The HR Business Partner ( HRBP) partners with senior leaders and business units to design and deliver people strategies that drive business performance. This role combines organisation design, talent management, line enablement, employee relations, change leadership and workforce planning with data-driven HR insight to enable commercial outcomes and a high-performing, engaged workforce.
Strategic Implementation:
Act as trusted advisor to senior leaders. Translate business strategy into HR priorities and people plans that enable delivery of commercial objectives.
Operational Efficiency:
- Organisation design & change management: Lead workforce planning, organisational design, restructuring and change initiatives. Advise on governance, communication and transition activities to minimise business disruption.
- Talent & succession management: Drive talent identification, succession planning and leadership development for key roles. Partner with managers to build bench strength and retention strategies.
- Performance & reward: Support implementation of performance management, recognition programmes and reward frameworks that align with business goals.
- Employee relations & compliance: Oversee complex employee relations cases, disciplinary and grievance processes and ensure compliance with local labour law and company policy.
- Recruitment & workforce acquisition: Work with talent acquisition to define critical hires, hiring strategies and time-to-fill targets for the business.
- Learning & development: Identify capability gaps and partner with L&D to design targeted development and leadership programmes.
- HR analytics & reporting: Use HR metrics and analysis (turnover, engagement, diversity, headcount, productivity) to shape decisions and provide clear insight to business leaders.
- HR policies & governance: Implement and interpret HR policy, ensuring consistent application and advising on policy evolution.
- Projects & transformation: Lead or contribute to cross-functional HR projects (digital HR, process improvement, employer brand).
- Coaching & development: Coach managers and leaders on effective people practices & leadership behaviours.
Key Performance Indicators
- Employee engagement scores / net promoter score improvements
- Voluntary turnover and retention of high-potential talent
- Time-to-fill and cost-per-hire for critical roles
- Succession coverage for key positions
- Completion and effectiveness of change initiatives (on time / budget / targets)
- Reduction in grievance / disciplinary escalation rates
- HR service delivery metrics and stakeholder satisfaction incl. employee surveys
Team Effectiveness
- Live the Company values and work effectively as an active and contributing member to achieve team goals.
- Implement continuous improvement methodologies across the function, including the coaching and mentoring of junior colleagues to drive human resources & business excellence.
Financial Management:
- Manage budgets and monitor expenses ensuring expenditure is within approved budgets.
Safety, Health, Quality and Environment Compliance:
- Ensure compliance with all Safety, Health, Environmental and all other applicable regulatory statutes, and all other safety and quality processes for the area of responsibility/work.
Stakeholder Relationship Management:
• Identify, build, and nurture trust and collaborative relationships with internal and external stakeholders.
Key internal stakeholders:
- Human Resources leadership team, broader HR team,
- Refinery Leadership team, broader employee and supervisory staff of the refinery, Union & shop stewards,
- All support functions (e.g. Compliance, Internal audits, Legal, Finance, Procurement, etc.)
- Glencore HR TSA
Key external stakeholders:
- Recruitment Agencies
- Employee Services agencies
- Contractor company HR representatives
- Bargaining Council, Department of Labour, all other external bodies linked to compliance
- External Auditors
Professional Qualification and Certifications:
- Degree in Human Resources, Business, Psychology or related field
- Post Graduate Degree or studies in related field is preferred
Work Experience:
- 7+ years of HR business partner experience or similar strategic HR role
- Professional HR qualification ( SHRM, SABPP or equivalent)
- Broad experience across organisation design, employee relations, talent management and organizational change
- Demonstrable track record partnering with senior leaders and influencing at senior levels
- Strong knowledge of local labour law and regulatory requirements for the operating location
- Proven experience with HRIS and data analytics tools (e.g., Workday, SuccessFactors, Power BI, Microsoft tools)
- Experience in a complex, matrixed or fast-paced environment (preferred)
Knowledge and skills:
- Strategic thinker with commercial acumen
- Strong stakeholder management and influencing skills
- Excellent coaching and interpersonal skills
- High level of emotional intelligence, resilience and confidentiality
- Results-oriented, pragmatic and solutions-focused
- Strong analytical skills and ability to translate data into actionable insight
- Ability to prioritise and manage multiple concurrent initiatives
Desirable:
- Industry HR experience relevant to the business unit (e.g., Refinery, mining, logistics, manufacturing)
Application deadline:
We're ready to wait for the perfect candidate.
