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 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.) 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 Professional HR qualification (SHRM, SABPP or equivalent) Work Experience 7+ years of HR business partner experience or similar strategic HR role Broad experience across organisation design, employee relations, talent management and organisational 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) #J-18808-Ljbffr