Key Responsibilities: * Interpreting, implementing, and communicating the People & Culture strategic direction to assist in integrating the people operating plan with business unit strategy. * Create an annual People & Culture operating plan for the business unit on the stated purpose and direction of the business and People strategy. * Work with the business unit leaders to identify key trends, shifts or issues relating to people that impact strategy delivery. * Contribute constructively to strategic sessions and discussions, providing input from a position of business knowledge. * Provide support to Senior Leaders on people and organisational development issues. * Conduct organisational diagnosis and facilitate organisational design output and advise on operating model and structural design across the business with expert guidance from the Organisational Development and Effectiveness: CoE. * Actively build relationships and networks with business leaders (including internal and external stakeholders) to gain understanding and operational impacts. * Guiding and advising leaders on key people management principles and processes. * Serve as a liaison between Centres of Excellence functions and business. * Drive optimal service delivery by ensuring collaborative relationships between various functional areas within the Business Unit and People function. * Influence line managers to champion Employment Equity initiatives and compliance in the business. * Participate in the EE Committee and ensure compliance to the EE Act. * Support leadership in driving and enhancing performance measures (performance targets, IDPs, etc.). * Align necessary learning and development initiatives to business strategy and identified business outputs. * Influence and translate the Business Unit talent management requirements. * Validate the talent bench strength with Line for meaningful succession and capability planning. * Partner with Senior Leaders in delivering senior appointments within their functional area/s. * Drive change management with key business roll-out initiatives. * Drive Employee Value Proposition by ensuring they are embedded in People & Culture practices and policies. * Build and manage healthy and effective relationships with the workforce and Union. * Prepare and ensure the Business Unit People & Culture budget is utilised within the allocated budget provisions. * Collate and co-ordinate the quarterly and monthly reports to the Head: People & Culture and Managing Director of a Business Unit. * Effectively and timeously analyse, interpret, and report on necessary HR data and information. * Ensure data integrity of people data within the business unit. * Continuously monitor People practices at the Business level. * Lead by sound performance management and transformational leadership practices. * Develop, mentor and coach People Partners to build strategic partnering capability. * Instil a culture of accountability, agility, collaboration, and results orientation within and across teams and businesses. * Drive a high-performance culture within the team and business unit. * Support people partner(s) to build line manager capability to own and lead the talent agenda on how to attract, nurture, develop and retain talent. * Support People Partners in driving learning and development initiatives to drive operational efficiencies. * Ensure consistent application policies, procedures, and standards from CoE and implement and maintain across the business unit. * Attend to CCMA matters where necessary. Key Requirements: Qualification: * Honours Degree / Post-Graduate Qualification, NQF 8 qualification in HR-related/ industrial psychology field. Experience: 8 – 10 Years of People & Culture (HR) generalist experience. Min 3-5 years experience managing a team and building strategic HR capability, preferably in a research institution. 3 years proven experience in strategic planning, formulation and execution. Demonstrable experience with HR Metrics. Proven experience leading People & Culture function in a unionised environment Proven track record of Organizational Development experience and ability to engage with leaders. Experience engaging and facilitating group sessions and driving change across the business. Knowledge: * Sound knowledge of the LRA, BCEA, EEA and all legislation related to human resources. * Demonstrable knowledge of HR Systems and Database.

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