Lead: Human Resources Business Partner

Lead : Human Resources Business Partner x 1

Report Line      : Executive:  Human Resources

Division            : Human Resources

Scale Code      : 130

Position id        : 60017612


Reporting to the Executive:  Human Resources, the incumbent will be responsible for the people agenda within a specific Cluster/Division and the driving force behind the creation and implementation of the people plan aligned with the divisional agenda. Regarded by the customer Division as the expert in the field of People Performance and HR. To represent HR Service/ Value Chain for the specific Division customer. Provide HRBP Leadership services and program delivery of all human resources, as well as functional leadership and process for the HR Team in the division.


  • Provide HR Leadership role for a Cluster of Divisions and ensure alignment with SABC People Strategy, as well as develop the People Performance Index/Metrics which is approved by Divisional Leadership.
  • Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees.
  • Analyses divisional business plans and determines their implication on the business units HR programmes and practices. 
  • Using the divisional knowledge obtained, assesses current HR practices and programmes for relevance and impact. Determines whether to continue, amend or discontinue with such programmes and practices and which new HR initiatives are required. 
  • Proposes a plan of action, obtain approval and buy-in, designs and/or source solutions and facilitate implementation and follow-up on results. 

To provide Human Resources process leadership and consultation for the entire Cluster/Division, as well as take full accountability for the entire interventions and activities thereof.

a) Value, Work Culture and Leadership Alignment

  • Uses understanding of appropriate work cultures, designs an appropriate leadership models and assesses present leadership styles against model and where appropriate designs and/or source and implement interventions to affect necessary changes on leadership behaviours. To facilitate individual, team and organisational development programmes.

b) Growing performance capability

  • Applies understanding and knowledge of the client’s business and strategies to determine how changes to work profiles and performance management can best be utilised to achieve business performance requirements. Provides consulting service to Corporation colleagues about work profiles and performance management. Facilitate the implementation of ALL HR and Diversity Management interventions.

c) Advance HR Capability

  • As a subject matter expert in one area of human resources and delivers proven solutions in HR practices.  Shares knowledge with HR colleagues.
  • Coaches junior colleagues.  Establishes and participates in the development of learning networks across the organisation. Participates in the activities of Centers of Excellence.  Contributes to the development of HR capabilities by participating in cross-divisional work teams. Designs workshops to address specific developmental areas.

d) Work and Competency Profiling

  • Facilitates the integration of work profiling with other HR processes within the Division.  Continuously benchmarks and networks to adapt/improve current work profiling approach to effect the outcomes.

e) Program delivery and operational implementation

  • Enable and facilitate HR areas such as recruitment and selection, rewards, retention, performance development and appraisal, career and succession planning, employee development, labour relations and organisational development.
  • Pro-actively but always in agreement with Divisional leadership, researches, scopes and develops HR programmes for delivery, ensuring the roles of sponsors, change agents and those affected by the change are taken cognisance of.

Accountable for translating capability analysis programs into competency-based talent management interventions which are inclusive of selection, development which is compliant to all legislative frameworks.

f) Labour Relations/Counselling

  • Provide advice and become actively involved (Manages) in addressing ALL disciplinary issues within area of control and in liaison with the Labour Relations office, where applicable.
  • Transfer coaching, mentoring and counseling skills to line to enable them to become better people leaders.  Provides counseling and acts as a coach. 
  • Ensure all statutory requirements and processes are in place and fully functional (e.g. Business Unit Labour Consultation Forum, Employment Equity Forum, Skills Development Forum etc).
  • Monitor and report on the operational risk and compliance matters within the human resources business partnering environment.
  • Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes procedures and report any non-compliance, gaps and make recommendations to rectify
  • Implement Risk Management Plans and actions in line with organizational Risk Framework.
  • Identify internal risks and develop mitigation plans (that is controls); as well as monitoring the implementation
  • Custodian of procedural and substantive fairness across the Cluster/Division and hold team accountable and responsible for upholding the same.
  • Responsible for proper governance, ensure controls are in place, as well as being an administrative expert of own divisional work.
  • Ensures involvement in the change process.  Identifies stakeholders and possible effects of the change programmes on the stakeholders’ interest.  Analyses changing business circumstances and identifies and suggests interventions to address internal requirements and external changes.
  • Challenges status quo by comparing it to an ideal or a visionary state.  Identifies and bring to bear innovative practices when managing change.  Provides training and support for dealing with change.   Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.
  • Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements.
  • Ensure involvement of various stakeholders in divisional people processes by creating platforms of engagements
  • To lead, develop and manage the entire HRBP service offering and team within the Cluster/Division;
  • Demonstrates competence, respect and ethical leadership for the entire team and function with the Cluster/Division.
  • Champion periodic assessment of team’s and functional performance across the Cluster/ Division. 
  • Champion the development of individual and teams to ensure delivery of greater results.
  • Establish and maintain effective win-win working relationship with managers, employees and their representatives through an environment that fosters communication and co-operation.
  • Promote and foster a culture and environment that is productive, open and empowering, safe, inclusive and equitable.
  • Coach others to behave and make decisions in line with SABC Values and Behavioural Code



  • National Diploma (NQF6) and/or Degree in Human Resources and/or Industrial Psychology/or related field at NQF 7 
  • Postgraduate qualification majoring in HRD/OD/ Industrial Psychology and/or other related area/Registration as an Industrial Psychologist will be an advantage


  • Five (5) years generalist Human Resources experience,
  • Three (3) years’ experience in a senior consulting capacity,
  • Two (2) years’ experience in HR Management role.


  • 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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