SafetySA Human Resources Business Partner (Talent Development), Midrand

Closing date: 28 April 2026

Purpose:

To partner with the business to strengthen organisational capability through practical and effective talent development initiatives. This role combines HR Business Partner responsibilities with a focused mandate to design, implement, and embed learning and development solutions that support business performance, leadership capability, and employee growth.

Key Responsibilities:

1. Talent Development (Primary Focus)

• Support the development and implementation of a group-wide Talent Development strategy aligned to business priorities
• Identify organisational and role-specific skills gaps through data analysis, engagement with leaders, and talent reviews
• Design, coordinate and implement practical learning interventions (e.g. supervisor and management development programmes)
• Support the rollout and continuous improvement of leadership development initiatives across the organisation
• Assist in building and embedding structured learning pathways for critical and key roles
• Coordinate, monitor and evaluate training initiatives to ensure measurable impact, quality, and relevance

2. Performance and Talent Management

• Support and drive consistency in the performance management process across the business
• Assist in facilitating talent reviews, succession planning, and workforce planning processes
• Provide input into identifying and developing and retention of high-potential employees
• Support managers in setting development-focused performance objectives and development plans

3. HR Business Partnering

• Partner with line managers to provide proactive HR support and advice aligned to business needs
• Coach managers on people leadership, performance management, employee engagement and team effectiveness
• Support employee relations processes including discipline, incapacity and grievance matter where required
• Drive and support HR initiatives and change interventions aligned with organisational priorities

4. Learning Operations and Compliance

• Support the implementation and ongoing management of the Workplace Skills Plan (WSP) and Annual Training Report (ATR)
• Take accountability for coordination, preparation and submission of WSP and ATR documentation in line with SETA timelines and requirements
• Liaise with external training providers and internal stakeholders to ensure effective delivery of learning initiatives
• Ensure accurate tracking, recording and reporting of training and development activities
• Support BEE Skills Development requirements in collaboration with the BEE function

5. Employment Equity

• • Support the development and implementation of the Employment Equity (EE) plan
  • Coordinate EE reporting and statutory submissions in line with legislative requirements
  • Monitor progress against EE targets and provide insights and recommendations to management
  • Partner with business leaders to support transformation, inclusion and diversity objectives

Minimum Requirements

Qualifications

• Degree or Diploma in Human Resources, Industrial Psychology, Learning and Development or related field

Experience

• 5–8 years’ HR experience, with exposure to Learning and Development or Talent Management or organisational development
• Hands on experience with SETA processes, including WSP and ATR submission
• Experience supporting Employment Equity and BBBEE Skills Development initiatives
• Experience in an HR Business Partner or generalist HR role

Knowledge

• Working knowledge of performance management and training practices

Skills

• Practical and solution-oriented
• Strong relationship-building and influencing skills
• Ability to translate business needs into people solutions
• Organised and able to manage multiple priorities
• Comfortable working in a hands-on, operational environment
• High attention to detail and execution discipline
• Analytical and problem-solving skills
• Resilient and adaptable
• Strong facilitation and stakeholder engagement skills

Success Measures (First 12 Months)

• Implementation of structured development initiatives (e.g. supervisor/management programmes)
• Improved consistency in performance management practices
• Clear visibility of training activities and impact
• Positive feedback from managers on HR and development support

Other

• High degree of professional ethics and values aligned with:
  • Integrity
  • Courage
  • Care
  • Passion
  • Innovation
  • Accountability
• Preference will be given to employment equity candidates.