Junior Consultant: Human Resources


Jnr HR Consultant: Human Resources Business Partner (Eastern Cape)

Report Line    : Lead/s: Human Resources Business Partner

Division          : Human Resources

Scale Code    : 402

Position ID     : (60017642)

Reporting to the Lead: HRBP, the incumbent is to partner with HRBP Lead & Consultant to provide HR services, advice and support to the relevant region/ unit in order to establish and implement HR programmes that foster the organization and people development for them.



  • Participate in regional/business unit management meetings and strategic planning sessions to obtain a clear understanding of business requirements. 
  • Analyses effectiveness and efficiency of HR practices and programmes through discussions and focus groups.  Involves line and HR colleagues to effect required changes.
  • Applies theoretical knowledge and understanding in practice in order to influence current work cultures and leadership styles. 
  • Uses standardized measurements to assess leadership styles.  Communicate results to relevant stakeholders.  In conjunction with senior HR-colleagues design interventions to affect modification to leadership styles and behaviours.


  • Identify the vacancy, check whether the vacant position is funded and critical. Then, complete the Request to Employ and engage the line manager.
  • Ensure that interviews are scheduled
  • Submit advert to HRSSC for advertising (internal and or external)
  • In conjunction with Line Manager and Panel:
  • conduct final short-listing with line manager,
  • develop interview questionnaire guidelines and decision matrix,
  • conduct the interviews and assessment – compile interview report.
  • Provide guidance and advice to line manager on the recruitment processes
  • Facilitate the qualification and background check.
  • Pro-actively address client needs on all human resources matters.
  • In collaboration with HRBP Lead & Consultant
  • make employment offer & On-boarding and engagement packs to the successful candidate,
  • advise line manager on the remuneration directive guidelines to attract and retain incumbents,
  • make the counter offer to retain the incumbents where possible,
  • identify short, medium- and long-term resourcing issues; engage clients on new roles, replacement and recruitment and retention strategies.


  • Identify and recommend training needs, gaps and interventions
  • Ensure that division and each employee submit Personal Development Plans
  • Facilitate the implementation of the Workplace Skills Plan (WSP)
  • Advise and facilitate the divisional specific training needs, and all relevant training interventions
  • Collaborate with organizational effectiveness, employee relations and remuneration colleagues to ensure efficient delivery within customer base.
  • Advice, manage, and facilitate grievances and outcomes of the disciplinary matters.
  • Educate and advise managers, staff on adherence to HR processes, policies, rules  and legislation.


  • Advise and educate employees on wellness services
  • Management of employee referrals to wellness
  • Monitor the progress of the employees
  • Contribute toward the implementation of wellness programmes within the division.
  • Update and compile the EE plan, reports and presentations.
  • Advise line on implementing divisional micro-plan EE targets.
  • Advise on the process and procedure of job evaluation
  • Complete the job evaluation request form with the line manager.
  • Coordinate the process of developing job profiles.
  • Check and ensure that the supporting documents are attached for evaluation.
  • Request for creation for posts in conjunction with line manager.
  • Facilitate and coordinate the process of review of the organisational structure.
  • Facilitate the implementation of human resources projects
  • Implement performance-based culture intervention within the business unit.
  • Advice and coach business unit on performance contracting, monitoring and reviews.
  • Capacitate business unit on performance management process.
  • Facilitate and advice on dealing with non-performance matters and dispute arising from performance management review.
  • To manage a change management ethos and understanding within the division, providing support to management with a rapidly changing media environment.
  • Understand and champion the business of being a strategic business partner.
  • Advise on the remuneration scale code and benefits, remuneration related process and policy.
  • Provide advice on all benefits such as, the medical aid contributions, group life and pension, long service awards, commemorative fund, best funeral scheme, etc.
  • Facilitate the termination of employment
  • Coordinate and action relocation/ transfers of employees i.e. allowance payment.
  • Facilitate the compliance and completing declaration of business interest(s) on SAP.
  • Prepare and submit inputs into human resource monthly reports
  • Keep abreast of human resources practices and labour law updates in order to provide a one-stop professional human resource service
  • Uses HR technology and systems (SAP) to extract relevant HR data for line management to make better decisions on workforce issues/matters
  • Compile and presents meaningful HR reports through interpretation, comparisons and trend analyses
  • Oversees the process of ensuring data integrity of HR system
  • Conduct and analyse exit interviews with suggestions on improvement to line management


  • Trusted and works effectively with all stakeholders to improve effectiveness across all HR function
  • Partner with HR Services and the Centres of Expertise to ensure seamless HR service for Management, Labour and Employees 
  • Influence the adherence to HR policies and procedures through effective support to the business
  • Formulate strong partnerships with business to manage any under-performance and dealing with ad-hoc employee relations issues.
  • Collaborate with relevant HR Specialists to identify, enhance and promote best practices aimed at forming an effective HR service.
  • Guiding people to address SABC Processes & Policies
  • Understand employee opinions and anticipate their needs and concerns.



  • Diploma/Degree (NQF 6/7) in Human Resources or related discipline
  • Membership of SABPP and IPM will be a recommendation


  • 3 years’ experience in human resources environment
  • Experience in working in a unionised environment will be an advantage
  • Thorough knowledge of HR processes and policies


  • Human Resources Information System
  • South African employment/labour legislation  and related regulatory frameworks
  • Human resources governance, principles, rules, processes and procedures.
  • Demonstrates thorough understanding of HR theories and best practices regarding behavioural drivers for improving and sustaining working relationship;
  • Thorough understanding and capability in Individual, Team and Organisational Development processes.
  • Demonstrates thorough understanding of Emotive, Behavioural and Leadership Development processes.
  • Demonstrates thorough understanding of labour relations, coaching, counselling and mentoring theories and best practices, as well as methodologies.
  • Demonstrates thorough understanding of Conflict Resolution Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback. 
  • Working knowledge of the legislative framework governing human resource practices in the country.

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