Senior People Partner

Description

The Senior Human Resources Business Partner serves as a strategic partner to business leaders, providing expert human capital solutions that support organizational objectives, business growth, workforce capability, employee engagement, compliance, and organizational effectiveness. The incumbent is responsible for partnering with management to deliver HR strategy, talent management, organizational development, employee relations, performance management, workforce planning, transformation initiatives, and skills development. The role acts as the designated Skills Development Facilitator (SDF) to ensure compliance with South African legislative requirements, including the Skills Development Act, Employment Equity Act, and SETA reporting requirements.

About GEA

• GEA is one of the largest suppliers for the food and beverage processing industry and a wide range of other process industries. Approximately 18,000 employees in more than 60 countries contribute significantly to GEA’s success – come and join them! We offer interesting and challenging tasks, a positive working environment in international teams and opportunities for personal development and growth in a global company.

• Why join GEA

• GEA is an equal opportunity employer. Applicants will therefore receive consideration for employment without regard to age, sex, race, color, religion, world view, national origin, genetics, disability, gender identity, marital status, sexual orientation, veteran status or any other protected characteristic required by applicable law. Applicants with disabilities are welcome and will be given special consideration if they are equally qualified.

Your profile and qualifications

• Bachelor's Degree (NQF Level 7) in:

• Human Resource Management Industrial Psychology

• Human Sciences

• Business Administration

• Industrial Relations or related field

• Postgraduate Qualification (Honours or Master's Degree) in Human Resource Management, Labour Relations, Organisational Psychology, or Business Management.

• Registered Skills Development Facilitator (SDF) training or certification.

• Employment Equity Management training.

• Labour Law qualification or certification.

• Professional Registration (Advantageous)

• Registered with SABPP (South African Board for People Practices) as:

• HR Professional

• Chartered HR Professional (CHRP)

• Master HR Professional (MHRP)

• Registered Skills Development Facilitator accreditation or recognised SDF training.

• Minimum 8-10 years progressive Human Resources experience.

• Minimum 5 years in a senior HR Business Partner, HR Manager, or equivalent strategic HR role.

• Experience within an engineering, manufacturing, mining, energy, construction, infrastructure, consulting engineering, or technical corporate environment.

• Praxima/workday systems will be an advantage

• Demonstrated experience in:

• Employee Relations and Labour Relations

• Talent Management

• Organisational Development

• Employment Equity

• Change Management

• HR Strategy Implementation

• Minimum 3-5 years' experience functioning as a Skills Development Facilitator (SDF).

• Proven experience preparing and submitting:

• Workplace Skills Plans (WSP)

• Annual Training Reports (ATR)

• Discretionary Grant Applications

• Experience liaising with SETAs.

• Experience managing learnerships, apprenticeships, graduate programmes, internships, and bursaries.

• Experience supporting BBBEE Skills Development requirements

• South African Labour Legislation.

• Employment Equity Act and reporting requirements.

• Skills Development Act and Skills Development Levies Act.

• SETA frameworks and grant processes.

• BBBEE Codes of Good Practice.

• Organisational development principles.

• Talent management frameworks.

• HR analytics and reporting.

• Change management methodologies.

• HR information systems and payroll integration.

• Leadership Competencies

• Strategic Thinking

• Business Acumen

• Change Leadership

• Stakeholder Management

• Influencing and Negotiation

• Decision Making

• Functional Competencies

• Labour Relations Expertise

• Learning and Development

• Workforce Planning

• Skills Development Facilitation

• Employment Equity Management

• HR Analytics

• Behavioural Competencies

• Relationship Building

• Communication Skills

• Emotional Intelligence

• Problem Solving

• Conflict Resolution

• Resilience

• Integrity and Confidentiality

• Results Orientation

• Must be willing to travel nationally and Internationally

• Valid passport is needed

Your responsibilities and tasks

• Partner with executive and operational leaders to align people strategy with business objectives

• Provide strategic HR advice and guidance to management.

• Support organizational design, restructuring, workforce planning, and succession planning initiatives.

• Influence and drive people-related transformation and change management initiatives.

• Analyze workforce trends and HR metrics to support business decision-making.

• Lead talent acquisition strategies and workforce planning.

• Drive succession planning and leadership development programs.

• Facilitate talent reviews and identify critical talent pipelines.

• Implement employee development and retention strategies.

• Support performance management processes and capability development initiatives.

• Support with the recruitment process on an adhoc basis

• Provide specialist guidance on employee and labour relations matters.

• Manage disciplinary, grievance, incapacity, poor performance, and misconduct processes.

• Represent the organisation at CCMA, Bargaining Council, and Labour Court matters where appropriate.

• Ensure compliance with labour legislation and company policies.

• Drive Employment Equity strategy and implementation.

• Facilitate Employment Equity Committee meetings.

• Monitor progress against equity targets and transformation objectives.

• Prepare and submit Employment Equity reports to the Department of Employment and Labour.

• Identify organisational training needs through consultation with management.

• Develop annual learning and development strategies.

• Monitor training effectiveness and return on investment.

• Coordinate leadership, technical, compliance, and professional development initiatives.

• Manage training budgets effectively.

• Act as the appointed Skills Development Facilitator (SDF) for the organisation.

• Liaise with the relevant MERSETA and industry stakeholders.

• Coordinate Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions.

• Conduct annual training needs analysis across the business.

• Facilitate mandatory grants and discretionary grant applications.

• Ensure alignment of learning interventions with BBBEE and Skills Development requirements.

• Maintain accurate training records and learning management systems.

• Monitor training spend against Skills Development and BBBEE targets.

• Advise leadership on legislative changes affecting skills development.

• Coordinate learnerships, apprenticeships, internships, bursaries, and graduate development programmes.

• Prepare management reports relating to skills development and return on investment.

• Facilitate internal Skills Development Committee meetings where applicable.

• Ensure compliance with:

• Labour Relations Act (LRA)

• Basic Conditions of Employment Act (BCEA)

• Employment Equity Act (EEA)

• Skills Development Act (SDA)

• Skills Development Levies Act (SDLA)

• Occupational Health and Safety Act (OHSA)

• Protection of Personal Information Act (POPIA)

• Develop, review and maintain HR policies and procedures.

• Manage HR risk and governance processes.

• Produce HR dashboards and workforce analytics.

• Track turnover, absenteeism, talent metrics, employment equity, and training statistics.

• Provide recommendations based on HR data and trends.

• Support audit and compliance requirements relating to people management.