HRBP Lead

Key Performance Objectives Recruitment Induction and Comprehensive Onboarding plans Talent Management & Organisational Development Human Resources Operations and Legislative Compliance Performance Management Key Roles & Responsibilities Service Delivery The HRBP Lead is responsible for proactively supporting all aspects of strategic and tactical HR support. This includes providing strategic and operational HR advice, coaching, development and support to the functional businesses; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues. The HRBP Lead will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, advice related to policies/processes, career development, coaching, talent management and change management. The HRBP Lead understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes. Ensure alignment of Human Resources plans to divisional strategy and objectives Use analytics, data and trends to diagnose management issues and guide management teams and employees on fit for purpose solutions Support the division in the achievement of BBBEE goals Business Results Facilitate and support business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team. Employee Engagement and Culture The HRBP Lead will partner with the business unit leaders to ensure that employees are treated in an equitable and consistent manner and Company policies and practices. Find the right balance between the business needs and employee advocacy. Provide consultation to managers on employee engagement strategies with their teams. Support company culture by diagnosing current and desired states, gaps and actions Support business in driving and communicating culture surveys and relevant actions Technical Support Performance Management Support the PDP process to ensure PDPs are completed for all employees and within defined timeframes and completion standards Identify and address performance management training and support requirements Support employee engagement strategies in response to business needs and employee survey feedback. Partner with management to ensure proactive and effective performance management and follow through. Manages required employee relations investigations and other sensitive employee matters. Workforce Planning Assist business unit with determining skills needed to achieve optimal results; providing leadership in helping organizations develop their employees, facilitate succession planning and acquire top talent; conduct organizational effectiveness assessments and design workforce models that build organizational capability. Recognize industry trends and applying/creating "best practice" solutions. Effectively administer the performance management process, including: compensation planning, calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that employee have objective plans. Coaching Provide guidance and coaching to business unit management that will enable them to be more successful as they lead their teams. Demonstrate the ability to challenge appropriately. Talent and Organizational Development Implement the LNSA talent strategy by driving talent attraction, development and retention plans for the divisions Support managers to develop and lift employee capability in line with organisational and department requirements Support communication of Talent and OD initiatives throughout the business & ensure adherence to the Talent calender Support the Pesonal Development Process (PDP) to ensure PDPs are completed for all employees and within defined timeframes and completion standards Identify and address performance management training and support requirements Partnering with Talent Management to deliver talent management practices that attract and develop high-potential, diverse talent for the business unit. Employee & Team Customer Relationship Building Organization Capability Partner with business leaders to understand current and future skill and capability needs. Develop and link key competencies to all HR functions and tools including job requirements, selection systems, development programs and evaluation tools. In conjunction with Talent Acquisition, partner on recruiting and attraction strategies, executing these plans in local areas. Assist with retention strategies for key talent. Support the development of employees through the execution of succession planning and talent review. Qualifications & Experience Minimum of a Bachelor’s degree (or equivalent) in Human Resources Management Relevant Honours or Master's Degree preferred Minimum 5 to 7 years’ working experience in generalist HR and HR Business Partner positions Understanding of employment law, occupational health & safety and labour relations Experience managing a team Experience working with in matrix Strong influencing skills Experience managing succession planning Experience in talent management Experience in compensation Experience in employee relations Experience in employee engagement Internal Interactions Directors and Managers Employees LNSA HR Director LN Centres of Excellence External Interactions SETAs (Sector Education Training Authorities) HR Service Providers, Consultants and Auditors Company Attorneys and Advisers CCMA LexisNexis, a division of RELX Group, is an equal opportunity employer: qualified applicants are considered for and treated during employment without regard to race, color, creed, religion, sex, national origin, citizenship status, disability status, protected veteran status, age, marital status, sexual orientation, gender identity, genetic information, or any other characteristic protected by law. 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