Role Purpose The Senior HR Business Partner (HRBP) serves as a strategic partner, balancing the operational needs of business leaders. This role translates the global People & Culture strategy into impactful local execution across the Africa region, providing end‑to‑end HR support with a strong focus on workforce planning, employment equity, transformation, employee wellness, change management, and regulatory compliance. Key Responsibilities Strategic HR Partnership & Strategy ImplementationAlign local people practices with the global people strategy. Provide insight into organizational design, capability building, and workforce sustainability. Operate effectively within a global, matrixed, commercial environment. Translate workforce plans into actionable requirements for Talent Acquisition. Support strategic resource allocation and people cost forecasting. Operational HR SupportEnsure effective delivery of employee lifecycle activities, including workforce planning, talent management, and performance management. Partner with finance teams on budgeting, payroll input, and benefits oversight. Lead cyclical workforce planning processes with business leaders (performance, promotions, salary adjustments). Analyze headcount trends, skills gaps, succession risks, and future workforce capability needs. Manage employee well‑being calendar and ensure initiatives are implemented. Employment Equity & B-BBEE Oversight (South Africa)Drive implementation of the organization’s Employment Equity Plan in line with the Employment Equity Act. Ensure accurate and timely reporting to the Department of Employment and Labour. Facilitate Employment Equity Committee processes and consultations. Oversee B‑BBEE activities related to employment practices in accordance with the Broad‑Based Black Economic Empowerment Act. Monitor transformation metrics and recommend corrective interventions where required. Promote Equality, Diversity, Inclusivity, and Belonging (EDIB) in both policy and practice. Employee Relations & Risk ManagementAdvise managers on disciplinary matters, grievances, incapacity processes, and poor performance management. Ensure compliance with the Labour Relations Act and other applicable employment legislation. Identify and mitigate employment‑related risks. Promote consistent and fair application of People policies. Guide managers in fostering a positive and legally compliant work environment. Coaching, Development & Manager EnablementCoach managers on employment practices and people leadership. Drive initiatives to improve manager self‑sufficiency in people management. Identify learning and development needs and partner with L&D to address capability gaps. Mentor and support leaders in navigating complex people issues. Change Management & TransformationLead and support local HR aspects of organizational change initiatives. Provide structured change management support to leaders and employees. Drive transformation activities aligned to strategic and regulatory requirements. Facilitate employee engagement during transitions to minimise disruption and resistance. Data Analysis & Insight‑Driven Decision MakingAnalyse HR data to identify trends and inform strategic decisions. Translate data into actionable recommendations that drive organisational performance. Reward and BenefitsOversee monthly remuneration benchmarking and lead the annual remuneration review process. Ensure data submission and market analysis through Remchannel. Ensure employee benefits are competitive and aligned with best practices. Essential Skills & Experience Proven experience in a global, matrixed, commercial environment. Strong ability to translate strategic context into operational execution. Extensive experience in leading people‑focused change initiatives. Exceptional stakeholder management skills. Ability to manage complex and sensitive matters with discretion and diplomacy. Demonstrated ability to mentor and coach managers. Qualifications Bachelor’s degree in human resources, Industrial Psychology, or related field. Postgraduate qualification (advantageous). Professional registration with the South African Board for People Practices preferred. 5–8+ years HR generalist experience, with at least 3 years in a Senior HR Business Partner role. Disclaimer: Unsolicited CVs sent to Apex (Talent Acquisition Team or Hiring Managers) by recruitment agencies will not be accepted for this position. Apex operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our exclusive recruitment partners. #J-18808-Ljbffr