Human Capital Business Partner

at  PwC

JOB DESCRIPTION & SUMMARY

A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You’ll focus on helping the local offices in driving the Firm’s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.
Our team helps bridge the relationship between leadership and employees at PwC through Human Resources solutions. You’ll handle issues on operation management, strategic partnership, employee relations and emergency responding.
To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.

As a Manager, you’ll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Develop new skills outside of comfort zone.
• Act to resolve issues which prevent the team working effectively.
• Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
• Analyse complex ideas or proposals and build a range of meaningful recommendations.
• Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
• Address sub-standard work or work that does not meet firm’s/client’s expectations.
• Use data and insights to inform conclusions and support decision-making.
• Develop a point of view on key global trends, and how they impact clients.
• Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
• Simplify complex messages, highlighting and summarising key points.
• Uphold the firm’s code of ethics and business conduct.

KNOWLEDGE, SKILLS AND ABILITIES

• Sound knowledge of all HC processes
• Sound knowledge of HC processes
• Experience in managing projects or multidimensional processes
• Computer & Digitally literate
• High energy level
• Assertive & diplomatic
• Sound interpersonal and communication skills
• Professional
• Able to deal with confidentiality
• Ability to deal with multiple projects
• Enthusiastic and proactive
• Passion for developing others
• Power BI & Alteryx an advantage

REQUIREMENTS

• Relevant postgraduate HC related degree (Honours BA / BComm Psychology / Industrial Psychology / Human Resources)
• Minimum 8 years HC experience with at least 5 years of staff management experience

TRAVEL REQUIREMENTS

Up to 20%

PURPOSE OF JOB

The Business Partner supports the Business unit/region or country Leader/s in all areas related to the annual people calendar to maximise people engagement and performance and to support the delivery against the unit/region’s business objectives. This is done through the implementation of appropriate market area and global people strategies and more specific local people related solutions.
The Human Capital Business Partner will be responsible for the Human Capital delivery to a Line of Service, aligned with the Business Strategy and the Africa People strategy .
The role reports into the Africa Line of Service HC Associate Director.

RESPONSIBILITIES:

HC strategy

• Aligned to Global HC strategy, Africa People strategy, and LOS People Strategy, by annually compiling the specific people strategy for the business area through consultation with Leadership.
• Execute against the HC strategy with regular measurement and reporting on progress made linked to the quality standards of the firm.
• Ensure strategic HC projects are rolled out across the area of responsibilities in line with the HC calendar and other specific business requirements.
• Report monthly on the delivery of the specific initiatives

Insights

• Provide people related trends and analytics and intelligence to the business to inform business decisions.
• Identifying areas of efficiency and developing improved processes to deliver to business more effectively and within quality standards.
• Advise leadership on people matters/workforce activities.
• Establish a workforce plan aligned to LOS headcount budgets
• Regular analysis of turnover and ensuing advice to business
• Regular analysis and reporting of headcount vs utilisation achieved.
• Dashboard preparation

HC service delivery

• Coordinating consistent HC delivery across areas of responsibilities
• Ensure regular contact sessions are in place to assess satisfaction on delivery
• Oversee HC projects and manage performance of the HCBP within the team

Talent management

• Drive talent management activities for the business, including talent identification, succession, development plan monitoring (e.g., Talent Radar) and advice.
• Co-ordinate, plan, prepare for and facilitate the Business Talent Council
• Identify, plan, and monitor key talent program attendance
• Accountable for ensuring that the post talent program feedback takes place. Responsible for facilitating the feedback.

Performance Management

• Understand the business strategy and participate in establishing annual KPIs per grade level
• Provide regular guidance and education to staff on the performance management process.
• Provide performance analytics, including poor performance.
• Research, advise on, and implement performance improvement interventions
• Monitor general compliance with performance management approach

Remuneration

• Liaise and collaborate with the HC Reward CoE, for salary survey input and benchmarking information.
• Annalise and understand remuneration trends and challenges faced by the Business. Advise and provide input into remuneration bands and practices.
• Utilise analytics from exit interviews and GPS related to reward
• Educating staff on reward and benefits
• Provide input into people budgets: cost analysis of salary bands, an other people cost
• Manage the salary and performance bonus review for the Business

Leadership

• Contribute to HC best practice; understand the people requirements and communicate these requirements to the relevant HC structures
• Mentor and develop the HCBP team
• Represent HC to the Line of Service leadership

Employment Equity

• Understand the firm’s EE targets and translate this into the Business EE targets. Understand where the gaps lie and implement HC interventions to close this gap through recruitment; promotions etc
• HC representative in the EE forum

Retention

• Project manage annual progression processes as per Talent CoE guidance. (post articles and SM)
• Report retention successes and potential challenges
• Analysis and presenting of the Global People Survey results to Group Leaders and People Partners
• Compiling a GPS action plan and rolling out of the initiatives

Terminations

• Conducting exit interviews of Senior Managers and AD’s
• Exit trends reports are analysed and feedback given to groups with suggestions on interventions

OTHER AD HOC ROLES

As we are still transitioning into the new HC structure, there are some operational and ad hoc roles which are currently part of this role but will change in the future. These include:

• HC team management (timesheets; expenses and leave)
• Oversee the welcome and admin processes for annual trainee intake
• HC representative on various forums to drive the HC strategy i.e., HC Coordinating managers forum and People Partners forum
• Attendance and contribute to group meetings and events
• Manage APC and ITC processes i.e., confirmation of candidates; results; events
• Provide guidance on IR matters; represent firm at the CCMA

As a Manager, you’ll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Develop new skills outside of comfort zone.
• Act to resolve issues which prevent the team working effectively.
• Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
• Analyse complex ideas or proposals and build a range of meaningful recommendations.
• Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
• Address sub-standard work or work that does not meet firm’s/client’s expectations.
• Use data and insights to inform conclusions and support decision-making.
• Develop a point of view on key global trends, and how they impact clients.
• Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
• Simplify complex messages, highlighting and summarising key points.
• Uphold the firm’s code of ethics and business conduct