycle: Yes
• Support reward and performance management processes: Yes
• Develop talent and capability: Yes
• Provide human capital business intelligence: Yes
• Weekly / Monthly reporting: Yes monthly
• Provide input into the operational and strategic planning in the business area by providing a view on the strategic priorities that have been identified for Human Capital at a group and business line level.
• Analyse the impact of internal (projects, systems, process, structure) changes as well as external (market dynamics, labour issues, regulatory changes, union involvement) on the
people in the business area. Ensure that the business is adequately prepared to deal with the people impacts. Create and drive the implementation of transition plans
• As part of engaging with employees across the business, identify potential opportunities for employees to move to other areas and arrange interaction with resourcing teams where appropriate.
• Continuously engage with employees and line managers in the business unit to determine the level of engagement. Identify areas of concern and address with the business unit's leadership.
• Advise line managers on effective goal setting for their employees. Review a sample of performance contracts during each performance cycle with a focus on those prepared by new line managers. Provide feedback to line managers on areas for improvement. Facilitate goal setting sessions where required.
• Coordinate and preside over performance moderation exercises. Advise line on the appropriate performance distribution given their business unit performance.
• Ensure a thorough understanding of all Human Capital processes and policies. Guide line managers across the business on how to interpret and apply the requirements and what the business benefits are of doing so.
• Proactively brief line managers at the start of major events in Human Capital calendar (for example when the annual remuneration process starts).
• Act as the change champion for improvements in Human Capital processes and systems by explaining the benefits to line managers. Call on support from the group teams in the change management process if needed.
• Engage with line managers to determine which people metrics they require for decision making. Aggregate and consolidate the demands and feed into the business intelligence team.
• Conduct detailed trend analysis on metrics and indicators to create a proactive view of emerging risks in the business area. Provide a summary view to the business together with potential mitigation plans.
• Review and understand the services provided by PeopleFirst. Encourage line managers and employees to use their services.
• Ensure that change requests are logged for any changes to be affected.
• Ensure a personal deep understanding of the capability that exists on the Human Capital systems (SAP and PeopleFluent). Encourage business users to use all the available functionality

REASON FOR LEAVING : Want to be closer to family
C. WORKING EXPERIENCE