DE BEERS JOBS - HUMAN RESOURCES BUSINESS PARTNER (HRBP)

Purpose of the role

The role holder will work as a strategic partner with the various line leaders to help enhance functional performance through appropriate advice and facilitation of robust and integrated people management tools and processes. They will also serve as the functional specialist for specific HR programmes/processes to support the strategic direction and be responsive to change in the business

Requirements

The role of HRBP is responsible for creating a pathway, direct application and improvement of systems.
The role applies deep technical or specialist expertise to analyse data, anticipate and diagnose problems and provide solutions aimed at the improvement of processes, systems and work methods that meet internal and/or external customer requirements.
Ensure effective implementation of De Beers Group wide Human Resources (HR) policies, procedures, initiatives and programmes within the Business Unit.
Contribute to the formulation of HR strategy
Coordinate and influence the development of a performance
Co-ordinate Business Unit input and participate in the Group and Business Unit Talent Management process including, development, performance management and reward cycles and processes.
Contribute to the development and implementation of key HR activities/programmes to support the business in attracting, motivating, retaining and developing the highest calibre of people
Act as an advisor to line managers
Act as the Business Unit HR lead partner for resourcing
Ensure timely and accurate communication to employees to ensure we have engaged employees

Qualifications

An undergraduate qualification (Bachelors / Honours Bachelor’s degree or equivalent) in a relevant functional discipline, e.g. Human Resources, Psychology, Industrial Psychology, Business Management or equivalent

Experience

Track record of fulfilling the HRBP role within the HR function in a large corporation
A recognised specialist in the understanding and application of HR practices and approaches
Should have HR generalist experience with an understanding of all aspects of the HR function
Previous experience of utilising an integrated Human Resources Information

Knowledge and skills

All employment related legislation
Policies, procedures and systems
Relationship management
Influencing skills
Consulting skills
Knowledge of a Human Resources Information system
Ability to deliver outputs within agreed timeframes
Communication skills with the ability to clearly articulate the HR operating model to Line Manager

Advantageous

Pipeline knowledge
Group programme knowledge
Stakeholder Management
Brand awareness – comply with corporate identity of the company
Strategic knowledge- able to understand the strategic direction of the company and develop relevant HR strategies to deliver on the role
Track record of successfully working in a matrix, multi-cultural organisation