At PKF Octagon, our People & Culture Team is the heartbeat of our firm, driving initiatives that foster a vibrant, inclusive, and high-performing workplace. The HR Business Partner (HRBP) will serve as a strategic advisor and collaborator, aligning HR practices with business goals to support our firm’s growth and uphold our commitment to excellence and innovation. This role is pivotal in building an engaged, powerhouse workforce and leadership pipeline as well as building culture through embedding the consistent experience of innovative and sticky People strategies and practices.

Key Responsibilities:

Performance Management

• Lead the implementation and continuous refinement of performance management systems and practices that promote accountability and growth.
  • Annual performance management processes
  • 360-degree reviews
  • Probation reviews
  • Performance improvement processes
• Build leadership capabilities and support professional development by facilitating, coaching and training through various mechanisms.

Strategic Workforce Planning

• Support the development of KPIs, OKRs, Job descriptions and role design as needed
• Collaborate with leadership to identify critical skills and roles and develop succession plans to ensure business continuity.
  • Host Talent Reviews – 9 box model applications
  • Report on critical skills shortages
  • Build workforce plans to inform promotion cycles (Staff and Managers)
• Embed development and career plans for top talent to ensure retention of talent and leadership pipeline
• Lead the implementation of the annual manager promotion process, providing structure, supporting Partners in decision making, meeting timelines and process requirements, extending offers and managing compliance with documentation, contracting etc.
• Analyse workforce data to inform strategic planning and address talent gaps proactively.
• Support Recruitment through job spec design, competencies and skills mapping etc.

Employee Engagement & Culture

• Serve as culture role model and trusted advisor to employees and managers
• Create, embed and manage processes and practices that enhance employee effectiveness and experience
  • Onboarding, Offboarding, Alumni (employee lifecycle)
  • Induction (trainees and experienced hires)
• Champion initiatives to enhance employee engagement and satisfaction, aligning these efforts with the firms cultural values.
  • Culture activations
  • Employee Listening strategies
  • People practices and policies
• Collaborate with leadership to embed a vibrant, inclusive workplace culture that fosters collaboration and innovation.
• Design and implement programs to celebrate employee achievements and milestones.
  • Board exams celebrations and acknowledgements etc.

Strategic HR Partnership

• Act as a trusted advisor to business leaders, aligning HR practices and strategies focused on talent development, performance management, feedback, and career growth, while ensuring they are aligned with organisational goals and designed for long-term success.

• Use data analysis of HR metrics to provide insights that inform strategic decision making, improve HR practices and business outcomes, develop solutions, programs and policies

Employee Relations

• Act as subject matter expert and trusted advisor to Partners, Managers and Staff through performance, misconduct, incapacity matters and organisational design matters
• Lead Partners, managers and staff through ER related processes, ensuring adherence to firm policies and procedures, accurate record keeping and compliance to relevant laws and regulations
• Provide HR policy guidance and interpretation.

Compliance & Operational Excellence

• Ensure all HR operations comply with local labour laws and regulations. reducing legal risks and ensuring regulatory compliance
• Maintain accurate and up-to-date employee records and systems.
• Take ownership of assigned compliance reporting as needed FASSET, Employment Equity, BEE etc.

Strategic projects & Innovation

• Support digitization and technological enhancements, streamlining HR processes to enhance efficiency and effectiveness.

• Drive and support special projects aimed at enhancing our People & Culture offerings, such as diversity and inclusion programs, wellness initiatives, and HR technology implementations.
• Collaborate cross-functionally to design and execute programs that improve employee experience and operational efficiency.
• Stay abreast of HR trends and best practices to inform innovative solutions that meet evolving organizational needs.
• Drive change management initiatives and support organizational design and restructuring efforts.

Skills & Qualifications:

• Honours degree in Human Resources Management, Industrial Psychology, or related field (masters preferred).

• Minimum of 5 years post-graduate experience in an HR role, preferably with no less than 3 years experience as an HR Business Partner.

• Certifications are a plus. (SIOPSA, HPSCA, CIPD etc.)
• Experience in Professional Services, Auditing/Accounting environment required

Competencies:

• Strategic Thinking: Ability to align HR initiatives with business goals and contribute to organizational planning. Someone who brings clarity in complexity and energy in ambiguity.
• Trusted Business Partner: Proven ability to act as a strategic advisor and collaborate effectively with leadership teams.
• Communication: Excellent and professional verbal and written communication skills, with the ability to influence and build relationships at all levels.
• Analytical Skills: Proficient in analysing data to inform decisions and measure the impact of HR initiatives.
• Technology Skills: Proven ability to maximise time and efficiency through adopting technology, including use of HRIS systems
• Change Management: Experience in leading and supporting change initiatives, with a focus on employee adoption and engagement.
• Cultural Stewardship: Demonstrated commitment to fostering an inclusive and values-driven workplace culture.
• Project Management: Strong organisational skills with the ability to manage multiple projects and priorities effectively.
• HR Expertise: Proven experience in senior HR roles, performance management, talent identification and development, succession planning and organisational design, preferably in high-growth, professional services environments
• Personal Leadership skills: maintains upmost professionalism in all situations, able to remain calm and strategic under pressure. Proven resilience and agility.
• Compliance Knowledge: Deep understanding of South African compliance and risk management.
• Leadership Development Skills: Skilled in coaching, conflict resolution, and organizational design.
• Ability to thrive: Proven ability to thrive in a fast-paced, time-pressured environment with multiple reporting lines and conflicting priorities. Able to work at pace, has confidence in abilities and makes sound judgements. Able to work independently and autonomously while being collaborative and a team player

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