About the Position

The Consultant: HR Business Partner plays a pivotal role in aligning human resources practices with organisational goals. This position is responsible for providing expert guidance and support across various HR functions including talent management, employee relations, organisational development, and workforce planning. The successful candidate will collaborate closely with business units to drive performance, ensure compliance with HR policies, and contribute to a positive and productive work environment. This role requires a proactive individual with strong interpersonal skills, analytical thinking, and a deep understanding of HR best practices within a dynamic and evolving organisational context.

Job Purpose

To provide expertise, advice and support to develop operational implementation plans and / or associated service delivery processes, by implementing and coordinating the execution of the Human Resources tactical plan within the business unit, in order to continuously enhance service delivery.

Education and Experience

Bachelor's Degree / Advanced Diploma (NQF 7) in Human Resources Management& Development /Industrial Psychology with 5 - 7 years’ experience as a Human Resource Business Partner, of which 2 - 3 years at technically skilled level.

Experience from a Tax Environment, Debt Collection, Financial Services will be an added advantage

Minimum Qualification & Experience Required

Senior Certificate (NQF 4) with 10 years' experience as a Human Resource Business Partner, of which 2 - 3 years at technically skilled level.

Experience from a Tax Environment, Debt Collection, Financial Services will be an added advantage

Job Outputs:

Process

• Analyse Employee Engagement results, monitors the effect of business decisions on people and advise management on the addressing of employee concerns.
• Accumulate information to report on work progress and use for decision making purposes and the identification of improvement opportunities.
• Analyse trends and provide inputs in partnership with the HR team to provide inputs to developing solutions, programs and policies.
• Apply practical and applied knowledge and act authoritatively on methods, systems and procedures to identify trends and potential risks.
• Communication of situational interpretation and judgement of work outputs and queries in area of specialisation.
• Consider the interdependencies in design and implementation of policy, practice, process and delivery systems in relation to business unit goals.
• Correctly apply policies, practices, standards, procedures and legislation in the delivery of work outputs.
• Customise and apply change management methodology and organisational development strategies, influence and assist change initiatives in support of overall business strategy.
• Draw on own knowledge and experience to diagnose symptoms, causes and possible effects in order to solve emerging problems.
• Participate and support effective programme and project management of HR integrated projects or interventions to ensure successful execution and delivery of divisional objectives.
• Drive people processes (performance, development and career) to ensure that employee's level of performance and capabilities meet current and future standards and business needs.
• Ensure correspondence and information received from external and internal sources is verified and receive the necessary attention.
• Ensure that HR services are provided as appropriate to client needs, identify new opportunities where HR can add value and maintain leading edge knowledge of HR issues.
• Execute specialist input through investigation and opportunities within the product process including risk concern.
• Implement initiatives relating to projects that will lead to improved key processes across own area of business accountability.
• Implement initiatives relating to projects that will lead to improved key processes across the business.
• Initiate process and procedural change, implement the change and provide guidelines and support related to new requirements as a result of the change.
• Manage specific projects as determined in the annual HR operational plan as well as participating in functional and cross-functional HR initiatives.
• Plan for value-added process improvements, initiatives and services to deliver on operational strategy and objectives.
• Provide authoritative, specialist expertise and advice to internal and external customers based on the broader People Strategy and the implementation thereof.
• Provide high quality workplace relations advice and services to Line and interpret HR policies and employment legislation.
• Provide project team support and coordinate, monitor and report on project activities according to project management principles and standards.
• Provide reports with recommendations applicable to area of specialisation.
• Support line management in forecasting and planning talent pipeline requirements in line with business strategy and workforce plans.
• Use practical and applied knowledge and judgement to arrive at decisions that will improve operational efficiencies.
• Provide business-focused and operational HR advice and services for delivery on the SARS Human Capital Development Strategy.
• Provide day-to-day performance management guidance to line management (coaching, counselling, career development, disciplinary actions) provoking positive changes in the management of people and performance improvement.

Governance

• Implement and provide input into the development of governance, compliance, integrity and ethics processes within area of specialisation.

People

• Develop and maintain productive working relationships with peers and team members to achieve predefined objectives.
• Maintain professional interaction and ensure ethical dealings with clients at all times by constantly building customer relationships.
• Search for, integrate and share new knowledge attained through formal and informal learning opportunities in the execution of your job.

Finance

Client

• Contribute to a culture of service excellence, which builds positive relationships and provides opportunity for feedback and exceptional service.
• Monitor service level agreements made with internal and external stakeholders that meet or exceed client expectations and recommend adjustments.

Behavioural competencies

• Accountability (V)
• Analytical Thinking
• Attention to Detail
• Commitment to continuous learning
• Conceptual Ability
• Customer Service
• Enterprise in Context
• Fairness and Transparency (V)
• Honesty and Integrity (V)
• Initiative
• Leading Change
• Organisational Awareness
• Problem Solving and Analysis
• Relationship Management & Networking
• Respect (V)
• Trust(V)

Technical competencies

• Business Knowledge
• Data Collection & Analysis
• Data Management
• Efficiency Improvement
• Functional Policies and Procedures
• Governance, Ethics & Values
• Human Resource Consulting
• Planning & Organising
• Reporting
• Service Delivery

Compliance Competency

• GOC Confidential

Employment Equity

The Employment Equity policy of SARS will be considered as part of the recruitment and selection process and Persons with Disabilities are encouraged to apply. Successful candidates will be required to undertake an oath of secrecy, pre-employment screening, case study, pre-assessment, psychometric assessment and or vetting, and a declaration of private interest. The appointment is also subject to appropriate reference(s) and security clearance where applicable.