Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering) 2023-2024

By | July 4, 2022

Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering) 2023-2024

Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering) 2023-2024

Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering)

Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering) 2023-2024

If you are seeking a job as a Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering), the document below will guide you through the steps needed to find and apply for such jobs, and provide tips on how to make sure you are hired.

Business Partner (P7) x2 Posts (Human Capital Management Division: Business Partnering) 2023-202

  • The University of Johannesburg (UJ) is a thriving, international university with its roots firmly planted in Africa and is propelled by a potent strategy aimed at achieving global excellence and prominence (GES). UJ is a top worldwide institution because of its focus on independent thinking, sustainable development, and strategic alliances. The Vice-mission Chancellor’s statement, “Positioning UJ in the Fourth Industrial Revolution (4IR) in the context of the changing social, political, and economic fortunes of Africa,” serves as the university’s compass.

Duties & Responsibilities

  • According to the governing policy ((, the University of Johannesburg Council has designated the institution as an obligatory vaccination site. Compliance with the aforementioned policy is a requirement for all employment applications and offers.

Job Description:

  • For the purpose of providing an effective and efficient HCM service in accordance with the requirements and strategic priorities of UJ, the HCM Business Partner acts as the primary liaison between the HCM division and Faculty/Division Managers and staff.


Creating and implementing a Client HCM Strategy that is in line with the UJ HR strategy as a whole:

  • Make annual workforce strategies for each faculty and division (plan to include retirement, resignations, vacancies, achievement of EE targets, etc.).
  • Report on the execution of the workforce plan.

Client Services/Service Delivery:

  • To serve as the primary point of contact between professional HCM and the Faculty/Divisions cooperating with Centres of Excellence, and to oversee the implementation and delivery of key HCM initiatives (e.g., Performance Management, Talent Management, Succession Planning & Management, Training, and Development, etc.).
  • Reply on behalf of HCM at Faculties/Divisions and advise the Line Manager and Staff of UJ HCM policies, practices, and procedures.
  • Actively contribute to enhancing the HCM Division’s reputation within the University (e.g., professionalism, punctuality, efficiency, and effectiveness) by ensuring that it upholds the standards for providing services to both internal and external clients.
  • By ensuring that the HCM delivery is properly integrated into the business, you can support the implementation of the HCM strategy (for example, implementation and alignment with the faculty’s (HCM) operational plan, i.e. priorities for 2025 e.g. EE Targets).
  • develops a reliable commercial connection with the internal client.
  • In order to provide effective service delivery to clients and ensure adherence to pertinent service levels, collaborate closely with and oversee HCM BP Support.

Talent Management:

  • Manage the recruiting, selection, and appointment process, making sure the best candidate is chosen for the position in accordance with the workforce/vacancy plan/faculty/division resourcing policy.
    assist with creating and updating the recruitment pack for advertising.
  • Verify that there are funds available in the budget to fill the positions, and receive permission to post job openings online.
  • Give guidance and oversee compliance with applicable UJ policy and laws, particularly those pertaining to equal opportunities, to ensure that UJ hires great individuals. You should also regularly monitor and encourage your line to achieve EE/transformation.
  • Conduct follow-up interviews after hirings to make sure new hires are successfully assimilated.

Management, Organisational and Training, and development:

  • Work together and in conjunction with Centers of Excellence (OD Unit) to implement OD interventions that result from recommendations given for HCM.
  • Promote a structural change proposal for the Management Executive Committee’s approval in cooperation with line management.
  • OD Unit and Centers of Excellence will collaborate to provide guidance and implement organizational change management strategies and procedures, including restructuring and reorganization.
  • Make sure the organizational structures/organograms are current (i.e., on the HCM Oracle System), adhere to established templates, and follow organizational design principles.
  • By ensuring good compliance and monitoring of the performance management process, you can keep an eye on how the PM policy and procedures are being implemented.

Position Management and Budgeting:

  • Manage the budgeting and position management processes for the appropriate environment.
  • Prepare monthly reports for the line on the state of the budget and the positions, and make sure that any necessary adjustments to the posts and budget are carried out.
  • For each environment, provide the yearly position budget to the Chief Financial Officer for approval.
  • Keep an eye on the turnover rate and give line management advice on any new trends.
  • Make that line management abides by the LRA with regard to unconventional appointments.
  • Respond to inquiries about the temporary budget from the appropriate environments in collaboration with HR Admin.

Employee Relations:

  • Give the Line Manager and the staff of the Faculties/Divisions expert advice, assistance, and direction regarding issues relating to employee relations.
  • Help line managers by ensuring that all cases are handled in accordance with the level 1 and level 2 interventions, approved policies, and procedures.
  • As needed, facilitate talks and refer issues to the Employee Relations department for more help.
  • In collaboration with the line manager, identify potential risk scenarios and take proactive measures to address them.
  • In accordance with consultation and agreement with the Line Manager, refer staff members to wellness for associated wellness/EAP interventions.

HR Governance/Risk and reporting:

  • Implement HCM business procedures and provide compliance reporting.
  • Develop strategies and execution plans to reduce or eliminate risk after identifying and reporting HCM-related hazards (including potential risks).
  • Follow up on EE compliance and give advice on risk reduction or mitigation to the line.
  • Verify that all necessary paperwork and policies, such as the Declaration of Interest, are followed.
  • Create and promote strong working connections with all parties on whom HCM BP depends in order to fulfill their individual service level agreements.
  • respect the SLA and terms of reference as negotiated.

Professional Development:

  • Attend pertinent development workshops, training, and interventions in accordance with the Performance Development Plan to stay current on recent innovations in the field (PDP).

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