Apply Today

Career Opportunities

 The SAPRO Experience. Building a new world together, one professional journey at a time 

Human Resources Business Partner

The SAPRO experience; Building a new world together, one professional journey at a time.


At SAPRO we work with our people to co-create amazing international experiences. We pay special attention to where, when, and how you want to work as well as what opportunities are relevant to your long-term (personal & professional) goals.
If you want an incredible professional journey filled with adventure, world-class learning, generous pay, social responsibility involvement, and the chance to work with the best firms in the industry, then SAPRO is right for you!


About the job

To work in partnership with leaders, key stakeholders and HR colleagues to shape, develop and deliver
best practice and commercially focused HR solutions that uplift and enhance the business. Operate as
the HR expert, to advise, guide and support staff and managers by providing high level people management and development support across designated directorates.


Mandatory Qualifications:

  • Masters of Business Administration in Human Resources Management or related field

 

Minimum Experience:

  • 8 years experience of HR Generalist experience across the value chain

 

Desired Experience:

  • Experience in working within a people management function
  • In-depth knowledge and practical experience of legal requirements related to human resources and employee management, including workers’ compensation, and employment laws
  • Experience in delivery in an HR advisory capacity
  • Experience in coaching and consulting in a changing
    environment

Key Performance Areas:


Strategic Business Partnering

  • Develop and direct an HR agenda that supports and drives the overarching goals of the firm
  • Work with the leaders, key stakeholders and HR colleagues of the to develop and communicate the firm’s strategy
  • Ensure that the Employee Value is clearly articulated and aligned to business strategy
  • Support the Senior HRBP in positioning HR as a key function in the firm
  • Integrates the HR function – focusing on people – with the business side of things to help the firm reach its business
    objectives
  • Implement the operational HR strategy into the business unit to ensure that business objectives are met

Talent Acquisition

Resource Planning

  • Collaborate with Leaders and the Senior HR Business Partners to forecast resourcing and specialist capability requirements and to reduce turnaround times
  • In conjunction with Senior Management, negotiate and manage the contracts for preferred recruitment suppliers to ensure that the Group secures high quality providers on commercially attractive terms, whilst balancing the pragmatic realities of the recruitment industry

 

Sourcing and Selection Activities

  • Manage and deliver all sourcing and selection activities to the standards of the firm
  • Develop and implement plans to update key promotional material as necessary
  • Maintain a thorough understanding of all businesses within the Group, including business goals, challenges, operations and key resourcing needs
  • Provide highly valued advice and influence leaders to recruit the highest quality candidates to deliver their tactical and strategic business goals
  • Compile hiring briefs for stakeholders and providers, job descriptions, and any other documents as required for selection
  • Work with Senior HR Business Partner and hiring managers to set salary and offer terms
  • Develop and implement sourcing strategies for key functions, including direct and indirect sourcing approaches
  • Identify ways to make better use of LinkedIn and other direct sourcing channels
  • Determine selection processes, in conjunction with key stakeholders, in line with role requirements. This will include: interviews; references, regulatory and due diligence checks; and may include due diligence checks; and may include assessment centre and psychometric testing
  • Manage and authorise all recruitment spend, and ensure allocation to correct cost centres
  • Manage and coordinate candidate applications received and ensure timely and seamless communication occurs with all stakeholders throughout the selection process
  • Shortlist candidates and coordinate all aspects of the selection process. This includes conducting interviews with hiring managers
  • Ensure hiring approvals occur as required, as per relevant policies

 

Human Resources Operational Effectiveness

Contracts Management & Onboarding

  • Manage the contract management, benefits and other staffing issues for permanent, fixed term and contractors
  • Oversee and action the new hire onboarding process, ensuring that key stakeholders are informed
  • Monitor and ensure all stakeholders have actioned their onboarding tasks
  • Provide information for the preparation of employment contracts and new hire documentation
  • Monitor and ensure new hire documentation is accurate


Policy Implementation & Management

Monitor and lead proper implementation of HR policies, guidelines, practices and Standard Operating Procedures in the region and provide advice, when necessary⦁ Provide technical guidance to the Success Managers in implementing policies, guidelines and procedures in relation to HR operations (contract management, recruitment and selection, benefits and entitlements)


Performance, Talent & Compensation Management

  • Work with success managers (or leaders) end to end on performance management cases⦁ Analyze data and trends on employee relations and performance management, in order to provide input to the business strategy to the Senior HRBP, preventing the recurrence of known issues
  • Understanding different client's industry and recognizing key performance drivers and business trends
  • Assist in the development and implementation of the KPIs and complete projects assigned as part of the process
  • Coach, train and guide success managers during the Talent Management and Annual Compensation Planning processes
  • Consult the Senior HRBP and leadership on Compensation matters
  • Develop toolkit and communications that help success managers to be self-sufficient with Talent Reviews
  • Support success managers and employees in identifying training opportunities to further develop functional skills
  • Support success managers with career conversations, Development Plans/Career Growth Plans and other development initiatives aligned to the firms competency framework

Employee Relations & Support

  • Advise line managers on Employee Relations policy, process and procedure as it pertains to disciplinary, grievance, restructuring, incapacity, conciliation, mediation, arbitration and compilation of evidence required for all these processes.
  • Process ownership for Employee Relations management, including disciplinary & performance improvement for issues not supported by the central Employee Relations team
  • Consult success managers on people matters that require in depth knowledge of policies, procedures and local legislation, across multiple locations
  • Conduct investigations and manage ER cases, in coordination with the Employee Relations and with the Legal departments

 

Organization and change management

  • Embed the HR brand, talent strategy, EVP in business
  • Proactively managing projects and change management initiatives
  • Undertake specific projects, in consultation with line management, to facilitate HR activities and enhance client service
  • Manage employees’ programs and support success managers to drive improvements in employees’ engagement
  • Develops and implements interventions to shape cultural change for renewal and transformation
  • Design HR processes and programs that increase the organization’s ability to change
  • Provides support for new behaviours to drive competitiveness of the firm
  • Provide support and guidance to Senior HR Business Partner, Leaders, Talent and Nurture teams on change initiatives
  • Demonstrating a comprehensive understanding of complex change concepts

 

Reporting

  • Analyze, track and periodically report on Human Resources trends for management
  • Share data and information with stakeholders as requested and finalize special reports as required
  • Prepare reports as required i.e. Headcount Analysis Reports, Leave Reports, etc. Headcount Analysis Reports, Leave Reports, etc

Budget and Financial Administration

  • Support the Senior Human Resource Business Partner in putting together and monitoring the Human Resources Management functional operating and project budget

Team Effectiveness

  • Collaborate with the team for better results
  • Train, supervise and develop junior members of the HR team


Technical Skills

  • Proficient in Microsoft Office
  • Knowledge, understanding and application of all labour legislation
  • Proven track record in building relationships with senior and executive management
  • Sound knowledge and understanding of HR policies, procedures and systems

Behavioral Skills

  • Positive, enthusiastic with a ‘can-do’ attitude
  • Ability to work in a rapidly changing, high-activity environment that is often unpredictable
  • Collaborative and enjoys working in a team environment
  • Open-minded and adaptable to change
  • Able to perform under high pressure
  • Excellent verbal and written communication skills
  • Solid understanding of HR practices and labour legislation
  • Able to plan, prioritise and organize effectively
  • An eye for attention to detail
  • Ability to use initiative
  • Places high priority on personal and professional growth

 

If you are ready for a real adventure, apply now and have The SAPRO Experience www.sapro.com/careers/

“POPIA DISCLAIMER:

Sapro (Pty) Ltd is committed to adherence and compliance with the South-African Protection Of Personal Information Act.

You hereby declare and confirm that you, as the person/entity/body/individual/company who is providing information hereby irrevocably agrees and understands that any/all information supplied/provided/given to Sapro (Pty) Ltd is through your/their consent and is done so in accordance with the conditions and terms of the POPIA compliance regulations.

SHOULD YOU NOT AGREE TO THE TERMS AND CONDITIONS AS SET OUT IN THIS AGREEMENT AND CONSENT DECLARATION YOU MUST NOTIFY SAPRO (PTY) LTD IMMEDIATELY, FAILING WHICH IT WILL BE DEEMED THAT YOU ACCEPT AND AGREE TO THE TERMS AND CONDITIONS AND THUS AUTHORISE SAPRO (PTY) LTD TO PERFORM EMPLOYMENT SERVICES AND/OR EMPLOYMENT PROSPECTING ON YOUR BEHALF”


Apply Now