HR Business Partner, Other, Cape Town, HR Business Partner  consultant with flexi work offices.

An HR Consultancy firm is seeking a customer orientated individual with strong collaborating and influencing capabilities to join our People Function/Talent team and be responsible for creating talent interventions to support a performance-based culture, employee engagement, competency development and drive a successful end-to-end execution of business Talent Management strategies. You will be responsible for the customisation, delivery and continuous improvement of Organisation Development (OD), recruitment and performance solutions.

Being a consultant, you will be working from clients offices, from home and from the companys office.

Key Performance Areas: HR Administration, Monthly payroll, Annual EE reporting, Annual Seta reporting, Strategic impact, Provide support to management in the implementation of change initiatives. Plan, implement and evaluate HR initiatives that support the business units in achieving its strategic objectives.

Operational Effectiveness, Proactively identify technical problems that arise that may affect delivery and propose resolutions to address these Absenteeism management. Assist in improving operating structures and process improvement and development of new processes to optimise workflows and make operations more efficient.

Talent management Support leadership and business with strategic staffing, including manpower planning, talent inventory, and succession planning Assist with high potential identification and development planning. Assist with the development and management of an Accelerated Development programme. Conduct Psychometric assessments and Assessment Centres as part of recruitment, development and team dynamic interventions.

Design Assessment Centre batteries as part of recruitment and development. Ensure up to date role profiles. Assist with linking roles to job grades and to salary bands. Ensure all recruitment practices realise the talent profile requirements of the business. Drive the embedding of the employee experience across the employee lifecycle including onboarding, development, retention, engagement, off-boarding and alumni management.

Execute the performance review cycle on an annual basis. Manage poor performance process and probationary reviews. Define work group and individual performance needs and develop value-added programmes and interventions. Improve hiring manager's talent management capabilities and help them get the most out of their talent pool. The includes continuous conversations about internal talent optimization.

Drive implementation of effective retention strategies for business succession pipeline and long-term career development plans for talented staff.

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