Job Description

Closing Date 2025/02/28


Reference Number SHO250218-3


Job Title Trainee Regional People Partner


Job Type Permanent


Location - Country South Africa


Location - Province Northern Cape


Location - Town or City Northern Cape region


Purpose of the Job
The purpose of the Regional People Partner role is to work alongside the Divisional People Partner and business to ensure efficient and effective functional People operational delivery and practice management to the assigned division, business leadership, employees, and other related stakeholders to drive the People agenda as aligned with business strategic and operational objectives. The People Regional People Partner gives input to all functional People related requirements and is key to the day-to-day operational excellence of their business operations. The role drives the tactical and routine People service delivery aspects in their business areas and takes operational accountability for the overall performance and productivity of the People goals within their operational regions.








Job Advert Details


Job Category Human Resources


Job Objectives

Employee-Centric Delivery

Contributing to the Division's People strategy and ensuring effective implementation. Driving People operational planning for divisional and regional plans. Executing the Divisional People Roadmap and delivering comprehensive People services. Facilitating resolution of industrial relations issues. Coaching the team on People practices and managing escalations. Staying updated on People team developments. Collaborating with the broader People team to provide solutions. Implementing People projects and employee enablement initiatives. Developing workforce plans based on capability and capacity needs. Overseeing regional recruitment and onboarding, aligned with People Solutions and Services. Managing talent and succession planning alongside the Divisional People Partner. Executing talent management and related budgeting.

People Management (Self, Team & Organizational)

Facilitating various People activities, operations, and administration within the region to enable optimal productivity and engagement. Managing employee engagement initiatives for the region. Managing employee wellness initiatives in the business region. Co-creating People solutions with the region to ensure that all individual, team and organisational imperatives are aligned.

Financial, Reporting & BI

Developing the regional People budget as input into the business operational budget and or the People Partner budget within the People structures. Managing People related costs and financial compliance as applicable for the region. Taking accountability for all People related data and system inputs for the region including the accuracy of organisational structures, reporting lines, location, and other People data attributes. Driving the use of data to empower People related decision-making and sharing both traditional People metrics and new People insights with the region.

Governance & Compliance

Ensuring adherence to People governance and frameworks. Implementing governance procedures and managing People risks. Delivering a regional People Risk Plan.

Future-Fit

Overseeing change initiatives and adopting new practices. Identifying technology needs for seamless employee experiences. Pursuing continuous improvement in People processes with key partners.


QualificationsDegree in Human Resources or equivalent - (essential). +3 years in an HR Business Partnering or equivalent role, driving HR delivery of frameworks, policies, procedures, and guidelines and managing HR service delivery - (essential).



ExperienceExperience within the FMCG, retail sector or similar - (preferred). Demonstrable knowledge of HR practices within the FMCG, retail sector, applying the principles of optimum capability and capacity planning in a retail orientated environment - (essential). Exposure to statutory requirements, applying and monitoring relevant laws, regulations, and best practices as they relate to HR in the specific operational context. Knowledge of HR policies, procedures, legislation, and regulations - (essential). A sound understanding of diversity and inclusion concepts and processes and the link between employment equity and good HR practices - (essential). We value practical learning experiences, if a candidate does not have a degree, demonstrable relevant experience will be considered. A proven track record of strong generalist HR delivery executing the tactical aspects of HR delivery in a retail environment - (essential).



Knowledge and Skills

Connecting & Initiating

- Recognises and values the contributions of others. Prioritises team goals and is willing to assist others in goal achievement. Holds themselves accountable to others. Is committed to co-operating with others to achieve organisational objectives. Works well independently without direction or reassurance from others. Understands the consequences of actions and takes accountability for making decisions within a mandate. Takes responsibility for actions and mistakes.

Interacting & relating

- Communicates confidently and shares openly. Shows patience and consideration for others. Is approachable and listens to the needs expressed by others. Recognises the impact of their behaviour on others and adapts their interpersonal style accordingly.

Executing & achieving

- Plans activities and projects well in advance. Shows commitment by having contingency plans in place. Draws on ideas and experiences to identify new approaches. Identifies inefficiencies and obstacles that could derail success for execution. Achieves results despite obstacles and challenges.

Responding & adapting

- Responds quickly to challenging situations and learns new coping strategies. Ensures the quality of their work is not impacted when working under pressure. Maintains confidence and performance in the face of challenges. Willingly considers new ideas, procedures or processes to address a situation.

Analysing & Innovating

- Systematically analyses information and readily comprehends new concepts and information. Develops ideas and identifies alternative approaches to the prevailing processes and practices. Investigates courses of action to identify the most appropriate solution. Evaluates the impact of proposed solutions. Considers how new ideas can be put into practice. Takes accountability for implementing new ways of working.

Performance & output alignment

- Interprets individual and team performance data to identify areas of poor performance. Co-creates individual and team performance improvement plans. Aligns functional activities and outputs to the broader People team. Analyses information, workflow procedures and methods to continuously improve. Aligns with the planning, reporting and budgeting timelines, collates information for planning, reporting & busdeting inputs.

Human Capital administration, policies & procedures

- Applies understanding of the organisation's HC operating model and how the administrative function integrates with other functions. Mitigates HC risks by applying HC policies, processes, and relevant regulations.

Human Capital partnering & implementation

- Provides general ongoing HC services to the business unit / operating area. Applies and shares knowledge of the business environment and business objectives to align HC implementation plans. Applies HC policies and procedures and interprets people data for decision-making. Supports HC delivery team, managers and employees with queries during the different stages of the employee life cycle.

Human Capital development

- Applies skills development practices within the business / operating areas ensuring ongoing support and alignment of the Divisional Training Managers and/or the Solutions L&D team. Supports and guides employees and managers with compiling personal development plans.

Governance & ethical behaviour

- Applies the Governance Policy, Code of Conduct and ethical behaviour. Addresses non-compliance and implements suitable corrections.




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