Human Capital Consultant - Xinavane

 

Key Responsibilities

Strategic HC Advisory and Implementation

• Support the execution of divisional and business unit HC strategies in line with organisational objectives.
• Partner with senior and supervisory leaders to interpret HC strategies and translate them into actionable plans.
• Advise management on organisational design, workforce planning and talent optimisation.

Talent Management and Workforce Planning

• Facilitate the workforce planning process to ensure alignment with business needs.
• Support talent review processes and succession planning activities within the division.
• Assist in the identification, development and retention of high-potential talent.

Employee Engagement and Culture

• Support the implementation of culture change initiatives and values alignment programmes.
• Analyse employee engagement data, identify trends and propose action plans to address concerns.
• Promote inclusive practices and contribute to a positive, performance-driven work culture.
• Drive the promotion and implementation of EVP initiatives.

Performance and Development

• Drive the implementation of performance management processes, ensuring consistency and quality of delivery.
• Coach managers on goal setting, performance reviews and feedback conversations.
• Work with Learning & Development to identify skills gaps and recommend development interventions.

Organisational Effectiveness

• Provide support in organisational design and change management efforts.
• Conduct job analysis and support the development of job profiles and competency frameworks.
• Assist in change initiatives and organisational restructuring at business unit level.

HC Process Execution

• Manage end-to-end HC processes related to onboarding, offboarding, contracts and employee record maintenance.
• Coordinate and execute the recruitment, interviewing and selection of new staff and assist with local onboarding activities.
• Liaise with Payroll / Shared Services to resolve discrepancies or delays in transactional processing affecting employees.

Site-Level Support and Engagement

• Provide first-line support and advice to employees and line managers on HC processes and policies.
• Facilitate site-based engagement, DEI and wellness initiatives.

ER/IR Advisory and Administration

• Advise on labour relations issues in line with company policies and labour legislation.
• Coordinate and support the execution of conciliation and arbitration, disciplinary hearings, grievance procedures and poor work performance processes at site level.
• Ensure procedural compliance in all ER/IR matters, partnering with line managers to implement disciplinary action in line with company policy and labour legislation.
• Manage union meetings and engagements where and when required.
• Maintain accurate documentation for all ER/IR cases and escalate complex or high-risk matters to the Human Capital Manager.
• Accountable for monthly IR reporting for the area of responsibility.

Data, Analytics and Reporting

• Monitor site workforce trends (absenteeism, turnover, grievances) and escalate insights to the HC Manager or Site Leadership.
• Analyse human capital metrics and provide insights to drive business decisions.
• Prepare regular and ad-hoc reports for leadership, including headcount, turnover and diversity metrics.
• Monitor the effectiveness of HC programmes and recommend improvements.

Project Support

• Drive the operational rollout of HC projects and initiatives at site level (e.g., engagement surveys, system changes, wellness campaigns).
• Coordinate local logistics, communication and staff engagement related to project implementation.
• Support change management activities by cascading project messaging and collecting feedback from frontline teams.

Reporting and Compliance

• Maintain employee records accurately and ensure compliance with HC policies and practices.

Key Interfaces

• Contract Managers, Site Supervisors and Line Managers
• Human Capital Manager / Divisional Head
• HC Shared Services
• HC Centre of Expertise
• Payroll and Finance
• Site Employees

Success Measures

• Timely delivery of operational HC support services
• Employee and manager satisfaction with HC responsiveness
• Compliance with labour legislation and HR standards
• Contribution to workforce engagement initiatives

Core Competencies and Skills

• Business acumen: Understands the business context and uses this knowledge to influence HC decisions.
• Consulting skills: Strong interpersonal, advisory and influencing skills at various levels.
• Change agility: Ability to support and drive change initiatives.
• Analytical thinking: Uses data to identify trends, measure impact and drive decisions.
• Relationship management: Builds trust and strong working relationships with internal stakeholders.
• Communication: Strong verbal and written communication skills; capable of articulating complex information clearly.
• Execution focus: Able to manage multiple priorities and deliver results within set timelines.
• End-to-end management and coordination of HC value chain initiatives.
• Labour law and policy advisory (ER/IR process).
• Operational agility.

Qualifications and Experience

Requirement	Detail	Level
Academic qualification	Bachelor's Degree (3 years) / NQF level 7; Advanced Operation Specialist level	Essential
Study direction	Management Sciences – Human Resources	Essential
Professional body	SABPP – HRP (Human Resource Professional)	Preferred
Experience	Up to 4 years in General Human Resources, supervising / overseeing	Essential

Behavioural Competencies (all at Tactical level)

• Teamwork: Participates as an active and contributing member of a team to achieve team goals; works cooperatively, involves others, shares information and credit.
• Integrity and trust: Direct, truthful and confident; admits mistakes; does not misrepresent self for personal gain.
• Insight: Gains insight into situations, problems and processes; deconstructs problems and investigates components systematically.
• Discernment / judgement: Makes decisions authoritatively and wisely after weighing available courses of action.
• Detail-oriented: Pays attention to detail and understands causes, not just effects, as second nature.
• Analysing and forming opinions: Examines matters in a systematic way.

Technical Competencies (all at Tactical level)

• Providing expert advice: Guidance to management or other groups on technical, systems or process topics.
• Problem solving and analysis: Breaks issues into components; makes systematic, rational judgements.
• Informing: Provides timely information people need to do their jobs and make accurate decisions.
• Communication: Conveys and receives information clearly across media; good written, oral and listening skills.
• Client orientation and customer focus: Determines customer needs and acts to satisfy them.
• Analysing information: Reviews information to discover meaningful patterns that support decisions.
• Administrative skills: Communicating, computing, organising, planning, scheduling or staffing.

Work Context

• Communication in role: High level of diplomacy and sensitivity; explaining complex concepts to internal or external clients; detailed correspondence; drafting reports, presentations, policies and training material.
• Problem solving: Variable problems requiring technical or analytical skills and several years of experience.
• Relationships maintained: Others outside the organisation.
• Workplace: Office environment.
• Decision impact: 1 to 3 months; monthly goals and targets.

Key Performance Areas and Indicators

Key Performance Area	Key Performance Indicators
Assessment & Evaluation	Evaluate effectiveness of personnel policies or practices; evaluate personnel practices to ensure adherence to regulations
Business Processes	Advise others on business or operational matters
Engagement & Partnership	Inform individuals or organisations of status or findings
HR Management	Advise others on human resources topics
HR Processes	Conduct eligibility or selection interviews; administer personnel recruitment or hiring activities
IT Services	Verify application data to determine programme eligibility
Knowledge Management	Update knowledge of legal or regulatory environments
Maintenance Efficiency	Maintain data in information systems or databases
Operational Excellence	Review license or permit applications
Organisation & Management	Coordinate personnel recruitment activities
Policies, Compliance & Procedures	Discuss business strategies, practices or policies with managers; explain regulations, policies or procedures
Reporting	Prepare operational reports
Training & Development	Train personnel on managerial topics; train personnel to enhance job skills; develop training materials