78 Director Human Resources Organization Development jobs in Gauteng

Job Location : Gauteng, Pretoria Deadline : August 15, 2025 Quick Recommended Links

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KEY PERFORMANCE AREAS

Talent Acquisition

• Develop and maintain talent acquisition strategies and support the execution to improve recruitment and business performance.
• Collaborate with recruitment teams to understand staffing needs and create job descriptions / profiles.
• Lead the implementation and maintenance of the FIC’s Employee Value Proposition
• Develop and maintain onboarding program and oversee the execution to ensure integration of new employees.

Employee Development

• Develop and deliver learning and development programs, competency models, career paths and talent assessments to enhance the skills and capabilities of the workforce as well as supporting a culture of growth and continuous learning.
• Facilitate leadership development initiatives to ensure organizational readiness for future leadership roles.

Employee Performance

• Oversee the performance appraisal process and improvement plans, ensuring it aligns with organizational goals.
• Provide guidance to managers on performance management best practices and employee feedback.

Succession Planning

• Develop and maintain succession plans to ensure continuity in leadership and critical roles.
• Monitor and evaluate the effectiveness of succession planning efforts.

Employee Engagement

• Develop strategies to foster and maintain a positive work environment that enhances employee engagement and retention.
• Conduct employee surveys and analyse feedback to inform talent management initiatives.
• Foster a positive organisational culture that promotes collaboration and inclusivity.

Stakeholder Collaboration

• Partner with HR, divisions, and senior leadership to align talent initiatives.

Data and Analytics

• Utilise HR metrics and analytics to assess the effectiveness of talent management programs and identify opportunities for improvement.
• Prepare reports and presentations for management on talent management initiatives and outcomes.
• Best Practice - Stay current with industry best practices and emerging trends in talent management, including digitisation and readiness for the fourth industrial revolution.

EDUCATION, SKILLS AND EXPERIENCE

EDUCATION

• Bachelor’s degree in human resources or related (NQF7)
• Post graduate degree or certifications in talent management or organizational development will be preferable.

SKILLS AND KNOWELDGE

• Good verbal, written, interpersonal and leadership skills
• Ability to collaborate with cross functional teams, influence stakeholders and gain commitment with senior stakeholders including driving change
• Ability to analyse data and make strategic decisions
• Ability to analyse and interpret data and measure effectiveness of talent initiatives
• Ability to manage multiple projects simultaneously
• Self-driven, creative and strong ability to prioritise

EXPERIENCE

• 8 years’ experience in talent management
• Minimum 5 years’ experience managing a talent management function
• Proficiency in HR software and data analysis tools and learning solutions
• 5 years’ experience in successfully implemented learning interventions through close partnership with key stakeholders from learning needs analysis to learning design and delivery

The Talent Management Business Partner will proactively partner the business leaders of the operating companies within Ogilvy South Africa to enable the business objectives through effective and high engagement human capital strategies. This includes the optimisation, creation and deployment of Ogilvy people and culture policies, guidelines and frameworks within the following areas: Recruitment and Selection, Employee Relations (IR), Performance Management, Change management, Mentorship and Coaching, Organisational Design, Wellness and Culture.

These are enabled through meaningful partnerships with business leaders and relevant specialist functions within the Ogilvy South Africa Group. The Talent Management Business Partner forms a key role within the People team of Ogilvy South Africa and reports into the Chief People Officer: Ogilvy South Africa.

Key Responsibilities & Accountabilities

As Talent Management Business Partner your mandate will be to:

• Serve as a strategic business partner to senior leadership focused on a broad-based and transformational talent agenda designed to find, grow and keep the very best innovative talent in the business.

• Work with the leadership team to understand current and future talent needs whilst partnering with the talent acquisition team to ensure we have the competitive intelligence internally or externally to meet the changing needs of the business.

• Lead recruitment efforts and where necessary partner the talent acquisition team to ensure that we are attracting and recruiting diverse top talent using robust and fit for purpose interview and selection processes and develop our managers on how to assess the talent we will need to grow our business.

• Support the ongoing development and deployment of Ogilvys compelling Employee Value Proposition which will reflect the business culture and ensure we are positioned competitively in the recruiting space, and where necessary build relevant additions to the proposition for your Operating Companies.

• Ensure ongoing diagnosis and assessment of the culture and staff wellness within the businesses you oversee. Leverage culture surveys and exit interview insights to develop and execute appropriate interventions to optimise staff engagement and wellness .

• Contribute to all efforts to ensure our total rewards are attractive and competitive and facilitate increase and other remuneration activities within your business.

• Facilitate a high-quality onboarding experience for all new starters and effective probation management of all new staff.

• Facilitate the career management processes within your business units to ensure staff are supported to exceed expectations.

• Provide counsel on various employee relations issues and organizational development initiatives .

• Support leaders in the management of poor performance through sound labour practises

• Work in partnership with the executive team to develop and execute retention strategies that are relevant to the business challenges (including flexible working, secondments, rotations, etc).

• Evolve and facilitate an effective performance culture , ensuring a culture of honest, open and regular feedback at all levels, with goals and development needs identified.

• Facilitate talent audits/reviews and relevant succession plans . Facilitate effective decision-making to enable the growth of key and high potential talent.

• Facilitate the management of change within your businesses to meet the businesss growth ambitions.

• Partner with the Head of Learning & Development to ensure the execution of best-in-class development and training initiatives in alignment with the commercial requirements (leadership, technical, managerial and behaviour).

Professional, technical skills and previous experience requirements.

• National Diploma in Human Resources and / or an equivalent NQF level 5 or higher qualification.
• A post graduate degree would be advantageous.
• Marketing industry experience is advantageous.
• 7+ years as a Talent Management Generalist or Talent Management Business Partnering experience.
• Working knowledge of South African Labour Relations Acts (LRA, BCoE, EE, BBBEE) and solid experience in dealing with Employee Relations matters.
• Strong commercial and business understanding is highly desirable.
• Proven ability to navigate complex matrix organizations and effectively manage relationships with senior stakeholders.
• Demonstrated experience working with HR systems and technology, coupled with a passion for innovative and forward-thinking people solutions.
• Successful track record of implementing talent strategies and initiatives aligned with business objectives.
• Employs a consultative approach to business partnering, providing valuable insights and solutions.
• Ability to work independently and in a team environment.
• Builds strong relationships at all levels.
• Excellent written, verbal, and interpersonal communication skills.
• Strong client/customer service focus. Willing and able to adjust to multiple demands, shifting priorities, and demonstrate flexibility.
• Whilst this is a strategic, partnering role, Ogilvy expects everyone to pitch in, roll their sleeves up and be part of the team. It will be hands on at times and humility and low ego would be incredibly useful.

Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management.

Responsibilities:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
8. Ensures Accountability – Holds self and others accountable to meet commitments.
9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management.

Responsibilities:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
8. Ensures Accountability – Holds self and others accountable to meet commitments.
9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

• Talent management (TM) operations
• In cooperation with the TM Manager and Specialist, contributes to the development and implementation of various TM initiatives
• Provide operational and standard technical support to the talent management function in line with the talent management framework.
• Plan, organize and facilitate various talent management activities such as onboarding sessions for new employees, corporate learning and training sessions, learning forums etc.
• Coordinate and execute the end-to-end implementation of the FIC onboarding program
• Organize and support learning needs analysis exercises by administering surveys, organizing focus groups, or brainstorming sessions.
• Provide advice and support to employees and relevant stakeholders with regards to learning and TM interventions in compliance with TM strategy, framework and relevant policies and procedures.
• Provide guidance and support to employees and management on the use and completion of talent management tools e.g. personal development plans etc.
• Provide support to talent projects as assigned e.g. schedule engagements, prepare technical documents etc in alignment to all FIC frameworks.
  
  

• Research, analyse, and present data to support the development of strategies and initiatives such as workforce planning, talent acquisition, onboarding, learning and development, performance management, and succession planning.
• Prepare various presentations, handouts, working tools or other materials related to Talent Management as required.
• Consistently looks for ways to improve, simplify and bring creative solutions to TM issues within the team and to the benefit of the organisation.
• Compile statutory reports required by applicable SETA for submission.
• Contribute to the development of TM framework, policies, processes and tools .
• Compile and analyse quantitative and qualitative data produce relevant learning and development and talent management reports as required and assigned .
• Consolidate and report on personal development plans and or talent information as directed.
• Follow-up on progress and attendance of all learning and development activities, report on progress and identify issues or risks and recommend solutions or mitigations to internal stakeholders
• Use approved tools to assess and measure the return on investment/effectiveness of learning and development and talent related solutions.
  
  

• Develop and maintain talent databases.
• Maintain the integrity of the data by controlling, verifying, and analysing data and information, ensuring accurate information, records, and reports in cooperation with HR operations and management.
• As the administrator of TM system, ensure access, reports and functionalities are configurated to meet the needs of FIC.
• Develop content and ensure the TM information on intranet web pages are current and contributes to the content and updates of the external career portal webpages.
• Create custom reports and queries as required and analyse the information to provide information to talent management function and management.
  
  

• Building and maintaining relationships and effective communication with relevant stakeholders on TM interventions.
• Perform any other duties as required
  
  

• Human Resources Degree (NQF level 7 or above)
• Postgraduate qualification (NQF level 8 or above) will be advantageous
• Certifications such as the Talent Management Practitioner (TMP) by Talent Management Institute & Associate Professional in Talent Development (APTD) will be advantageous
  
  

• Knowledge of skills development legislations and regulations
• Computer proficiency - MS Word, MS PowerPoint and Excel (intermediate)
• Human Information System (HRIS) proficiency
• Verbal and written communication
• Collaboration and teamwork
  
  

• 3 years' experience in Talent Management
• 3 years' experience in Talent Development
• 3 years' experience in people data analytics and reporting
• 3 years' experience in developing TM tools

Our client is looking for an individual to take on the role of the Head of Learning and OD , in which this successful individual’s duty is to advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.

Job Responsibilities:

• Act as a custodian of the company’s culture through living and encouraging the team to live the company’s values. Encourage staff participation in culture surveys and ensure action plans are designed addressing identified gaps in line with the company’s culture and values. Ensure transformational targets are met. Contribute to the company’s vision of transforming the nation.
• Ensure continued performance improvement through reviewing of work processes and practices and addressing any identified gaps. Manage team capacity by creating a multi-skilled team and by ensuring that service levels are maintained.
• Act as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholders. Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand the company business strategy and enable appropriate service delivery. Deliver business solutions that are relevant and current. Assist in the provision of a holistic People Management service to the business. Meet business needs and partner with relevant stakeholders.
• Deliver on agreed Strategic and Operational L and OD projects and manage their implementation. Coach and mentor relevant stakeholders and co-create a positive work environment aligned to the company’s vision and values. Ensure service delivery to the business by tracking and monitoring progress of the team. Build credibility of the team by addressing escalated matters without disempowering the team. Empower team to deliver on assigned tasks and assist in overcoming work obstacles. Devise solutions and manage risks.
• Ensure regulatory tracking, executive decision making and progress against plan and budget tracking. Ensure direct reports understand and support the company’s vision, values and strategy. Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders.
• Design and drive delivery of the Strategic Workforce Plan for the Cluster. Assess own performance and behaviour. Achieve personal and professional growth and execute own planned development. Build depth of skills and knowledge in the team.
• Take the lead on the enablement and implementation of Leadership Development.

Education:

• Post Graduate in Industrial Psychology, Leadership or Change Management.

Experience:

• 8 years working experience in at least two of the following disciplines: Organisational Development, Change Management and Learning of which 5 years financial services experience in a senior role.

Technical / Professional Knowledge:

• Alternative learning strategies
• Budgeting
• Business administration and management
• Business principles
• Business terms and definitions
• Capacity planning
• Change management
• Client service management
• Communication Strategies
• Diversity management
• Employee training/development
• Financial Accounting Principles
• Governance, Risk and Controls
• Group instruction and facilitation methods
• Leadership development
• Methods for measuring training effectiveness
• Organisational behaviour theory
• Principles of project management
• Relevant regulatory knowledge
• Stakeholder management
• Strategic planning
• Talent management
• Training design
• Training effectiveness principles
• Business writing skills
• Management information and reporting principles, tools and mechanisms
• Understanding the HR value chain and how things fit together
• Internal Marketing principles and methodologies

Behavioural Competencies:

• Building Partnerships
• Continuous Learning
• Customer Focus
• Decision Making
• Building talent
• Facilitating Change

Our client is looking for an individual to take on the role of the Head of Learning and OD , in which this successful individual’s duty is to advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.

Job Responsibilities:

• Act as a custodian of the company’s culture through living and encouraging the team to live the company’s values. Encourage staff participation in culture surveys and ensure action plans are designed addressing identified gaps in line with the company’s culture and values. Ensure transformational targets are met. Contribute to the company’s vision of transforming the nation.
• Ensure continued performance improvement through reviewing of work processes and practices and addressing any identified gaps. Manage team capacity by creating a multi-skilled team and by ensuring that service levels are maintained.
• Act as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholders. Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand the company business strategy and enable appropriate service delivery. Deliver business solutions that are relevant and current. Assist in the provision of a holistic People Management service to the business. Meet business needs and partner with relevant stakeholders.
• Deliver on agreed Strategic and Operational L and OD projects and manage their implementation. Coach and mentor relevant stakeholders and co-create a positive work environment aligned to the company’s vision and values. Ensure service delivery to the business by tracking and monitoring progress of the team. Build credibility of the team by addressing escalated matters without disempowering the team. Empower team to deliver on assigned tasks and assist in overcoming work obstacles. Devise solutions and manage risks.
• Ensure regulatory tracking, executive decision making and progress against plan and budget tracking. Ensure direct reports understand and support the company’s vision, values and strategy. Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders.
• Design and drive delivery of the Strategic Workforce Plan for the Cluster. Assess own performance and behaviour. Achieve personal and professional growth and execute own planned development. Build depth of skills and knowledge in the team.
• Take the lead on the enablement and implementation of Leadership Development.

Education:

• Post Graduate in Industrial Psychology, Leadership or Change Management.

Experience:

• 8 years working experience in at least two of the following disciplines: Organisational Development, Change Management and Learning of which 5 years financial services experience in a senior role.

Technical / Professional Knowledge:

• Alternative learning strategies
• Budgeting
• Business administration and management
• Business principles
• Business terms and definitions
• Capacity planning
• Change management
• Client service management
• Communication Strategies
• Diversity management
• Employee training/development
• Financial Accounting Principles
• Governance, Risk and Controls
• Group instruction and facilitation methods
• Leadership development
• Methods for measuring training effectiveness
• Organisational behaviour theory
• Principles of project management
• Relevant regulatory knowledge
• Stakeholder management
• Strategic planning
• Talent management
• Training design
• Training effectiveness principles
• Business writing skills
• Management information and reporting principles, tools and mechanisms
• Understanding the HR value chain and how things fit together
• Internal Marketing principles and methodologies

Behavioural Competencies:

• Building Partnerships
• Continuous Learning
• Customer Focus
• Decision Making
• Building talent
• Facilitating Change

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Position: HR Generalist and PA – Full Time, In-person position.

Company: Incubex Minerals (Centurion).

Job Summary – We are looking for a highly organised, reliable individual to join our team as an HR Generalist and Personal Assistant based at our Centurion offices. This role is ideal for someone who is eager to grow and develop quickly. You will handle a mix of HR administration, document management, PA duties to the CEO, and basic legal filing, with strong potential for development into a senior support role. If you are detail-oriented, positive, curious, and excited about building a long-term career, this opportunity is for you.

1. Education & Experience:

• Matric certificate.
• Administrative or HR-related experience preferred.
• Tertiary qualification in HR or Legal (advantageous, not essential).

2. Skills & Attributes

• Strong organisational skills – accurate filing, task tracking, and deadline management.
• Clear written communication – able to draft professional emails, memos, and summaries.
• High digital fluency – comfortable using Microsoft Word, Excel, Teams, and SharePoint.
• Integrity and confidentiality – professional handling of sensitive information.
• Ability to follow instructions closely, especially in compliance matters.
• Comfortable managing diaries, travel logistics, and scheduling on behalf of senior leaders.

Key Responsibilities

1. HR & Admin Support

• Manage filing systems for HR and legal documents with accuracy and discretion.
• Assist with recruitment, onboarding, and employee record maintenance.
• Prepare basic reports, letters, and administrative updates as required.
• Provide day-to-day administrative support to the CEO, including diary management, meeting coordination, and travel arrangements.

2. Systems & Compliance

• Ensure data is accurately entered and maintained across digital HR systems.
• Help monitor deadlines for compliance submissions and legal filings.
• Work alongside HR, Ops, and Legal leads on priority admin initiatives.

What We’re Looking For

• A naturally curious person who enjoys understanding how things work.
• Emotionally intelligent – aware of interpersonal dynamics.
• Proactive – improves small processes without being asked.
• Positive - able to fit into our culture.
• Patient and loyal – invested in long-term growth.
• Willing to grow into an HRBP, Legal Admin, or People Ops Manager role over time.

What We Offer – Join a collaborative team within a fast-growing company, with a competitive entry-level salary, mentorship from senior leaders, and opportunities to grow into a critical business support role.

Application Process – Submit your CV and a short cover letter to:

• Seniority level Entry level

• Employment type Full-time

• Job function Human Resources
• Industries Mining

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Roles and Responsibilities

• Administrative HR support in the manufacturing or mining industries.
• HR and payroll administration.
• Policy and procedures (creating new, maintaining).
• Recruitment coordination (short listing, interviews, reporting, appointments).
• Managing disciplinary processes (hearings, warnings, meetings, documentation).
• Handling confidential employee information.
• Full-cycle onboarding and offboarding.
• Employment Equity (meetings, data collection, reporting, submission).
• Skills Development (WSP / ATR submission, apprenticeships, Skills Development Facilitator appointment, MerSeta, Training surveys, Training Matrix).
• Payroll administration : UIF procedures, Provident fund and medical aid administration, HR systems such as SAGE People 300 and ESS
• Clocking system : checking clocking, absenteeism.
• Microsoft Office Intermediate (Word, Excel, Outlook) Pivot tables, VLOOKUP.

Minimum Education Requirements :

Employment Details

Employment Type : Permanent Employment

Industry : Not specified

Work space preference :

Work Onsite

Ideal work province :

Gauteng

Ideal work city : Centurion

Salary bracket : R 15000 - 2000

Drivers License : CODE B (Car)

Own car needed :