People Partner: Medirite and Transpharm at Shoprite Group of Companies

Purpose of the Job    

• The purpose of the People Partner role is to collaborate with business leaders to develop and execute the People Strategy to support business objectives and deliver on Shoprite’s People ambitions, employee value proposition and experience.
• The role is structurally assigned, reporting directly into the business area they serve with an indirect reporting to the CPO, except for the Home Office environment reporting directly to the CPO. The role provides strategic people insights and sustainable solutions regarding current and long-term people imperatives and initiatives.
• The People Partner role provides a strategic People lens, utilising a deep understanding of their customer’s business, strategies and core People needs.
• The People Partner is key to the day-to-day operations of their business operations, providing operational guidance, mentorship, and direction to the People Business Partners and People Delivery teams who provide the tactical and routine people service delivery aspects of the People portfolio in their business areas.

Job Objectives    

Employee Centric Delivery

• Providing strategic people input into the Business environment operational and strategic People plans in collaboration with the People Business Partners, local People Delivery teams and the broader People team.
• Partnering with the COOs, GMs, business stakeholders and other People Partners to enable the implementation of the People strategies and operational delivery.
• Acting as the go-between for the broader People team (Solutions and Services) and business area to consult, influence and negotiate complex topics, key business priorities and emerging People needs for service delivery to operations.
• Providing strategic oversight of solutions/ initiatives emanating from the various solutions teams, i.e., talent management, learning and development, reward and organisational effectiveness and people enablement.
• Driving implementation of the People strategy, solutions and initiatives emanating from the People Team.
• Ensure efficient and sustainable People operational delivery in the business taking proactive steps to avoid unnecessary people orientated disruptions to the business.
• Lead the delivery of HR services and defined employee value proposition and desired employee experience.
• Being intimately involved in the immediate and longer-term resource capability and capacity requirements of each business area and determining the workplace skills plans together with business to define and develop the unique capabilities of each function / capability pool (particularly against the anticipated future landscape, including succession for leadership, critical and scarce skills).
• Facilitate engaging team effectiveness and change management orientated sessions for leadership and functional teams that support both the People and business agenda and aim to solve challenges and barriers experienced by the team.
• Act as a subject matter expert on the business area within the People team and subject matter expert on People in the business area.
• Balance business and people requirements by understanding the readiness within business to adopt new People initiatives whilst maintaining business performance.
• Support and drive the People related performance targets and plans.

People (Self, Team & Organisational)

• Overseeing career management and succession planning for the functional business area.
• Serving as a coach and mentor to the People team to develop strategic People capabilities within the People function in the business area.
• Driving and supporting the business area to adopt an innovative, agile and employee centric culture where employees are supported, empowered, and valued.
• Supporting and steering the business toward an employee wellness culture to ensure that employees are supported mentally, physically, and emotionally.
• Enabling a culture of communication within the business to ensure that employees are informed of developments timeously.

Financial, Reporting & BI

• Developing a People budget for the People function of the business.
• Approving portfolio People expenditure as defined in the delegation of authority ensuring effective cost controls and monitoring mechanisms.
• Maintaining People cost management while balancing the need for optimal service delivery to employees and operations.
• Encouraging and developing the use of People data and business intelligence to maintain and improve the delivery of People operations, services, and solutions throughout the business area.

Governance & Compliance

• Ensuring compliance with relevant labour relations frameworks and legislation throughout the business area.
• Ensuring compliance to organisational and legislative governance frameworks and standards applicable to the People function within the business area.
• Aligning to People Group governance, structures, policies, processes, procedures and frameworks for the portfolio as well as any additional aspects applicable within the business context.
• Overseeing the identification and mitigation of key People operational and strategic risks for the People function within the business in conjunction with operational teams, business people teams and other stakeholders.

Future-Fit

• Overseeing the implementation of change initiatives to build resilience and the adoption of change.
• Ensuring the People function in the business is appropriately structured and resourced to deliver on its mandate with the right people in the right roles with the right capabilities at the right time.
• Proactively engaging with the business leadership as well as with Solutions to ensure that specific talent, leadership, and skills needs are designed for and implemented within the business.
• Overseeing identification of relevant technology requirements for the business to enable a seamless employee experience.

Qualifications    

• Degree in Human Resources or equivalent – (essential).
• Post Graduate Degree in Human Resources or equivalent – (beneficial).

Experience    

• +6 years in an operationally, strategic HR Business Partnering, leading an HR delivery team or equivalent role, driving HR delivery of frameworks, policies, procedures, and guidelines within one or more of the business portfolios: Corporate enabling functions: Finance, IT, HR etc, Supply Chain, Pharmacy, and/or Furniture – (essential).
• Experience within the FMCG, retail sector or similar – (preferred).

Knowledge and Skills    

• Demonstrable knowledge of HR practices within the FMCG, retail sector – (essential).
• Exposure to statutory requirements, applying and monitoring relevant laws, regulations, and best practices as they relate to HR in the specific business area context. Knowledge of HR policies, procedures, legislation, and regulations – (essential).
• A sound understanding of diversity and inclusion concepts and processes and the link between employment equity and good HR practices. – (essential).
• We value practical learning experiences, if a candidate does not have a degree, demonstrable relevant experience will be considered.
• A proven track record of strong generalist HR delivery in one or more of the business portfolios: Corporate enabling functions: Finance, IT, HR etc., Supply Chain, Pharmacy, and/or Furniture balancing between the strategic and tactical aspects of the HR delivery within a decentralised HR structure reporting to business, delivering against centralised HR strategies and day-to-day operational requirements – (essential).

Closing Date    

• 2025/10/23