VACANCIES

Job Title: HR People Partner

Reporting To: Head: HR

Location: Boundary Road, Newlands, Cape Town

Working Hours: Monday – Friday

Employment Type: Fixed term- 12 months

 

Job Summary 

The People Partner provides business-facing HR advisory support across the employee lifecycle, partnering with managers to implement people initiatives, strengthen employee experience and support organisational effectiveness.

Working closely with the Head: HR and HR Generalist, the People Partner provides guidance, and practical support to employees. The role focuses on people partnering and employee experience.

 

Qualifications & Experience 

• Bachelor’s degree in Industrial Psychology, Human Resources Management or a related field.
• Minimum of four years’ relevant Human Resources experience in an HR advisory, HR partnering or generalist environment.
• Experience supporting employee engagement and wellness initiatives.
• Experience working with Human Resources Information Systems, preferably Sage People or an equivalent system.
• Sound knowledge of South African labour legislation.
• Advanced Microsoft Office skills.

Preferred

• Honours Degree or Postgraduate qualification in Industrial Psychology or Human Resources.
• Psychometric Assessment Certification.
• Sage HRIS certification.

 Key Performance Areas

1. People Partnering & HR Advisory Support

• Provide day-to-day routine HR advice and support to employees across the employee lifecycle.
• Build effective working relationships with employees and provide proactive HR support.
• In conjunction with the Head: HR, assist managers with the application of HR policies, procedures and best practices.
• Support managers in addressing people-related challenges, escalating complex matters to the Head: HR where required.
• Provide insights and recommendations to support effective people decision-making.
• Identify workforce trends, risks and opportunities, and recommend actions to improve the employee experience.
• Support organisational change initiatives through clear communication and employee engagement.
• Promote a positive, consistent and values-aligned employee experience across the organisation.

2. Employee Wellness, Engagement & Organisational Culture

• Support the implementation of employee wellness, engagement and culture initiatives in collaboration with the Head: HR and HR Generalist.
• Promote awareness and uptake of Employee Assistance Programme initiatives and wellness resources.
• Provide input into employee engagement, organisational climate and culture surveys based on manager and employee feedback.
• Analyse engagement themes and provide practical recommendations to improve the employee experience.
• Support recognition, appreciation and culture-building initiatives.
• Encourage team engagement activities that strengthen collaboration, morale and organisational culture.
• Act as a feedback channel between employees, managers and HR to support a positive and values-aligned workplace culture.

3. Diversity, Inclusion & Employee Experience

• Support diversity and inclusion initiatives by promoting inclusive behaviours within assigned business areas.
• Assist managers with inclusive workplace practices that encourage belonging, respect and psychological safety.
• Support Employment Equity initiatives through awareness, consultation and feedback, in collaboration with the Head: HR and HR Generalist.
• Contribute insights to diversity awareness programmes and inclusion campaigns.
• Encourage equitable people practices in recruitment, development, performance and employee engagement.
• Promote a respectful and inclusive workplace environment through day-to-day people partnering.

4. Performance Development

• Support managers in applying the organisation’s performance management framework fairly and consistently.
• Partner with managers to identify development needs and support the implementation of Individual Development Plans.
• Provide people insights to support workforce planning and talent reviews discussions.
• Support organisational development initiatives aimed at improving employee effectiveness and performance.
• Contribute to employee retention initiatives by identifying engagement, performance and development trends.
• Support learning and development initiatives by providing feedback on business and employee needs.

5. HR Operations, Administration & HRIS

• Promote accurate and timely employee information by working with managers, employees and the HR Generalist.
• Maintain confidentiality and integrity when handling employee information and HR data.
• Identify HRIS or process improvement opportunities and provide feedback to the Head: HR.
• Support payroll and HR administration by verifying people-related information where required.
• Support the accurate completion of HR documentation.
• Contribute to HR reporting by providing relevant people insights, trends and recommendations.

6. Information Governance & Compliance

• Assist in ensuring compliance with the Protection of Personal Information Act and organisational policies relating to employee information.
• Promote the responsible handling, processing, storage and disposal of personal information.
• Maintain strict confidentiality of employee information and HR documentation.
• Follow appropriate access controls for HR systems and employee information.
• Promote awareness of confidentiality and data protection requirements among managers and employees.

7. Recruitment & Talent Acquisition Support

• Partner with the HR team to support recruitment planning and role requirements for assigned departments.
• Participate in recruitment and selection processes where business partnering input is required.
• Support employer branding initiatives by promoting a positive employee and candidate experience.

8. Employee Relations & Industrial Relations Support

• Provide early-stage guidance to managers on routine employee relations matters and escalate complex matters to the Head:HR.
• Assist managers with addressing workplace concerns through fair, consistent and values-aligned conversations.
• Identify emerging employee relations risks and escalate to the Head: HR.

9. Governance, Committees & Stakeholder Participation

• Participate in internal committees, subcommittees, project teams and working groups as required.
• Represent the Human Resources function on committees as delegated.
• Prepare committee reports, presentations and supporting documentation where required.

 Key Competencies 

Technical Competencies

• Sound knowledge of South African labour legislation.
• Sound knowledge and practical application of POPIA requirements.
• Knowledge of Industrial Psychology principles and organisational behaviour.
• Knowledge of employee relations and performance management processes.
• Strong understanding of employee engagement and organisational culture principles.
• Proficiency in HR Information Systems, preferably Sage People.

Behavioural Competencies

• Strong relationship-building and stakeholder management skills.
• Excellent communication and interpersonal skills.
• High emotional intelligence with the ability to influence others.
• Strong analytical and problem-solving ability.
• Excellent planning, organising and project coordination skills.
• Strong facilitation and presentation skills.
• Ability to manage multiple priorities in a fast-paced environment.
• High level of professionalism, integrity and confidentiality.
• Customer-focused, with a proactive and collaborative approach.
• Commitment to continuous improvement and service excellence.

Closing Date: 9 October 2026

We reserve the right to withdraw this vacancy or discontinue the recruitment process at any stage should operational requirements change. We are under no obligation to make an appointment to the position.

We are an equal opportunity employer, committed to diversity and inclusion; however, preference will be given to Employment Equity candidates in accordance with the Employment Equity Act of South Africa.