Human Resources Business Partner (HRBP), Sandton

Industry Sector: Automotive 

Location: Various Entities around Gauteng | HR Head Office in Sandton 

BUSINESS OVERVIEW AND BRIEF HISTORY

KEY PURPOSE OF THIS POSITION

We are seeking a results-driven and strategic HR Business Partner (HRBP) to be a trusted advisor to our business units. The successful candidate will align our people strategy with business objectives, driving initiatives that enhance organizational performance, build a positive culture, and ensure we attract and retain top talent. 

This role requires a blend of strategic thinking and hands-on delivery, acting as a consultant, coach, and change agent within the business unit.

Role Overview:

An HR Business Partner (HRBP) is a strategic HR role that acts as a liaison between HR and business units, aligning people strategies with company goals. 

Key responsibilities include workforce planning, talent management, employee relations, and data analysis to support business objectives. 

• Location           :  Dependent on portfolio allocation | Gauteng based  
• Staff Size         :  Dependent on portfolio allocation | estimated at 300 employees 
• Start Date        :  January 2026
• Working hours :  Mon-Fri. Work from the office (no hybrid), flexible working hours e.g., 7am – 4pm or 9am – 6pm as long as 9 hours per day is achieved. Fridays till 4pm.   
• Contract Type  :  Permanent
• Salary Range   :  Medical aid | provident fund | petrol reimbursement | pool vehicle  
• Reporting to    :  HR Director 
• Reportees        :  None to one HR Administrator if it is required / depending on work demand 

Key Responsibilities:

Strategic Partnership: Serve as a primary point of contact and strategic advisor to senior leadership and line managers on all people-related matters, translating business needs into actionable HR strategies and initiatives.

• Talent Management & Development: Collaborate with the Talent Acquisition team on recruitment strategies, oversee performance management cycles (including performance calibration         and succession planning), and identify training needs and development programs for employees and leaders.
• Employee Relations & Engagement: Manage complex employee relations issues, provide guidance on HR policies and labour law compliance, and work to improve work relationships, build     morale, and increase productivity and retention.
• Organizational Effectiveness & Change Management: Advise and help design effective organizational structures, and lead or support change management initiatives to optimize efficiency       and employee acceptance.
• Data-Driven Insights: Analyse HR metrics and data (e.g., turnover rates, engagement scores, compensation data) to provide insights, inform decisions, and measure the impact of HR           initiatives.
• Compensation & Benefits: Research and propose competitive compensation and benefits programs to ensure the organization attracts and retains top talent. 
• Organizational Design: Help update organization structure to support business goals.