People Business Partner

At iKhokha, we don’t just do HR—we power up people! We’re looking for a People Business Partner with chutzpah to drive people-centric strategies and make a real impact. You’ll be the one leading the charge, shaping our workforce’s future, and helping us build a culture of innovation that lives by the mantra: believe in better. If you’re ready to lead with purpose, challenge the status quo, and help elevate our Talent Ops division into a true powerhouse—this is your moment! So, what will you do?  You’ll be the driving force behind our Talent Strategy, actively shaping and supporting our Talent Operations goals. You’ll create and nurture environments that inspire high performance and boost employee engagement across all divisions in the iK Tribe. As the Business Partner for your respective BU’s, you’ll work closely with line managers to develop and implement impactful plans that enhance individual, team, and overall business performance. In the process, you’ll help elevate the effectiveness of our people and make sure the business thrives. In addition to the above, you will: Business Partnering: Provide guidance and work as a partner for all line managers, to give input, influence direction and change plans with the goal to achieve and exceed business targets and or supports best practices. Support on any people related plans, managing the impact and change implications Provide insight and data analysis on people related measures to guide and develop key people focus areas for the business Use data insights and analytic tools to provide HR input for the business planning process Support and advise on the implementation of all HR tools Demonstrate and track progress of HR people initiatives, key market trends observed and implement solutions to support the business in its goals Adhoc culture interviews with external candidates to fill vacancies Conduct onboarding, “stay” and exit interviews as part of the employee lifecycle. Utilising the information to inform business decisions Own employee engagement initiatives and events in respective area Filter down all internal communication related to policies, initiatives, practices and events in respective areas Coach of line managers and employees related to complex people related matters.  Employee Relations:  Advise and support line manager with regards to all ER queries including misconduct, performance improvement, disabilities, disciplinary enquiries and CCMA cases Ensure all ER procedures meet both procedural and substantive fairness principles and are in line with Business policy and current legislation in order to minimise risk to the Business Support line managers by drafting warnings, drawing up charges and on the outcomes of disciplinary enquiries Advise and guide, line managers to ensure consistency in terms of sanctions and practice of Disciplinary and Grievances processes. Support line managers with medications of sensitive matters with in their teams If required, represent the Business at CCMA on relevant matters and ensure bundles and witnesses are prepared in time for the CCMA hearing Conduct all processes in a manner that upholds integrity and the Business’s values and all other good governance principles. Liaise with preferred Service Provider(s) on matters that are outside of our scope or area of expertise to ensure standards are maintained Maintaining good knowledge of all the relevant labour legislation (BCEA, LRA, EEA, SD etc.) Monitor all trends relating to employees (late-coming, absence, prior discipline etc.) and advise management on a course of action in line with Business policy.  Talent Management:  Drive performance and career discussions within your departments to ensure employees are clear on their current performance, any learning needs are identified and addressed, and career aspirations are validated Coach and support line managers on how to hold effective performance and career discussions including supporting their teams in creating goals and a development plans at all levels  Educate and advise line managers on performance improvement meetings Facilitate action plans being put in place regarding performance improvement for under performers in accordance with Business policy and prevailing legislation Support line managers in with annual performance review cycles Pipeline management within respective departments Highlighting retention risks of critical skills. Organisational Effectiveness/ Development: Encourage the recognition of employees through long service awards and other initiative Support with eNPS results for departments and partner with line managers on communication and next steps needed Support or facilitate feedback sessions (focus groups) regarding eNPS data, resulting in action plans for proposed way forward   Support and coordinate all planned wellness initiatives as per the wellness calendar for the year, with internal and external stakeholders Monitor all sick leave trends on a monthly basis to ensure adequate support for employees that may require EAP assistance and or the need for other interventions like temporary disability Assist and guide, line managers through the disability process in line with the Business policy and relevant legislation Working with line managers and employees when it comes to injury on duty (IOD) claims process and liaising with the relevant parties Contribute  to initiatives that promote and reinforce the organisational culture Support the Talent team and Business with new and innovate initiatives that support the Business and Talent strategy Look for opportunities for continuous improvement HR Governance:  Comply with Business policies and procedures and prevailing legislation that govern HR practices and principles Review HR policies and process documents to ensure that they remain relevant and in line with business needs Maintain strict confidentiality at all levels and at all time Support with workforce planning and overtime analysis, as well as anything other compliance related matters (i.e. DoEL) Data Analysis & Reporting:  Generation and validation of reports, ensuring accuracy and completeness of the data Gathering and analysing data to identify trends and make sound recommendations for improvements or to inform business practices or decision making Stay updated with industry trends and best practices.