HC Business Partner

at  Sanlam

KNOWLEDGE AND SKILLS

HR Consulting and Solutions orientation
Data analysis and interpretation and trend analysis within complex business environment
Business understanding
Complex HR Support

Minimum Requirements

• Bachelor’s degree in Human Resources, Industrial Psychology, Business Administration, or related field.
• 5-7 years of experience in a Human Capital Business Partnering role within Financial Service
• Strong knowledge of South African labour laws and compliance standards, particularly in financial services.
• Proficiency in HR systems and tools to drive operational efficiency.
• Ability to travel as required
• Investment Sector Knowledge: Deep understanding of the asset management sector, including industry trends, talent drivers, and regulatory requirements relevant to Sanlam Investments.
• Business Acumen: Strong ability to align HR strategies with business goals, ensuring that human capital initiatives contribute to Sanlam’s market performance.
• Stakeholder Management: Excellent communication and relationship-building skills, capable of influencing senior leaders and managing complex HR challenges.
• Leadership: Proven track record of leading human capital initiatives that improve performance, engagement, and talent retention in a fast-paced investment environment.
• Analytical Thinking: Proficiency in using data and metrics to diagnose HR challenges and drive strategic decisions.
• Change Management: Expertise in leading organizational change initiatives, especially in a dynamic, performance-driven environment

• Strategic Human Capital Partnering:
• Partner with senior leadership to understand business priorities and translate them into effective human capital solutions that drive growth at Sanlam Investments.
• Deliver tailored HR solutions aligned with workforce planning, talent acquisition, and leadership development needs, supporting the company’s investment strategy.
• Develop HR Plan for specific business area, cascading the overarching SI HR Strategic plan and budget
• Partner with the business to develop, implement and manage people strategies to support the delivery of the business strategy
• Consult with the business on people requirements - to facilitate, advise and get operationally involved where appropriate
• Talent Management & Development:
• Lead the design and implementation of talent management programs that address succession planning, leadership development, and retention of top talent
• Drive the continuous professional development of Sanlam Investments workforce, with an emphasis on nurturing future leaders in the investment industry.
• Establish collaborative relationships with the team and business leaders to execute talent programs and initiatives
• Facilitate the talent and development conversation with line managers, including succession planning. Challenge and debate evidence presented for objectivity and fairness. Assist with documenting agreed actions and outcomes
• Engage line managers on current and future talent needs, using the talent framework to advise and influence client decisions
• Drive alignment with Sanlam Group talent framework, policies and processes
• Support the end-to-end talent acquisition process to provide for current and future talent needs, where demand is not filled by internal talent
• Assist line managers with the development and cascading of goals
• Build line capability to facilitate the performance management process and assist in applying consistent processes
• Ensure that each employee has a completed development plan
• Assist line managers with proactive talent interventions for HIPO’s and strategically critical roles
• Assist line managers with poor performance management as needed
• Performance Management & Employee Engagement:
• Drive a culture of high performance by managing Sanlam’s performance review process, providing coaching to leaders on best practices, and ensuring alignment between individual and company goals.
• Utilize employee engagement data to develop initiatives that enhance the employee experience, focusing on inclusion, well-being, and career satisfaction.
• Implement year-end remuneration review timetable to facilitate the discussion
• around TGP review, performance bonus and long-term share incentive awards, and alignment with remuneration philosophy, performance review ratings and talent processes
• Facilitate mid-year process to ensure remuneration benchmarks are current, and mid-year increases are applied for, as required
• Ensure that each employee has a completed mid-year and year end performance review

Key Responsibilities (Continued)

• Diversity & Inclusion:
• Promote Sanlam Investments’ commitment to diversity and inclusion by driving initiatives that enhance workforce representation and equity.
• Partner with leadership to embed inclusive policies and foster a culture that attracts diverse talent across the investment industry.
• Change Management & Organizational Effectiveness:
• Guide leaders through complex organizational changes, ensuring that HR interventions are aligned with Sanlam’s strategic priorities, particularly in times of transformation or expansion.
• Facilitate initiatives that strengthen organizational effectiveness, creating a collaborative, adaptive, and innovative work environment.
• Compensation & Benefits:
• Collaborate with Compensation and Benefits teams to ensure Sanlam offers competitive remuneration packages, particularly for highly specialized roles in asset management.
• Support the design of incentive programs and retention strategies that align with industry benchmarks and the company’s performance objectives.
• Data-Driven Decision Making:
• Use HR analytics and insights to guide business decisions, leveraging metrics such as turnover, employee engagement, and development tracking to inform leadership.
• Present regular reports to senior leadership, offering data-driven recommendations on human capital strategies.
• Industrial Relations
• Understand and apply the relevant legislation, policies and procedures (e.g. SIG ER Policy, BCEA, LRA) when dealing with each matter
• Assist line managers and employees with the interpretation and the administration of any IR/ER issues, e.g. disciplinary and grievance procedures.
• Attend CCMA as and when required
• Learning and Development:
• Consult with businesses on learning objectives and consolidate into overall SI objective throughout the year
• Track learning spend to meet skills development targets
• Encourage line managers to have developmental conversations with team members and monitor implementation of identified training or developmental interventions
• Identify learning needs on an ongoing basis, and feed into the overall learning and development plan
• Ensure business adheres to SIG L&D philosophy and practices
• Leadership Development:
• Implement leadership development initiatives identified at SIG and SI level
• Identify leadership development opportunities, implement and monitor the effectiveness thereof, including the development of internal young talent
• Identify individuals for leadership development together with line management for Sanlam Group programmes and conferences

Minimum Requirements

• Bachelor’s degree in Human Resources, Industrial Psychology, Business Administration, or related field.
• 5-7 years of experience in a Human Capital Business Partnering role within Financial Service
• Strong knowledge of South African labour laws and compliance standards, particularly in financial services.
• Proficiency in HR systems and tools to drive operational efficiency.
• Ability to travel as required
• Investment Sector Knowledge: Deep understanding of the asset management sector, including industry trends, talent drivers, and regulatory requirements relevant to Sanlam Investments.
• Business Acumen: Strong ability to align HR strategies with business goals, ensuring that human capital initiatives contribute to Sanlam’s market performance.
• Stakeholder Management: Excellent communication and relationship-building skills, capable of influencing senior leaders and managing complex HR challenges.
• Leadership: Proven track record of leading human capital initiatives that improve performance, engagement, and talent retention in a fast-paced investment environment.
• Analytical Thinking: Proficiency in using data and metrics to diagnose HR challenges and drive strategic decisions.
• Change Management: Expertise in leading organizational change initiatives, especially in a dynamic, performance-driven environment.