Human Resources Business Partner- 6 Months FTC
Listing reference: cbil_000063
Listing status: Online
Apply by: 24 July 2026
Position summary
Industry: Manufacturing
Job category: Engineering, Technical, Production and Manufacturing
Location: Germiston
Contract: Fixed Term Contract
Remuneration: Market Related
EE position: No
About our company
CBI- Low Voltage
Introduction
The Human Resources Business Partner is responsible for leading strategic recruitment, talent management, and people initiatives within a fast-paced manufacturing environment. The role partners with business leaders to develop and implement workforce strategies that support business objectives, including workforce planning, succession management, organisational development, and culture transformation.
The successful candidate will play a critical role in attracting, developing, and retaining top talent by providing commercially focused HR solutions, strengthening organisational capability, and driving a high-performance culture aligned with the company’s strategic goals.
Job description
Key Responsibilities
Talent Acquisition & Recruitment:
•Lead end-to-end recruitment processes across all levels, including management, specialist, technical, and scarce-skills positions.
•Develop and execute innovative sourcing strategies to attract high-calibre talent.
•Build and maintain talent pipelines for critical and hard-to-fill roles.
•Manage candidate screening, assessments, interviews, and selection processes.
•Manage recruitment budgets, external recruitment agencies, and sourcing partners.
•Strengthen employer branding and enhance the Employee Value Proposition (EVP).
•Ensure an exceptional candidate experience throughout the recruitment lifecycle.
•Monitor and report on recruitment metrics, including time-to-fill, cost-per-hire, and quality-of-hire.
Talent Acquisition & Recruitment:
•Lead end-to-end recruitment processes across all levels, including management, specialist, technical, and scarce-skills positions.
•Develop and execute innovative sourcing strategies to attract high-calibre talent.
•Build and maintain talent pipelines for critical and hard-to-fill roles.
•Manage candidate screening, assessments, interviews, and selection processes.
•Manage recruitment budgets, external recruitment agencies, and sourcing partners.
•Strengthen employer branding and enhance the Employee Value Proposition (EVP).
•Ensure an exceptional candidate experience throughout the recruitment lifecycle.
•Monitor and report on recruitment metrics, including time-to-fill, cost-per-hire, and quality-of-hire.
Strategic HR Business Partnership:
•Partner with operational and senior leaders to align people strategies with business objectives.
•Provide strategic HR advice, guidance, and solutions to management teams.
•Translate business plans into effective workforce and talent strategies.
•Conduct organisational diagnostics and recommend improvement initiatives.
•Support strategic decision-making through data-driven HR insights.
Talent Management & Succession Planning:
•Implement talent and succession plans for critical roles.
•Support talent reviews and calibration discussions.
•Identify skills gaps and establish development pathways for high-potential employees.
•Implement retention strategies to secure key talent.
•Support leadership development and internal mobility initiatives.
•Provide support on employee relations matters, including collaboration with legal counsel on CCMA cases.
•Drive employee engagement initiatives to strengthen workplace culture.
•Drive employee engagement initiatives to strengthen workplace culture.
Workforce Planning & HR Analytics:
•Forecast future talent requirements and workforce needs.
•Analyse workforce trends, turnover, retention, productivity, and recruitment data.
•Provide actionable insights to support business growth and organisational effectiveness.
•Drive evidence-based decision-making through HR reporting and analytics.
•Forecast future talent requirements and workforce needs.
•Analyse workforce trends, turnover, retention, productivity, and recruitment data.
•Provide actionable insights to support business growth and organisational effectiveness.
•Drive evidence-based decision-making through HR reporting and analytics.
Performance Management & Organisational Development:
•Manage and support the performance management cycle.
•Coach leaders on performance discussions, feedback, and employee development.
•Design and implement competency frameworks and assessment methodologies.
•Support organisational design, restructuring, and job evaluation initiatives.
•Facilitate interventions to improve team effectiveness and organisational capability.
Organisational Effectiveness, Learning, Compliance & HR Leadership:
•Support organisational change, culture transformation, and employee engagement initiatives aligned with business objectives and company values.
•Partner with leaders to drive organisational development, leadership capability, coaching, and continuous learning.
•Ensure compliance with South African labour legislation, HR governance requirements, Employment Equity obligations, and company policies.
•Drive continuous improvement of HR practices, policies, and processes to enhance organisational effectiveness.
•Coach and develop the HR team while strengthening capability, collaboration, and delivery of strategic people solutions.
Minimum requirements
•Bachelor's Degree in Human Resources, Industrial Psychology, Business Management, or related field.
•7–10 years' HR experience, including substantial experience in talent acquisition and sourcing.
•Proven success recruiting for management, technical, specialist, and scarce-skills positions.
•Experience operating as an HR Business Partner within a complex organisational environment.
•Strong knowledge of South African labour legislation and HR best practices.
•Experience within manufacturing, engineering, industrial, or operational environments will be advantageous.
•Proficiency in HRIS systems, advanced Microsoft Excel, and HR analytics tools.
•7–10 years' HR experience, including substantial experience in talent acquisition and sourcing.
•Proven success recruiting for management, technical, specialist, and scarce-skills positions.
•Experience operating as an HR Business Partner within a complex organisational environment.
•Strong knowledge of South African labour legislation and HR best practices.
•Experience within manufacturing, engineering, industrial, or operational environments will be advantageous.
•Proficiency in HRIS systems, advanced Microsoft Excel, and HR analytics tools.