SAICA has embarked on an exciting transformation to become an insights-driven, technology-enabled, and AI-powered organisation. As part of our journey, we are streamlining processes, enhancing our digital capabilities, and strengthening our focus on sustainability in the accounting profession.

This transformation presents an opportunity for you to grow and contribute to SAICA’s vision in a redefined, future-fit role. We are looking for passionate, skilled professionals who are eager to innovate, embrace data-driven decision-making, and help shape the future of the profession.

If you are ready to be part of this next chapter, make a meaningful impact, and you are a suitably qualified and experienced Difference Maker wanting to go further on this exciting journey, you are encouraged to apply.

Purpose of the job

The Human Capital Business Partner (HCBP) plays a strategic and hands-on role in supporting the business in managing human capital resources. The HCBP partners with business leaders to drive people strategy, organisational development, talent management, and performance management. This role requires an individual with the ability to translate business goals into actionable human capital strategies and deliver solutions that optimise the workforce and support business success.

The HCBP contributes to the development and execution of Human Capital initiatives across various functions, ensuring alignment with organisational goals, culture, and growth. The role requires deep expertise in Human Capital practices, strong business acumen, and the ability to engage effectively with senior management and employees at all levels.

Key/main outputs

Output 1: Strategic Human Capital Leadership

• Partner and engage with key stakeholders (Executive, Line Managers and Employees) to understanding the unique needs of the different teams in the allocated division and effectively respond to business needs
• Use HR metrics, data, and analytics to inform decision-making and enhance strategic workforce planning. Develop regular reports on human capital trends and outcomes to guide senior management
• Support change management processes in alignment with organisational transformation efforts Support leadership in effectively managing transitions and fostering a culture of adaptability
• Assist with the design of the organisational structure and culture, ensuring that it reflects business needs, enhances collaboration, and drives high performance
• Influence and coach line managers to make effective people decisions that will minimise risk and have a positive impact on the business and its employees

Output 2: Talent Acquisition & Workforce Planning

• Lead the development and execution of talent acquisition strategies that attract top talent, focusing on key business functions and positions critical to organisational success
• Support leadership in identifying high-potential talent and creating effective succession planning processes to ensure business continuity and leadership pipeline development
• Oversee the recruitment process for key positions, ensuring a streamlined and efficient process while maintaining a positive candidate experience. Collaborate with hiring managers to ensure alignment with organisational culture and values
• Ensure Line Managers are trained on recruitment and talent acquisition best practice through utilising innovative talent sourcing techniques and partnerships
• Partner with divisional Executives and Line Managers to determine recruitment needs and develop effective recruiting plans and strategies based on the needs of the division aligned with organisational strategy

Output 3: Human Capital Processes, Procedures, and Systems

• Oversee the implementation and optimisation of HR systems to improve HR processes and ensure data integrity in talent management, employee engagement, culture, change management, remuneration, performance tracking, and payroll
• Review and update HR policies and procedures to ensure compliance with legal standards and alignment with best practices. Ensure all HR processes are documented, transparent, and accessible to employees
• Develop and optimise processes for all stages of the employee lifecycle, from onboarding to offboarding, ensuring a consistent and effective experience for all employees
• Incorporate AI tools in employee life cycle data management and reporting

Output 4: Employee Engagement & Organizational Culture

• Lead initiatives to assess and improve employee engagement, ensuring that the workforce is motivated, aligned with the company’s goals, and advocates for the organisation’s vision
• Collaborate with leadership to foster an organisational culture based on core values, promoting collaboration, inclusivity, accountability, and respect
• Develop and manage employee surveys, focus groups, and other feedback mechanisms. Use the feedback to inform people strategies and address concerns
• Lead initiatives for employee recognition, reward programs, and performance bonuses. Ensure that recognition is timely, meaningful, and aligned with organisational goals

Output 5: Learning & Development

• Lead the design and implementation of talent development strategies that focus on building leadership capabilities, technical skills, and enhancing employee potential
• Oversee the creation and delivery of training programs to address skills gaps, improve performance, and support career development
• Partner with senior management to identify leadership development needs and ensure the creation of succession pipelines for key leadership roles within the organisation
• Foster a culture of continuous learning by promoting self-directed learning, knowledge-sharing, and access to training resources
• Monitor the development of individual development plans (IDPs) and the roll out of the development plans in accordance with department (s)-specific training requirements

Output 6: Performance, Benefits & Rewards

• Oversee the performance management cycle, ensuring that managers are equipped to set clear goals, provide regular feedback, and hold employees accountable for performance
• Advise on compensation and benefits strategies, ensuring that the organization offers competitive and fair remuneration packages. Ensure compliance with regulatory requirements and competitive benchmarking
• Partnering with the Pension Fund and Medical Aid providers to ensure the financial well-being and health benefits of Employees
• Oversee the administration of SAICA’s Pension Fund and Medical Aid scheme, including membership enrolment, contributions and eligibility criteria

Output 7: Wellness, Diversity, Equity & Inclusion (DEI)

• Develop and implement employee wellness programs that support physical, mental, and emotional well-being. Promote work-life balance and provide resources to help employees manage stress and health challenges
• Lead DEI initiatives aimed at creating an inclusive workplace where all employees feel valued, respected, and able to contribute their best work. Ensure diversity is embedded in all HR processes, including recruitment, promotions, employee and leadership development
• Develop strategies to promote equity, ensuring fair treatment of all employees, regardless of gender, race, age, or background. Address any systemic barriers to inclusion or advancement within the organisation

Output 8: Compliance & Reporting

• Ensure compliance with local labour laws and regulations, including employee rights, health and safety, and workplace regulations. Keep up to date with relevant legal changes and advise the organisation on necessary adjustments
• Prepare and present HR reports to senior leadership, highlighting key metrics, trends, and outcomes. Track HR initiatives and measure their success in achieving organisational objectives
• Identify and address potential risks related to human capital management, including employee relations issues, non-compliance, or gaps in talent planning
• Ensure procurement processes are followed to ensure that service providers are compliant and deliver on agreed SLA’s
• Manage and monitor budget spend

Output 9: Employee Relations

• Partner with Managers in creating a healthy employee relations climate through fair, consistent and timeous resolution of all matters at hand
• Provide guidance and coaching to line managers regarding employee relations processes and procedures.
• Act as a mediator/facilitator on employee relations matters.
• Provide input into development and review of ER related policies, processes, and procedures
• Stay abreast of Labour legislation updates and changes

Output 10: Embrace And Drive Organisational Transformation

• Actively contribute to cost containment efforts by identifying opportunities for operational efficiencies, optimising resources, and ensuring value-driven decision-making in daily activities.
• Support SAICA’s transformation into an insights-driven organisation by leveraging data and analytics to enhance decision-making, improve processes, and drive continuous improvement in your area of work
• Effectively utilise digital tools and technology to enhance productivity, streamline workflows, and improve service delivery. Stay informed about new and emerging technologies relevant to your role
• Adopt and embrace AI-driven tools and automation to enhance efficiency, accuracy, and effectiveness in job-related tasks, while continuously seeking opportunities to improve processes through innovative technology solutions
• Identify and support SAICA’s management of risks related to sustainability, including environmental risks, regulatory changes and social risks and integrating them into business continuity and risk management plans