Human Resources Business Partner, Johannesburg

Overview

Guardrisk, part of Momentum Group Limited, is South Africa’s leading provider of cell captive business and alternative risk transfer solutions, offering tailor-made risk financing and access to professional reinsurance markets. As the market leader, we specialise in innovative cell captive structures that allow clients to operate their own insurance products within a ring-fenced facility, including underwriting, actuarial, legal, compliance and financial reporting services – without the costs and complexities of establishing an insurance company. Registered for most statutory classes of non-life and life insurance, we provide customised cover andstrategic risk solutions. Our services cater to corporates that are serious about risk management, those facing complex or high-cost risks and businesses looking to offer their own branded insurance products.The

Human Capital Business Partner

role provides dedicated Human Capital Partnership to business units, ensuring people practices support Guardrisk goals, while managing complex demands from clients. The role balances operational delivery with strategic input, acting as a trusted advisor to leaders and employees.

Responsibilities

Strategic HC Partnership

Act as a trusted advisor to business leaders and managers, providing strategic insights on HR matters such as talent management, organizational development, and employee engagement

Partner with leadership to align HC strategies with business goals and drive the people agenda across business units

Work closely with department heads to understand their needs and proactively suggest HC solutions that support organizational objective.

Talent management and development

Lead the recruitment and selection strategy for allocated Guardrisk BU, ensuring that the talent acquisition processes are aligned with business needs.

Oversees performance management processes, including goal setting, feedback and development planning.

Advises on career development, succession planning and development initiatives.

Support employee learning and development programs to foster skill growth and organisational capability.

Collaborate with business leaders to identify high-potential employees and design individualized development plans.

Partners with the learning and development team to implement development and leadership initiatives.

Support the design and delivery of learning and training programs aimed at developing leadership and key talent across Guardrisk.

Employee relations and Organisational culture

Act as a point of escalation for complex employee relations issues, providing guidance and support to resolve conflicts in a timely and constructive manner

Foster a positive organizational culture by promoting values, employee engagement, and creating an inclusive work environment

Works closely with OD and Executive HC to drive change management initiatives and support leadership during periods of organizational transformation or restructuring.

Act as a mediator in conflict resolution, addressing complex employee relations issues and ensuring fair and equitable outcomes

Provide guidance to managers and employees on conflict resolution strategies, fostering a respectful and positive work environment

Handle sensitive employee issues, ensuring compliance with legal standards and company policies while maintaining confidentiality.

Human Capital Process optimisation

Collaborate with the HR team to continuously improve HR policies, processes, and practices to ensure efficiency and effectiveness

Implement HR programs and initiatives that enhance employee engagement, retention, and satisfaction

Lead data-driven HR initiatives, utilizing metrics to assess organizational health and implement improvements.

Employee experience and wellbeing

Partner with internal stakeholders to ensure employee well-being programs and initiatives are aligned with employee needs and company values

Monitor employee feedback (via surveys, interviews, etc.) and recommend actions to enhance the overall employee experience.

Promote and support employee well-being initiatives, ensuring that employees have access to programs that enhance their work-life balance and overall health

Monitor employee feedback through surveys and one-on-one interactions to identify trends and areas for improvement in the employee experience

Work with leadership to drive a culture of recognition, employee engagement, and retention

Human Capital reporting and compliance

Provide regular reports and insights on key HC metrics such as turnover, performance, talent pipeline, and employee engagement to business leaders

Ensure HC initiatives comply with legal and regulatory requirements, industry best practices, and company policies

Stay up to date with the latest HC trends, legislation, and best practices to provide informed guidance to the business

Qualifications

Bachelor’s degree in human resources/ industrial psychology or related field

Registered Psychometrist/Industrial Psychologist with HPCSA will be an added advantage.

Experience

5-7 years’ experience in an HC role

Strong knowledge of HC Principles including talent management, performance management

Experience facilitating team effectiveness sessions will be an added advantage.

CRITICAL COMPETENCIES

Taking Action:

Takes action to make things happen; uses initiative to start things up; shows drive and invests personal energy.

Articulating information:

Is articulate in giving presentations; is eloquent and explains things well; projects social confidence when articulating information.

Convincing people:

Is comfortable having to persuade others; shapes opinions by being outspoken; seeks to negotiate with others.

Checking things:

Is meticulous in finding errors; ensures accuracy by being thorough and checking details; produces high quality work by being detailed.

Embracing change:

Copes with change and variety; tolerates uncertainty and ambiguity; adapts to new challenges.

Understanding people:

Shows empathy and compassion; attends and listens to people; is attentive and understands the motivation in others.

Conveying self confidence:

Is self-assured and projects inner confidence; is confident and determines own future; values own contributions.

Developing Expertise:

Is open to taking up learning opportunities; is quick in acquiring knowledge and skills; develops expertise by updating specialist knowledge.

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