Business Partner Consultant, People & Culture at Standard Bank Group

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• •Support line managers to link their people plans to the overall business plan on an measures* annual basis. Contribute to improvements required in the plans if gaps are identified. • Contribute to the development of the annual staff cost budgets by providing advice on market pay and anticipated workforce changes. Assess and coordinate manpower requirements of the business, and work with managers for viable solutions. • Extract organisation management reports from the SAP system if needed. • Ensure that structural changes are checked and updated monthly on the SAP system including reporting line changes, new joiners and vacancies. • Succession planning to ensure Business continuity. • Proactively identify gaps and create improvement plans with support from resourcing and learning teams. In business areas where the functionality exists, work with workforce planning or productivity managers to ensure that People & Culture governance is adhered to. • Approve requests for replacement vacancies as part of the quarterly workforce planning reviews. Assist in managing the headcount budget in partnership with finance. • Support the efforts of the resourcing teams to define the business demand for recruitment for each quarter. • As part of engaging with employees across the business, identify potential opportunities for employees to move to other areas and arrange interaction with resourcing teams where appropriate. • Participate in interviews for graduates on request. • For non-permanent resources that are contracted through payroll, review and approve the terms of the contracts prior to distribution to the candidate. • Review requests for non-permanent resources and challenge line on the appropriateness of appointing non-permanent giving consideration to duration of the work, rates, skills levels and labour regulations governing non-permanent appointments. • Participate in the selection and contract negotiation process for fixed term contractors. • Participate in the orientation process held in the business by meeting new starters during their first week and position the offerings from People & Culture. Business partners are responsible for arranging introductions to key business stakeholders. • Conduct exit interviews for junior and middle managers who have resigned as well as a sample of other employees. Compile analysis of the results of the exit interviews and share with the Head of People & Culture if any concerns are flagged.