HR Business Partner: Projects

HR Business Partner ROLE PROFILE GENERAL Date December 2025 Location Aggeneys, Northern Cape Operations VZI Projects GB BMM Job Grade D1 (Paterson) / M7 (Vedanta) ROLE CONTEXT Vedanta Zinc International (VZI) requires strong, operationally focused HR support across its operations: · Gamsberg Mine & Plant · Black Mountain Mine (BMM – Deeps, Swartberg, OP) · VZI Projects (major projects, expansions & studies) These operations rely on consistent, compliant and effective HR processes that support: · High performance workforce practices · Employee relations & engagement · Talent acquisition and onboarding · Learning & development alignment · Transformation, SLP/EE/BBBEE goals · Business partner management (HR service providers) · Operational HR problem solving and workforce planning The HR Business Partner (D1) is the primary HR support for the operation, ensuring seamless day-to-day HR execution while enabling the HR Manager to focus on strategy, governance and Transformation objectives. PURPOSE OF THE ROLE · To provide operational HR leadership and business partnering support to line management, ensuring HR policies, processes and systems are implemented consistently, people related risks are managed proactively, and business partners deliver value-aligned services. The role ensures: · Effective, compliant and timely delivery of HR operational services · Support to line leaders on workforce, ER and HR policy matters · Accurate execution of employee life cycle processes · Strong interface with HR Centres of Excellence (Talent, ER, Training, Payroll, BBBEE/Transformation) · Management and oversight of HR-related business partners · Improved HR governance, reporting and workforce discipline RESPONSIBILITIES 1. HR Operational Support & Advisory · Provide day-to-day HR support to line managers on people issues, HR policies, procedures and best practices. · Resolve routine HR queries and ensure consistent HR service delivery across departments. · Assist with organisational changes, restructuring support and workforce planning inputs. · Coordinate HR communications at the operation. 2. Recruitment, Selection & Onboarding · Support talent acquisition processes including shortlisting, interviews and offer preparation. · Work with Talent Acquisition and business partners to ensure timeous sourcing. · Coordinate onboarding and induction of new employees and business partners. · Monitor probation reviews and ensure proper documentation. 3. Employee Relations & Engagement · Support the HR Manager with ER case management, investigations and disciplinary processes. · Facilitate grievance handling and issue resolution at operational level. · Maintain records of disciplinary actions, warnings and ER interventions. · Participate in engagement initiatives and support healthy union/employee representation interactions 4. Performance Management & Talent Support · Assist departments with setting KPIs, midyear and annual reviews. · Monitor submission compliance and support corrective action where needed. · Provide first line support for talent management processes (calibration, succession discussions and development plans). 5. Training, Learning & Development · Work with Training Centre and HRD teams to ensure employee training compliance. · Track statutory, technical and behavioural training requirements. · Support career development pathways and development plan follow through. 6. HR Administration & Data Integrity · Maintain accurate employee records, documentation and system updates. · Support payroll inputs and ensure timely submission of HR transactions. · Ensure data integrity across HR systems (HRIS, Time & attendance systems). 7. Business Partner Management · Oversee performance of HR-related business partners, including recruitment agencies, training providers, medical partners, and wellness suppliers. · Ensure business partners meet safety, compliance and service-level expectations. · Track performance metrics and escalate concerns to the HR Manager 8. Transformation, EE, SLP & Community Integration · Support the implementation of Employment Equity plans, SLP commitments and BBBEE compliance requirements. · Track EE statistics and ensure recruitment and promotion processes support transformation goals. · Provide inputs for audits, transformation forums and committee reporting. 9. HR Reporting, Governance & Compliance · Prepare monthly HR dashboards, reports and analytics (headcount, vacancies, ER cases, training compliance, transformation). · Ensure compliance with MHSA, Codes of Practice, labour legislation and company standards. · Conduct HR audits of departments and ensure action closure. 10. Safety, Health & HR Compliance Integration Ensure all HR-related activities comply with Zero Harm standards. Support HSE processes where HR actions are required (fitness to work, medicals, inductions). Participate in VFLs, walkdowns, PTOs and risk assessments (IBRA/HIRA) when required. QUALIFICATIONS, EXPERIENCE, KNOWLEDGE & SKILLS Qualifications · Bachelor’s Degree / Diploma in Human Resources, Industrial Psychology, Labour Relations or related field. · HR/IR training (SABPP, LRA, BCEA, MHSA) advantageous. · Valid driver’s licence and medical fitness. Experience · 4–6 years’ HR generalist and employee relations experience in mining, processing or heavy industry. · Experience partnering with operations, supporting line managers and handling ER matters. · Exposure to HR systems (SAP/HRIS), recruitment, payroll input and HR compliance. Technical Competence · Strong knowledge of labour legislation (LRA, BCEA, EEA, MHSA). · Ability to interpret and apply HR policies and SOPs. · ER case handling competence (investigations, warnings, hearings coordination). · Working understanding of HR reporting, analytics and HR systems. · Knowledge of transformation, EE and SLP requirements. Behavioural · Strong communication and interpersonal skills. · High integrity, fairness and confidentiality. · Ability to influence line management constructively. · Proactive, organised and accountable. · Problem solving and attention to detail. · Resilient, calm under pressure and team oriented. Organisational Fit · Demonstrates VZI values: Trust, Integrity, Excellence, Innovation, Respect & Care . · Acts as the operational anchor of HR by supporting people processes with professionalism and discipline. · Builds trusted relationships with line leaders, employees and business partners. · Supports the HR Manager in driving an efficient, compliant and transformation aligned HR function.