THE JOB AT A GLANCE

The Head: HRBP provides strategic advisory support to assigned business units, ensuring that People Strategy priorities are embedded into business planning and execution.

This role focuses exclusively on high-level strategic planning, talent development, organisational development interventions and data-driven HR insights. The Head: HRBP has no operational HR responsibilities and provides strategic advisory only on HR value chain activities.

Reporting to the Executive Head: People, the role partners with senior leaders to align HR strategies with RMA’s business goals, fostering a future-ready, agile and digitally enabled operating model.

The Head: HRBP plays a critical role in strengthening leadership capability, workforce sustainability and organisational effectiveness. The role ensures that strategic People priorities are translated into measurable business outcomes through disciplined workforce planning, governance alignment and executive-level advisory.

Through evidence-based insights, scenario modelling and structured People interventions, the role enhances decision-making quality and ensures that workforce architecture supports RMA’s long-term strategic direction.

The Head: HRBP shapes workforce optimisation, talent strategy, capability depth and cultural alignment across assigned business units. The role directly influences long-term organisational sustainability and strategic execution.

WHAT YOU WILL DO

Strategic People Partnering & Business Integration

• Serve as a strategic adviser to business leaders on workforce, capability and People priorities


• Integrate the five core People KPIs into business strategy, planning and management routines


• Translate organisational strategy into actionable People priorities for each business area


• Provide strategic guidance only on HR value chain activities, with no operational execution


• Influence decisions through insights, benchmarking, scenario planning and advisory.

Workforce Planning, Talent Conversations & Capability Alignment

• Lead talent and capability conversations focused on future skills and succession planning


• Identify capability gaps and partner with Organisational Effectiveness and Learning & Development to design strengthening interventions


• Support workforce planning, capacity forecasting and long-term organisational sustainability


• Facilitate organisational development interventions to optimise performance, structure and ways of working.

HR Frameworks, Tools, Policies & Governance

• Embed HR frameworks, tools and methodologies consistently across assigned business units


• Lead strategic interpretation and continuous improvement of HR policies


• Ensure ethical, consistent and legally compliant application of HR governance frameworks


• Strengthen People governance in partnership with the Executive Head HR.

HR Data Analytics, Insights & Strategic People Intelligence

• Leverage HR data, analytics and trends to inform strategic decisions and risk mitigation


• Produce actionable People intelligence on performance, turnover, skills, structure and capability


• Provide leaders with data-driven insights to influence workforce optimization


• Support predictive modelling and workforce scenario analysis.

Culture, Leadership Behaviour & Strategic People Priorities

• Embed the Top Five HR Strategic Priorities across assigned business units


• Influence culture and leadership behaviour aligned to RMA values of care, dignity and trust


• Partner with leaders to drive engagement, accountability and high-performance culture


• Identify cultural risks and behavioural patterns that impact organisational sustainability


• Support alignment to RMA’s purpose-driven and future-ready strategic direction.
  
  
  
  
  

WHAT YOU WILL GET IN RETURN

We offer great opportunities for personal and professional development in a stable company that is 132 years strong. The role comes with a competitive salary package and various benefits. Furthermore, you will be part of a dedicated group of colleagues who value teamwork and collaboration.

Turnaround time

The shortlisting process will only start once the advert due date has been reached. The time taken to complete this process will depend on how far you progress within the recruitment process and the availability of our managers. Kindly note that should you not receive a response within 21 days, please consider your application unsuccessful.

Closing date: 29th April 2026

Our Commitment to transformation:

In accordance with the employment equity plan of Rand Mutual Assurance and its employment equity goals and targets, preference may be given, but is not limited, to candidates from under-represented designated groups.

WHAT YOU'LL BRING TO THE TABLE

Required Qualifications

• Degree in Human Resources, Industrial Psychology or related field (NQF Level 7)


• Postgraduate qualification (NQF Level 8) advantageous.

Required Experience

• 8–10 years HR experience with strong strategic HR partnering exposure


• Proven track record advising senior leadership and influencing organisational decisions


• Experience in talent strategy, organisational development, HR frameworks and workforce planning


• Demonstrated application of data-driven HR insights to inform strategic decisions.