Senior People and Culture Business Partner

BDO South Africa

Gauteng, South Africa


Jul 23

BDOs global organisation extends across 167 countries and territories, with 88,120 people working out of 1,617 offices and were all working towards one goal: to provide our clients with exceptional service. Our firms across the organisation cooperate closely and comply with consistent operating principles and quality standards. At BDO, we believe in investing in our people to help them grow, both professionally and personally. The foundation of our business is strong relationship, with colleagues, clients and other stakeholders and we work hard every day to make this a reality. Our commitment is to create unlimited growth by giving our people continuous opportunities. BDO South Africa has a vacancy for a Senior People and Culture (P&C) Business Partner for our Johannesburg Office. If you are qualified and have demonstrated experience in a similar role, we would love to hear from you. The Senior People & Culture (P&C) Business Partner manages, supports, co-ordinates and administers all P&C functions to internal customers. She/He also provides consulting, advice, coaching, guidance and direction to leaders, line managers and employees in respect of all people management processes, policies and procedures in order to support the businesss vision, mission and overall objectives.She/He is also tasked with ensuring alignment between the business operations and P&C practices and objectives as well as with implementing all national P&C projects within the allocated service line.This position holds the responsibility and the accountability towards the National Head of People and Culture with the purpose of maximising the strategic implementation and maintenance of People & Culture. Main Responsibilities and Duties:Build strategic partnerships with the allocated service line and service providers.Work in partnership with business leaders, key stakeholders and P&C colleagues to shape, develop and deliver HR plans and solutions in line with the needs and priorities of the businessContribute to the business strategy by helping business leaders to identify, prioritise, and build organisational capabilities, behaviours, structures, and processes Support the implementation of the companys people plans by pro-actively working with staff and line managers to develop a culture of responsibility and accountability for front line human resources management and embed a performance culture.Initiate and manage P&C Projects required for the business unit.Assist in the integration of new employees into the Service LineOversee the onboarding and probation process.Ensure that the probation timeline is adhered to and properly closed off.Provide ongoing support to business leaders:Provide professional People and Culture services and support across the entire employee life cycle Assist Business Leaders on the day to day management of people mattersAct as the senior point of contact and subject matter expert on all P&C matters and projectsRecruitment/Talent Sourcing Design, develop, and execute full cycle recruitment plans and talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talents that will further drive the achievement of staffing goals as well as the businesss overall objectives.Develop and execute workforce plans and provide exceptional candidate experience and build and maintain a candidate pipeline through vast networking.Work with the COE to identify new ways to attract new talent Conduct job analysis and facilitate career development plans and programmes for all employees within the allocated service lineConduct workforce planning and the allocation of task and duties for each role.Ensure that updated job profiles are available for all positions within the Service lineEnsure that the organogram for all positions within the Service Line is updated.Actively support and monitor the implementation of a career development strategy for the Service Line, including succession plans for key talent and key positions.Assist the business unit's leadership to identify potential successors and assess their readiness by using objective methodsManage the performance appraisals process for staff within the allocated service line and assist to identify training & development needs.Align performance management to the overall objectives of the business through the development and annual review of performance metricsImplement and monitor the performance management system and processes.Continuously train employees and line management on the use and importance of performance management.Ensure that quality development plans are put in place for key talentCoach line managers and leaders to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability.Training & development:Provide expert advice and coaching to employees when appropriateUse the outputs of performance management to identify training and development needs Manage Employee Relations (ER) within the allocated service lineProvide an ER advisory function to employees and line managers.Facilitate the working relationship within the service line.Coordinate Disciplinary and Grievance enquiriesEnsure Industrial Relations processes are conducted fairly and mitigate Industrial Relations issues and risks for the businessEnsure compliance and implementation of company policies, processes, procedures and Legislative requirements.Participate in the review, development and successful implementation of progressive people policies, processes and plans to drive continuous engagement and embed a performance culture across the organisation.Give input into the Employment Equity and BBBEE reports.Participate in the BBBEE verification processes where required.Provide statistical data and reports related to all HR matters, including leave, discipline, recruitment, training etc.Anticipate trends (e.g., high staff turnover during certain months for the year) and act in a pro-active manner.Ensure that accurate records are kept by HR administrators for all employees.Work with the HR COE MI team to provide the required reports and to measure trends and patterns on people related mattersMaintain and monitor the implementation of the Company remuneration strategy within the Business Unit. Work with the COE team to conduct internal & external salary benchmarking.Consider job evaluation processes and outcome and advise on impact of this on remuneration.Supply payroll input as required.

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