Strategic Human Resources Business Partner

The Strategic HR Business Partner (HRBP) serves as a trusted advisor and key partner to senior leadership, driving the alignment of human capital strategies with overall business objectives in the dynamic ICT sector. Acting as a strategic enabler, the HRBP contributes to sustainable business growth by influencing and operationalizing workforce strategies that enhance organizational capability, foster innovation, and nurture a future-fit workforce.

The HRBP leads and champions workforce planning, talent acquisition, performance management, employee engagement, and change management initiatives in collaboration with business leaders. This role ensures that HR practices and interventions are tailored to the unique demands of the ICT environment — including digital transformation, agile ways of working, and the need for specialist technical and emerging digital skills. Through proactive workforce analytics and insights, the HRBP supports leaders in making informed decisions, anticipating talent risks, and implementing proactive solutions to build a high-performance culture.

They act as a catalyst for organisational effectiveness, promoting employee experience, diversity, equity, inclusion, and alignment to organisational values and South African labour legislation.

Strategic Partnership & Advisory

• Partner with executive and senior leaders to align HR strategies with business and operational goals.
• Provide strategic input on organisational design, workforce capability, and succession planning.
• Advise leadership on people-related risks, organisational change, and business transformation initiatives.
• Act as a trusted coach to leaders on leadership effectiveness, performance management, and employee relations matters.

Workforce Planning & Talent Management

• Lead workforce planning initiatives aligned to business growth, digital transformation, and critical skills requirements.
• Partner with Talent Acquisition to support sourcing strategies for scarce and specialist skills.
• Drive succession planning and talent pipeline development for critical and leadership roles.
• Support learning and development initiatives to upskill and reskill the workforce for future needs.

Performance & Organisational Effectiveness

• Drive performance management processes, ensuring alignment to business objectives and outcomes.
• Support leaders in fostering a high-performance culture with clear accountability and continuous feedback.
• Analyse organisational effectiveness metrics and recommend interventions to improve productivity and engagement.
• Support change management initiatives to enable adoption of new ways of working.

Employee Relations & Engagement

• Provide guidance on employee relations matters, ensuring fair, consistent, and legally compliant practices.
• Promote positive employee relations, engagement, and wellbeing initiatives.
• Support transformation, diversity, equity, and inclusion strategies in line with organisational and legislative requirements.
• Ensure adherence to South African labour legislation, including BCEA, LRA, EEA, and relevant industry regulations.

HR Governance, Analytics & Compliance

• Utilize HR analytics and insights to inform decision-making and track workforce trends.
• Contribute to HR policy development, governance, and continuous improvement.
• Ensure compliance with employment legislation, internal policies, and best practice standards.
• Collaborate with HR Transactional Services and COE's to ensure efficient and consistent HR service delivery.