Human Resources Business Partner - N/A07557
Applications accepted until:
Number of Openings




Cape Town

Job Purpose

  • The HRBP is responsible for partnering with BU HRM/Cluster HRM, Business Leaders, Centre of Excellence and HR Consultants in building the Functional capabilities for driving sustainable, profitable business growth.
  • Through HR thought leadership, s/he is responsible for building a functional culture and operating environment that is conducive to attracting, developing and retaining - the €œBest in Class€ talent. In particular, s/he will actively provide input into Functional Business planning and Growth initiatives in order to drive the strategic business agenda, underpinned by a diverse, productive and engaged workforce.
  • The role is required to ensure compliance and minimise the risk of all HR operations processes within the business.  


  • Matric/ Grade 12
  • Relevant 3 year Diploma or University Degree


  • A minimum of 5 years of progressive human resources generalist experience with a strong background in employment and selection, training, organization development, compensation, employee relations and employment law.

Skills and Knowledge

     Technical Competency                                                Behavioural Competency

  • Human Resources function knowledge                         Strategic perspective
  • Change management                                                 Business Acumen
  • Performance management                                          Innovation
  • Organisational effectiveness                                       Continuous improvement
  • Project management                                                  Managing risk
  • Compensation                                                           Customer service orientation
  • Employee benefits                                                      Leadership
  • Employee relations
  • HRIS
  • Recruitment
  • Workforce planning
  • Employee development
  • Organisational design

Work conditions and special requirements

  • Ability to work shifts that meet operational requirements
  • Ability to work in stressful and changing environments

Key Performance Areas:

Duties and responsibilities include:

HR Strategy Implementation

  • The business continuity plans address the changing environment
  • Implementation achieves Unit€™s objectives and targets
  • Effective delivery of an integrated system (processes, people, standards, management frameworks, practices and technology) to support the strategy

HR Operating Model Implementation       

  • Business plan targets have been met in line with set timelines
  • Productivity ratios are met
  • Staffing structures meet Business demands
  • Compliance to Company HR policies are adhered to

High Performance Culture Implementation

  • Compliance to relevant SOP€™s and regulation/ legislation e.g. conditions of gaming licence, policies, LRA,  BCEA, EE and transformation, etc.
  • Audit targets are achieved
  • Risk values lessened
  • Compliance processes meet legislative requirements

Organisational Effectiveness Intervention Implementation

  • ROI objectives are achieved.
  • Best available products and services within available budget.
  • Performance objectives and targets are achieved
  • New implementation / projects planned and executed to have minimum disruption on operational  requirements in current services
  • Change implemented in line with requirements and timelines
  • Best Employer principles have been applied
  • Availability of talent pools and €œready€ successors
  • Employee Engagement targets achieved

People management and Development

  • Training is aligned to strategic plans, e.g. skills shortages, succession plans, talent management
  • Recruitment and Selection as per EE plan and bid commitments
  • Competence and performance levels of staff as per department needs
  • Compliance to relevant legislation: including BCOE, LRA, EE Act
  • Union relationships managed
  • HR processes are adhered to (e.g. performance management, recruitment, promotions, etc.)
  • Departmental objectives and targets have been achieved

Stakeholder relationship management

  • Supplier contracts are managed as per contract SLA
  • Adherence to legal and procurement guidelines
  • Group policies and processes adhered to


Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.