Human Resources Business Partner


Western Cape, South Africa


May 3

This job is no longer accepting applications.

Applications are invited for the above mentioned position to be based in the Western Region. Travel will be required as needed from time to time. This role will report to the Head of Human Capital.

The Human Resources Business Partner will be responsible for formulating partnerships across the HR function of the region/hub, to deliver value-added and hands-on service to management and employees that reflect the business objectives of the organisation.
Key Performance Areas would include, but are not limited to:
• Consults with line management, providing HR guidance when appropriate.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance and IR management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with NSO HR, management, and employees to improve work relationships, build morale, and increase productivity and retention.
• Facilitating employee engagement through on-boarding and performance contracting of all new employees.
• Facilitating and understanding of all human resources (HR) policies, practices, and processes when required.
• Liaising and working in partnership with HR Generalist in the implementation and roll-out of organisational design and/or development interventions at the levels of the individual, team, and department.
• Supporting line management in, and advising them on, the implementation of the branch performance management system.
• Providing support advice, and guidance in respect of employee relations matters, as and when required.
• Designing and managing projects and facilitating their implementation in consultation with stakeholders.
• Facilitating career development processes of staff in partnership with line management.
• Implement contract terms for new hires, promotions, and transfers.
• Provides input on HUB workforce planning and succession planning.
• Report on trends and metrics to NSO HR on a monthly basis.
• Assist hands-on with day-to-day HR tasks as required.
• Implement HR initiatives as driven by NSO HR.

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