JOB DESCRIPTION & SUMMARY

At PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation’s human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience.
In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm’s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction.
Focused on relationships, you are building meaningful client connections, and learning how to manage and inspire others. Navigating increasingly complex situations, you are growing your personal brand, deepening technical expertise and awareness of your strengths. You are expected to anticipate the needs of your teams and clients, and to deliver quality. Embracing increased ambiguity, you are comfortable when the path forward isn’t clear, you ask questions, and you use these moments as opportunities to grow.

Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to:

• Respond effectively to the diverse perspectives, needs, and feelings of others.
• Use a broad range of tools, methodologies and techniques to generate new ideas and solve problems.
• Use critical thinking to break down complex concepts.
• Understand the broader objectives of your project or role and how your work fits into the overall strategy.
• Develop a deeper understanding of the business context and how it is changing.
• Use reflection to develop self awareness, enhance strengths and address development areas.
• Interpret data to inform insights and recommendations.
• Uphold and reinforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance), the Firm’s code of conduct, and independence requirements.

MINIMUM QUALIFICATIONS:

• Relevant HC Degree/Diploma
• HC certification with in-country professional board (preferable)

EXPERIENCE:

• 5+ Years in a similar role

KEY KNOWLEDGE AND SKILLS:

• Sound understanding of key HC activities & employee life-cycle
• Understanding of policies & employment law
• Good team-working ability and mind-set
• Good attention to detail
• Time-management capabilities and ability to provide fast turn-around without compromising quality
• Consultation skills
• Investigative skills
• Good communication skills – verbal & written
• Ability to operate as all-rounder
• A good understanding of how people experience change
• Innovative
• Process thinker Excellent verbal and written skills and able to work across all management levels
• Strategic problem solver
• Good project management skills
• Agile in working style
• Resilient

TRAVEL REQUIREMENTS

Up to 20%

JOB PURPOSE:

To provide strategic assistance to the leaders of the business, and HC Business Partners relating to people management. This role is involved in conjunction with the HCBP’s for the HC lifecycle activities, e.g. performance cycle, on-boarding, progression, retention activities, staff terminations and retirement, as well as ad-hoc human capital advisory activities.

RESPONSIBILITIES:

Onboarding

• Delivers the onboarding experience as designed by CoE
• Ensures new joiner requirements e.g assign coach, assign buddy, attendance at on-boarding is completed
• Responds to operations, and inspect trends related feedback from new joiner surveys
• Provides feedback and input to CoE on improvements required
• Point of contact for new joiners, post recruitment

Retention

• Take the lead on the operational requirements for LOS related retention programs (snrs days, interview cycles for retention)

Performance & Salary reviews

• Work with LoS HCBP to prepare for LOS career round table (moderation) meetings
• May facilitate some CRT discussions/ record keeping
• Ensures transactional staff receive accurate data for increase processing Provide refresher training/updates to partners/managers on performance coaching (eg. Snapshot, CRT, PiP)
• Provide guidance for Poor performer discussions and ensure Workday is updated accordingly (ensure performance improvement plans are in place)

Team Leaders Support

• Upskill new Team Leaders (e.g. systems, processes, compliance)
• Provide guidance to Team Leader through various HC activities
• Monitor client team wellbeing and partner with HCBP lead to design and implement initiatives to increase work satisfaction resulting in increased revenue (pulse survey)
• Provide HC data analytics to the Team leader to support decisions
• Provide HC policy guidance

Staff terminations

• Review exit interview survey outcomes, identify trends and collaborate with LoS HCBP to formulate solutions
• Conduct exit interviews

IR, Disciplinary & grievance

• Direct all matters to operations IR for review
• Participate in investigations where required
• Sit in as HC representative on hearings
• Take responsibility for post-hearing activities
• Ensure the IR Database is updated accordingly

Exam Results

• Assist with qualifying exam results for relevant LoS –ie. preparation, processing, communications, post results activities
• Monitor qualifications status of staff studying and check accuracy of information.

Ad-hoc Activities

• Participate on and take the lead on assigned annual activities such as GPS, Values, Leave reviews
• Act as trusted advisor on policy, leave and staff matters
• Act as ambassador on HC Imperatives (eg. Workday, Values, PwC Professional)

Diversity

• Focus on activities in line with the Transformation Strategy
• Support the business in achieving the outcomes indicated in the Employment Equity Plan
• Work with business on attracting and retaining diverse talent; ie.e License to Lead, promotion processes etc.

Strategy

• Drive the achievement of the LOS annual strategy as well as the HC Africa strategy taking into account leadership priorities and future business needs
• Support business and HCBP’s to deliver talent interventions (talent identification, development, coaching, motivation, and ultimate retention) against business needs and the goal of transformation
• Strategic Workforce Planning implementation and monitoring