Key Responsibilities:
* Interpreting, implementing, and communicating the People & Culture strategic direction to assist in integrating the people operating plan with business unit strategy.
* Create an annual People & Culture operating plan for the business unit on the stated purpose and direction of the business and People strategy.
* Work with the business unit leaders to identify key trends, shifts or issues relating to people that impact strategy delivery.
* Contribute constructively to strategic sessions and discussions, providing input from a position of business knowledge.
* Provide support to Senior Leaders on people and organisational development issues.
* Conduct organisational diagnosis and facilitate organisational design output and advise on operating model and structural design across the business with expert guidance from the Organisational Development and Effectiveness: CoE.
* Actively build relationships and networks with business leaders (including internal and external stakeholders) to gain understanding and operational impacts.
* Guiding and advising leaders on key people management principles and processes.
* Serve as a liaison between Centres of Excellence functions and business.
* Drive optimal service delivery by ensuring collaborative relationships between various functional areas within the Business Unit and People function.
* Influence line managers to champion Employment Equity initiatives and compliance in the business.
* Participate in the EE Committee and ensure compliance to the EE Act.
* Support leadership in driving and enhancing performance measures (performance targets, IDPs, etc.).
* Align necessary learning and development initiatives to business strategy and identified business outputs.
* Influence and translate the Business Unit talent management requirements.
* Validate the talent bench strength with Line for meaningful succession and capability planning.
* Partner with Senior Leaders in delivering senior appointments within their functional area/s.
* Drive change management with key business roll-out initiatives.
* Drive Employee Value Proposition by ensuring they are embedded in People & Culture practices and policies.
* Build and manage healthy and effective relationships with the workforce and Union.
* Prepare and ensure the Business Unit People & Culture budget is utilised within the allocated budget provisions.
* Collate and co-ordinate the quarterly and monthly reports to the Head: People & Culture and Managing Director of a Business Unit.
* Effectively and timeously analyse, interpret, and report on necessary HR data and information.
* Ensure data integrity of people data within the business unit.
* Continuously monitor People practices at the Business level.
* Lead by sound performance management and transformational leadership practices.
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