RESPONSIBILITIES Partner with all Human Resource functions to achieve HR goals, and business objectives Create and develop a partnership role with line management Implement and monitor the application of Human Resource policies and procedures Address any deviations from established policies and procedures Utilise opportunities to effectively communicate and upskill line managers and employees on company policies and procedures Identify gaps in current policies and procedures and forward recommendations to line manager Review structures in allocated business areas and develop organisation design proposals that support the delivery of business objectives Guide and coach line managers on ways of working that support change initiatives, performance management, development, employee relations and people retention Implement change management processes and facilitate the successful implementation of change projects, including coaching and guiding line management and employees in their practical application Support, drive and embed the desired culture and values in all business areas Develop and support a learning environment Manage and provide guidance on the implementation and application of the performance management system including preparation for goals setting, development plans and reviews Effectively and efficiently manage employee relations processes and procedures Ensure that Employee Relations (misconduct, incapacity, and grievance) processes and procedures, are effectively, timeously, and fairly implemented Implement and provide guidance on career paths, talent management and succession planning Partner with line managers and the Learning and Development Department to identify required learning interventions including but not limited to on-the-job training, coaching, formal learning interventions, workshops, on-line training, practical work experience and care taking opportunities Identify return on investment (ROI) for learning interventions and apply them to the relevant performance management process Partner with line managers and the Recruitment Department to meet Service Level Agreement responsibilities Ensure that role profiles are up to date, changes are approved though the required process and version control is maintained Provide input to appropriate assessment and selection tools

Grade 12 or equivalent qualification is required
A three-year tertiary qualification in Human Resource Management or related qualification is required
Driver’s license: Code 8 is required
A minimum of 3 years working experience is required
Experience in a retail or related environment is an advantage
Demonstrated experience in all HR functional areas including recruitment, employee relations, performance management, payroll, employee retention, and remuneration and benefits is required
Knowledge of relevant legislation and HR practices is required
Hands on experience with Human Resources Management software including payroll systems is required