Human Capital Business Partner (SMD & DDS)

Barloworld Automotive & Logistics

Gauteng, South Africa


May 3

This job is no longer accepting applications.

Core purpose of the role

The core purpose of the Human Capital Business Partner is to manage and effectively deliver all aspects of the Human Capital Functions across two Business Units. SMD which has a national footprint and DDS which comprises of Crownmill and Traders Online, which has a footprint across the Western Cape, Gauteng and other provinces.
Key deliverables and outputs

HC Strategy execution
• Develop and execute the Human Capital Strategy, operational plan and goals, enabling constant course correction to best support the Business Unit objectives
• Partner with the CE and the Executive team to drive the end-to-end Human Capital value chain elements including, talent management, employee retention, employee engagement, training, resources planning, company culture enhancement, team building, employee development, staff wellness
• Maintain a forward looking focus, advising and directing the business on how best to incorporate current and future HC related trends (industry, political, economic, environmental, domestic and international) in order to better support the corporate objectives
• Structure the HC function and its related resources to support and align to the business strategy, whilst providing advice for the Business Unit
• Support the business and new strategic initiatives such as new locations, increasing sales targets and performance etc. by aligning the HC function to support these
• Partnership between Business specific requirements and HC strategy, in driving optimal alignment to generate the required results
• Work with the CE of the business to create strategy to generate the required returns, increase employee customer service offerings, morale, sales etc.

Operational Execution and reporting
• Ensure a HC function that is fit-for-purpose. Focus must be on the HC operating model, HC structure and HC delivery mechanisms to ensure optimal delivery and service for your overseeing branches and departments
• Oversee the implementation of employee engagement, employee relations, learning, development, recruitment and employee wellness strategies in line with company policies and procedures
• Provide business with accurate reporting as it relates to key HC metrics that will augment the business goals and drive organisational effectiveness. Report on all HC related activities according to company and legislative requirements
• Make BBS a core strategy within HC and eliminate waste through continuous improvement programmes and initiatives while developing and implementing bespoke change management processes to support of the divisional integration
• Provide continuous HC related feedback and communication to the business and external stakeholders
• Align the general HC environment, policies and procedures with the Barloworld Automotive and Logistics Division, by upholding the parallel reporting structure, participating in Divisional meetings, making use of any shared resources and support and balancing the Barloworld Group requirements

Talent, Transformation, Diversity and Inclusion, B-BBEE and EE
• Develop and execute clear, relevant and measurable plans in line with the Barloworld expectations to ensure execution of company transformation, D&I, EE and B-BBEE goals and targets
• Provide guidance on the talent management processes such as the Intellectual Capital Review (ICR)
• Lead the implementation of the company talent management philosophy and practice such as succession planning (ICR), Talent Forums
• Direct the implementation of talent and leadership assessments to identify the competency/leadership capacity and capability gap to support the company talent and transformation strategies

People Management
• Manage the employee workforce of the Human Capital Department by ensuring optimal delivery of performance, attendance, excellent customer service and high levels of engagement of the Department
• Work with the Human Capital Department in ensuring that all “people” related areas are effectively managed and supported
• Ensure that the Department is optimally trained and knowledgeable to deliver excellence
• Lead in accordance with the Worldwide Code of Conduct and Integrated Employee Value Proposition
• Able to manage and adapt management style when required to accommodate a multi-faceted group of employees
• Develop performance contracts for direct subordinates and conduct performance reviews to measure performance against agreed objectives and identify developmental needs

Compliance and governance
• Closely oversee and direct the management of any HC related risks (whether operational, reputational, financial or strategic)
• Set, monitor and manage the implementation and adherence to HC policies and processes, focusing on critical business areas and key performance indicators, whilst driving continuous improvement through challenging existing paradigms and practices
• Ensure that all injuries on duty are accurately reported and the WCA number is obtained timeously

Talent Management, Employer of Choice
• Ensure that the Human Capital Department works with the Hiring Manager in understanding the role that has already been approved to be filled, and ensure that the role is filled timeously with the most suitable candidate for the role, in line with the EAP targets, take ownership of the recruitment process
• Understand resignation reasons as to generate action plans to obtain the desired business resignation rate
• Generate plans to increase engagement levels of all employees
• Support the business units (operational & functional) in respect of the Human Capital goal setting process and Individual Development Plans
• Coordinate annual salary review process and Exco sign-off
• Ensure that the business unit is conducting valuable performance reviews of their employees, in line with agreed upon deliverables as per the Performance Development Template / Balanced Scorecard

Employee Relations
• Responsible for the correct management and implementation of all Employee Relations matters within the Business Units
• Ensure that all ER cases are dealt with fairly and in line with the Labour Relations Act
• No settling of cases
• Representation at the DRC / CCMA to handle all cases

• Solely responsible for the creation, implementation and excellent rollout of training initiatives across the Business Units
• Identify training needs based on the development plans of employees and requirements of the business
• Oversee the capturing of all training information, completion of registers and relevant documentation
• Ensure that learnership, bursaries, YES programs within the business run smoothly and generate the required returns
• Partner with approved service providers to deliver training as per the training calendar and requirements of the business

Organisational Development and Change Management
• Responsible for the implementation and creation of Job Descriptions, Balanced Scorecards and Performance Development templates within the business
• Handle all change management required in line with the rollout of a new project, benefit, process
• Ensure that positions within the Organisation are properly graded with
• Manage the implementation of all HC Related Projects (Engagement surveys, strategy rollout, benefit alignment)

Budget Development and Management
• Develop, manage and take ownership of the Human Capital budget

Payroll Processes
• Ensure that all employees are paid on time and correctly in line with their contract of employments
• Ensure that variance reports are signed off to meet the deadlines
• Assist management and the HC Department in resolving all payroll related queries
• Ensure that all correct payroll processes are followed for terminations, status change and on boarding of new employees
• Complete the respective Pay Parity exercise to address salary differences
• Align salary increases with MIBCO mandatory increases
• Endeavour to pay correctly in line with experience, salary parameters and the pay calculator

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