HR Business Partner | Real Estate

Overview of the role

To act as a trusted advisor to management on all human capital matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy. In liaison with the Senior HRBP, translate the business strategy into annual action plans resulting in making improvements that are crucial to bring the company into a competitive edge.

What you will do

• Create and support a continuous improvement environment in HR.
• Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.
• Facilitate Talent Reviews and Implement succession plans and retention strategies for key talents. Develop and execute a learning and development plan that equips individuals with necessary skills.
• Coach managers and formulate and implement performance management plans to improve performance or assist with exit from the organisation.
• Play a key role in communicating organisational messages and monitoring feedback per functional area.
• Support implementing the HR strategy by identify training and development initiatives required per functional area and liaise with Learning & Development Manager to ensure appropriate initiatives are delivered.
• Ensure development and training needs of key and high potential staff are identified and delivered.
• Manage ER issues within the business units. Support line managers in creating a culture of employee engagement based upon AFGRE and Group values. Reinforce at all times a culture of performance-focus and diversity.
• Act as an advisor to line managers in order to educate them and minimise risk.
• Ensure compliance with local law and Group policy throughout the employee lifecycle.
• Communicate and implement changes to HR policies and procedures.
• Ensure disciplinary procedure is properly applied before any employee is exited from the business.
• Act as a trusted business partner and coach to managers. Consult and support line managers across the group and ensure their buy-in to all initiatives.
• Focus on measuring the employee engagement and take necessary actions based on output results.
• Act as change agent and facilitate transition.
• Play an active role in assessing MP requirements, prepare and review MP budgets and forecast.
• Ensure annual manpower budgeting exercise is conducted accurately and efficiently.
• Asses and analyses the business need prior to advertisement stage by gathering information about the nature of the job; the contents, the purpose, the efficiencies within the concerned dept, the output required and how the role would fit into the overall objective of the organization.
• Support line managers in the design of the job profile, technical assessment and interview questionnaire.
• Conduct competency based panel interviews with line managers.
• To ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance. Ensure compliance with laws, regulations and other requirements.
• To ensure that Emiritization focus is maintained and diversification goals are reinforced and achieved.
• Reinforce the communication and use of company values
• Work with the Group HR specialists to ensure best HR practices and to deliver HR initiatives into the business.
• Diversification of MP.
• Effective delivery of people management on a \'matrix\' management basis
• Contribution to HR strategy and corporate HR policy development.
• Professional representation of HR in dealings with directorate managers and stakeholders
• Thorough thought process and solutions to complex people management matters

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