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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