Job Description

Company DescriptionAt De Beers Group our purpose is to Make Life Brilliant.We believe that a sustainable business is purposeful, competitive, resilient, and agile - it's a business that thrives through both economic and social cycles. By understanding the context and listening to stakeholders we stay ahead of evolving trends and provide the solutions to societal expectations. By solving the physical challenges of mining through relentless innovation, and constantly searching for more responsible ways to do business, we are changing the way our employees and stakeholders experience our business - creating enduring value for all stakeholders. Sustainability is at the heart of our decision-making - it is how we do business.The purpose of this role is to deliver professional People Relations Advisory support to key stakeholders and colleagues within the business and broader People Function. You will actively manage issues as they arise, take ownership of the employee life cycle for the relevant business areas and/or geographic location(s) and be the first line of advice to the business areas in your remit. You will play an active role in creating an energizing and cohesive workplace environment, actively flagging opportunities to improve processes and business outcomes.You will interface with relevant stakeholders and People teams to provide People Relations Advisory Support, across brands and sites within relevant business areas and/or geographic locations(s), to ensure De Beers Group operates within the legal requirements but also in the spirit of the brand. You will have proven experience of building strong working relationships and provide advice on any organizational change, employee relations and people related issues within stakeholder teams, including matters relating to employment, compensation and benefits and first line employee relations.Key Tasks:

• People Operations

• Actively support relevant People agenda projects (culture, behaviour, organizational change), champion Team + behaviours and work with peers from across the business to deliver against measurable outcomes while helping to mitigate associated risks.
• Interface with the wider People Operations team, sharing business updates to ensure a smooth operating rhythm meets the needs of the business areas/geographic location(s) supported, working closely with People leaders to maintain effective and efficient service.
• Compliance and Legal

• In collaboration with People Services teams, support the monitoring of legislation changes, share findings to strive for excellent compliance standards.
• Support the maintenance of the Employee Handbooks and Policies in relevant geographic locations, in line with local laws and updating the wider People team on any changes, ensuring suitability for the team (annual review)
• Support the upkeep of statutory compliant documentation and question business case scenarios holistically from an immigration and tax angle as required; escalate to senior People Services/People Relations leaders where necessary, while collaborating with other functions as needed (external tax advisors, Reward, etc)
• Support and drive change management implementations, working with the relevant People Partners and senior sponsors to assure a compliant and risk mitigated process that delivers effectively on business requirement(s)
• Maintain version-controlled template documents for the full People Lifecycle across all business areas and locations.
• People Partner and ER Support:

• Provides initial operational People support by giving first level advice to line managers and employees on key people management/HR processes and policies. These processes include Recruitment, On-boarding, Performance Management, Absence Management and other Employee Relations matters.
• Develop and maintain People processes and procedures in line with current legislation and best practice.
• Act as first line of support to People leaders, line managers and department heads on matters relating to the People Relations team, provide consistent service delivery to stakeholders and customers.
• Flag and communicate any feedback received from customers on the People Services model to People Relations Managers to help drive process improvements.
• Support the roll out of People initiatives into the business.
• Support the consistent implementation of People strategies into relevant business areas and locations e.g. updating and maintaining s, organisational design implementation steps, etc
• Interface with Reward teams to support the launch of any new or refreshed Reward & Benefit programs that reflect the cultural values of the business and its sub-brands.
• Support campaign implementation on Inclusion and Diversity, gather statistics as required on People metrics.
• Understand people data and metrics to support the provision of analytics and trends on a regular basis; support data integrity across People Services and advise the business of policies and mitigation. Support close working relationships with relevant teams (e.g. on absence management, exit data, employee voice, etc)
• Leadership Development:

• Contribute to the coaching and development of business stakeholders and line managers through providing ER advice and guidance.
• Contribute to the development of leadership skills in the business; gather examples to support continuous learning.
• Support the development of leadership training material for the business/People team to support upskilling.
• Understand and role model the behaviours that mitigate and minimise unconscious bias.
• Employee Communication and Engagement:

• Support People initiatives within relevant business areas to support alignment and consistent roll out.
• Support the Employee Engagement Survey process locally, liaising with relevant People team colleagues.
• Support in the delivery of local training (e,g. on ER processes)
• Talent Attraction:

• Support Managers with the probationary period, providing guidance and advice to help them carry out effective review discussions.
• Support Employer Branding strategies that are set by PLT and oversee consistent rollout in the business.
• Work with People teams to follow up and ensure that all offer documentation and screening have been completed at the earliest appropriate point, tracking and providing appropriate updates as required. Drive regular end to end process reviews and identify continuous improvement opportunities.
• Support the Talent Acquisition team when required with recruitment including advertising roles; conducting intake meetings with Hiring Managers to understand their requirements; screening CVs; arranging interviews.; and in some cases attend interviews
• Team Management Support:

• Role model the right behaviours, ways of working and service delivery excellence, creating a dynamic working environment focused on continuous improvement and learning.
• Contribute to a positive work environment, living company values and driving high levels of engagement.
• Support the People Services model and drive a culture of continuous improvement, learning and regular feedback.

Qualifications

• CIPD Qualification (Degree/Diploma)
• 3 -5 years demonstrable experience in a HR function or role within a mining industry
• Experience in an HR Advisor role preferred
• Success Factors HRIS system and Microsoft Office mandatory (SAP and Nav+)

Technical Skills:

• Ability to work under pressure with conflicting priorities.
• Strong organizational skills and attention to detail
• Good knowledge of ER management with pragmatic solutions in mind
• General HR experience (onboarding to offboarding)
• Demonstrates strong analytical thinking, data management and interpretation skills (Required)
• Fluent spoken and written English
• Proactive and analytical mindset

Soft Skills:

• Customer Service focused with high accountability.
• Ability to adhere to confidential parameters.
• Excels in a customer facing role.
• Agile mindset, results orientated.
• Strong Team spirit to support the wider People Services team.
• Uses own initiative to continuously improve processes or working practices.
• Able to anticipate and plan.
• Ability to build strong, credible relationships.

Background ChecksSuccessful candidates will be required to complete background screening which may include a criminal check and validation of qualifications.Additional InformationWho we are:De Beers Group is a company with a sparkling future.Our experts have searched the world for nature's most precious gem. Our diamonds bring beauty to the world. But we think they can do so much more. We want our diamonds, and our business, to make life brilliant - for our people, our customers, and the world around us.Our Values:SafetySafety first is a way of life for us. We are unconditional about the safety, health and well-being of our colleagues, at work and at home, and about that of the communities where we work. We aim to lead the industry by investing in innovation to protect people, who are at the heart of our business. Our high performing teams take accountability for their own and others' actions, work collaboratively, and always show care and respect.Equity, Diversity & InclusionAs a global #HeForShe Thematic Champion, De Beers is committed to promoting an equitable, inclusive and diverse workplace where we value and respect every colleague for who they are. We provide equality of opportunity to enable everyone to fulfil their potential. Please inform us should there be any special requirements that should be considered as part of your application.Building ForeverSustainability is at the heart of our decision-making - it is how we do business. Building Forever is key to our purpose as it represents our ambitious and holistic sustainability framework and is central to our ability to deliver long-term value to our communities and partners. This shapes how we protect our social and environmental license to operate, build a long-term legacy in our host communities and earn consumers' trust in our diamonds that they can wear with pride.Closing date: 08 July 2024

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