484 Head Of Hr jobs in South Africa

Overview

The Executive Head of HR Operations will be responsible for leading and overseeing all HR operational activities, ensuring efficient and compliant processes, managing HR systems, and driving improvements to enhance the employee experience and support the company's strategic goals.

The role requires a combination of strategic planning, leadership skills, and a deep understanding of HR operational functions. Our client is an established team operating in a fast-paced, high-pressure context. Reporting to the CFO, you will take accountability for leading and directing the HR function across three main divisions both in South Africa and African countries.

• Strategic leadership
• Operational excellence
• Talent management
• Employee Relations
• Performance Management
• BBBEE and Transformation
• HR Analytics and Reporting

• Exceptional problem solving and analytical skills
• Exceptional interpersonal skills, with heightened emotional and psycho-social awareness
• High level of confidentiality and discretion
• Collaboration, discipline & customer-centricity focus
• Critical thinking and decision-making skills
• Project management capability, with the ability to manage time and prioritise effectively
• Intimate knowledge and competence of BBBEE scorecard calculations
• Excellent written and oral communication and presentation skills
• Committed to accuracy with excellent attention to detail

• Minimum Bachelors degree in Psychology or Human Resources
• Postgraduate Degree in Psychology or Human Resources would be advantageous
• A minimum of 10 years of progressive HR Generalist experience, five (5) of which should have been in a senior management / leadership role
• Working knowledge of all statutory compliance requirements (EMP201, EMP501 Reconciliations, COIDA, UIF, WSP / ATR & Employment Equity)
• Experience and in-depth knowledge of the B-BBEE generic codes
• Proficiency and competence in MS Office (Word, Excel, PowerPoint)
• Sage People 300 and Mpowered (BBBEE Management System) experience would be an added advantage
• Proven experience in partnering with business leaders to achieve strategic objectives
• Proven experience in rolling out, managing and delivering successful People Projects at varying scales across different aspects of HR

Kindly note that by submitting your application for this career opportunity you agree that Guardian Recruiting may use your application for the purpose of the recruitment and selection of the said position and this information may be shared with the relevant stakeholders in the business.

Please note that only shortlisted candidates will be contacted.

Should you not have heard back within a two-week period, please assume that your application was unsuccessful.

LRMG is looking for an experienced Executive Head: HR Operations to oversee all functions of our Human Resources department and provide support to our employees. Executive Head: HR Operations will oversee and manage all aspects of our human resources operations, ensuring the smooth and efficient implementation of HR policies, procedures, and programs. The successful candidate will have excellent organisational and leadership skills, capable of managing a diverse range of HR functions and form part of the SBD EXCO team and can be based in Cape Town and will report into the CFO.

Responsibilities

Strategic Leadership:

• Ensure the cascading of goals to the HR team, ensuring monitoring of KPI's and providing coaching and support to achieve growth and alignment of HR operations to organisational goals.
• Plan, develop and implement an HR Operations strategy which is aligned to the overarching strategy, and lead the HR operations team in aligning HR operations to business strategies with goals.
• Responsible for formulating and communicating the HR Operations strategy, in line with LRMG strategy and Dream 2030, including: training and development, employee relations, succession planning, culture development, employment equity, performance reviews and quality management.
• Lead the execution of strategies and major change initiatives for talent acquisition, development, management and retention.
• Manage and control HR departmental expenditure within agreed budgets, ensuring cost consciousness, financial discipline, and alignment with business priorities.
• Act as a strategic advisor to senior management regarding key operational and management issues.
• Monitor, measure and report on HR opportunities, issues and development areas through effective Jobs unpack, integrating around the Job and Kernel methods.
• Maintain awareness and knowledge of latest HR developments i.e. methods, theory and best practice and provide suitable interpretation for Management and staff to ensure HR activities are aligned.

Operational Excellence:

• Oversee the implementation of HR policies, procedures, and systems to ensure efficiency, compliance, consistent application and updating of all HR policies and procedures as and when legislation requires.
• Drive innovation and the digitisation of HR processes and systems to provide integrated workflow systems.
• Develop an annual SLA for LRMG Business Units, ensuring to unpack business needs, align them to the HR and business strategies and drive the HR team's compliance to SLA requirements.
• Review the needs of business and propose amendments to policies and policies where needed, ensuring effective interpretation and implementation of solutions to address these needs.
• Conduct HR Roadshows annually to ensure HR policies and procedures are well socialised.
• Conduct diagnostics across the business to ensure HR strategies align with people's needs, incorporating pulse surveys, engagement surveys, and support for the transformation agenda

Talent Management:

• Partner with business leaders to identify future workforce needs and drive the identification & acquisition of talent, ensuring only the highest calibre of talent.
• Develop and maintain an Immersion programme to ensure effective onboarding of new Igniters to enhance the new joiner experience.
• Manage and drive the implementation of Organisational Development interventions to positively impact motivation, skill, capacity and staff engagement through collaborative projects.
• Act as a Change Management Champion, ensuring the effective management and facilitation of change through communication and training related to the change.
• Establish and maintain appropriate metrics for measuring necessary aspects of Talent Management and HR development
• Lead and support development programs to enhance employee skills and career growth; and promote a culture of continuous learning and professional development.
• Drive the delivery of the Employer Value Proposition (EVP) and ensure the implementation of employee engagement activities to drive culture within LRMG.
• Employee Relations
• Foster a positive work environment and promotes clear corporate values and behaviour, ensuring maintenance of a Labour incident rate below 5%.
• Manage relations issues and concerns, ensuring compliance with company policies and legal requirements.
• Provide Management with guidance on disciplinary and performance matters in line with the Labour Relations Act; ensuring Management is knowledgeable on processes and equipped with the correct system and tools.
• Facilitate disciplinary and grievance processes in a manner that is fair and corrective; providing guidance and support to Management, up to and including representation at the CCMA where required.

Performance Management:

• Drive the implementation of performance evaluation policies and systems to ensure effective management, employee growth and organizational success.
• Manage employee performance effectiveness through actively engaging with Management and offering guidance in the facilitation of the Performance Management policy.
• Create and contribute to supporting a high-performance culture, supporting Management in investigating and identifying causes for poor performance and assist in the development and implementation of actions for improving poor performance (PIP).
• Ensure the communication of Performance Management cycles, requirements and processes during each cycle to educate and provide guidance to Managers and Employees on the process, system and tools to be utilised.

B-BBEE & Transformation:

• Lead the development and implementation of an ESG strategy and policy, providing monthly and quarterly reports to the relevant stakeholders.
• Manage the B-BBEE Scorecard end-to-end, supporting and driving BBBEE target adoption and implementation of activities throughout the company.
• Management control element: Ensure Employment Equity targets are pursued through the EE committee to maximise impact on Management control targets and driving transformation-based succession planning.

Skills development element:

• Plan and execute skills development initiatives to align with SD targets and ensure spend is tracked and monitored on a monthly, quarterly and annual basis.
• Procurement element – liaise closely with Finance by Design to track and monitor the procurement spend and highlight any deviations from procurement targets
• Supplier, Enterprise- and Socio-Economic Development elements – Identify and implement initiatives in line with set targets. Collaborate with BBBEE Task Team quarterly to monitor progress and at verification ensure that process is adhered to in order to conduct a successful audit.
• Liaise with verification agency to ensure timelines and verification dates have been set and agreed upon, ensuring claim submitted is detailed and accurate, and facilitating a seamless verification process which is completed prior to the expiry of the active certificate.
• Oversee and approve Skills Development initiatives in line with Learning Strategy
• Manage the submission of annual SETA (WSP/ATR) and EE reports within deadline, ensuring the submission of accurate information

HR Analytics & Reporting:

• Benchmark national and international HR best practice and communicate to Group
• Participate in business reviews, providing strategic HR insights and performance analysis on HR metrics such as turnover, engagement, retention, and productivity.
• Conduct monthly statistics as to support and guide HR strategy
• Provide weekly (Magic Numbers), monthly (Exco), Quarterly (ESG) HR reporting to the business on various HR metrics.
• Prepare monthly reporting for EXCO which must include people movements, EE status, and operational performance and progress for activities such as performance management and learning.
• Analyse HR metrics and trends, prepare and present reports on HR activities and outcomes to the executive team to inform business decisions.

Qualifications:

• Minimum Bachelor's degree in Psychology or Human Resources;
• Postgraduate Degree in Psychology or Human Resources would be advantageous.
• A minimum of 10 years of progressive HR Generalist experience, five (5) of which should have been in a senior management/leadership role.
• Working knowledge of all statutory compliance requirements (EMP201, EMP501 Reconciliations, COID, UIF, WSP/ATR & Employment Equity)
• Experience and in-depth knowledge of the B-BBEE generic codes.
• Proficiency and competence in MS Office (Word, Excel, PowerPoint),
• Sage People 300 and Mpowered (BBBEE Management System) experience would be an added advantage.
• Proven experience in Partnering with Business Leaders to achieve strategic objectives.
• Proven experience in roll-out out, managing and delivering successful People Projects at varying scales and across different aspects of HR.

Competencies:

• Exceptional problem solving and analytical skills
• Exceptional interpersonal skills, with heightened emotional and pyscho-social awareness.
• High level of confidentiality and discretion.
• Collaboration Discipline & Customer-centricity focus.
• Critical thinking and decision-making skills.
• Project management capability, with the ability to manage time and prioritise effectively.
• Intimate knowledge and competence of BBBEE scorecard calculations.
• Excellent written and oral communication and presentation skills.

Role Overview:

• Title: Head of People
• Salary: 80K - R100K with ESOP
• Location: Johannesburg
• Reporting to: CEO

About Us:

Welcome to Rentoza We're a South African company that's changing the game in

e-commerce. Our subscription service for digital goods and appliances is making access,

affordability, and flexibility a reality for our customers.

The Role:

The Head of People at Rentoza is a strategic leader responsible for building a compliant,

transformative, and commercially credible People function that underpins Rentoza growth. The

role ensures HR is not just operationally efficient, but delivers measurable impact on culture,

governance, skills readiness, transformation efforts and business perfomance. The Head of

People will serve as a trusted advisor to the CEO, EXCO, and Board, while directly overseeing

HR operations, employee relations, and leadership enablement.

Key Role & Responsibilities:

1. People Strategy & Leadership

● Set a high-performance culture across the organisation by embedding accountability,

transparency, and execution excellence into leadership and people practices.

● Develop and execute Rentoza's People Strategy across culture, retention, recognition,

and development.

● Translate business strategy into a People Roadmap with quarterly OKRs that are tied to

revenue, retention, capability, and compliance outcomes.

● In partnership with the product function, build a data-driven HR function: introduce

people analytics dashboards that quantify ROI on people initiatives (attrition cost,

revenue per employee, productivity per head).

● Act as the culture architect, ensuring values are operationalised through leadership

standards, recognition systems, and performance management — not just policy.

● Partner with leadership and Board/Remco to align People priorities to business

outcomes.

● Lead and grow the People team, ensuring scalable delivery of HR services.

1. Talent, Recruitment & Onboarding

● Own and embed Rentoza's Employee Value Proposition (EVP) into recruitment,

onboarding, and employer branding.

● Oversee the recruitment lifecycle, leveraging agencies when needed, while reducing

time-to-hire and boosting offer acceptance.

● Lead and continuously improve onboarding to ensure a consistent, values-driven

employee experience.

● Manage internal mobility, secondments, and succession planning.

● Drive structured and compliant offboarding with meaningful insights.

1. Employee Relations & Compliance

● Design and embed fair, compliant frameworks for performance, discipline, grievances,

and PIPs.

● Enable managers to handle day-to-day ER confidently; HR acts as escalation/advisor for

complex or high-risk cases (incl. CCMA).

● Ensure statutory compliance across EE, WSP/ATR, COIDA, UIF, PAYE/SDL, OHSA,

POPIA, with a live Compliance Dashboard reviewed quarterly by EXCO.

● Use ER/compliance data to identify trends and trigger proactive leadership interventions.

● Keep all HR policies updated, audit-ready, and clearly communicated.

1. Development & Performance

● Lead workforce planning and capability mapping to ensure Rentoza has the right skills

for current delivery and future growth.

● Embed career pathways and IDPs so that every employee has a visible development

trajectory tied to business needs.

● Run a disciplined performance management cycle (goal setting, calibration, reviews) that

drives accountability and business outcomes.

● Establish leadership development and manager enablement programs that raise

leadership trust, transparency, and execution capability.

● Use performance and development data to identify top talent, succession risks, and

capability gaps, and present these insights quarterly to EXCO.

● Hold managers accountable for closing skill gaps, developing successors, and managing

underperformance fairly using clear frameworks.

1. Culture, Retention & Recognition

● Design frameworks for recognition, engagement, and retention that are consistent

across the organisation and measurable.

● Equip managers with tools to build belonging and motivation in their teams; HR ensures

consistency and holds leaders accountable for follow-through.

● Launch structured recognition programs (monetary & non-monetary) with quarterly

participation metrics.

● Oversee annual salary benchmarking and pay transparency frameworks to ensure

fairness and competitiveness.

● Monitor attrition and retention data monthly, with targeted interventions for regrettable

losses.

● Lead quarterly culture pulse reviews, ensuring leadership acts on trust, belonging, and

recognition gaps.

1. HR Operations, Payroll & Systems

● Oversee accurate monthly payroll processing and continuous improvements in accuracy

and efficiency.

● Manage the employee lifecycle (contracts, job changes, onboarding/offboarding,

compliance documentation).

● Optimise HR tech platforms (Payspace, HRIS/ATS) and introduce automation/AI to

improve workflows.

● Maintain high levels of data accuracy (>90%) and provide People analytics to EXCO and

the Board.

1. Board & Stakeholder Engagement

● Prepare People insights and KPI reports for EXCO, Board, and Remco.

● Partner with Finance on remuneration, TCTC structures, and workforce planning.

● Manage relationships with auditors, consultants, and external service providers.

Required Qualifications and Skills:

● 8+ years in HR/People, with 3+ years in a leadership role.

● Experience scaling HR/People functions in a high-growth or scale-up environment.

● Deep knowledge of South African labour law, ER/IR, and compliance frameworks.

● Proven track record in recruitment, onboarding, development, and performance

management.

● Skilled in payroll accuracy, HR systems (Payspace or similar), and HR data reporting.

● Comfortable representing the company in CCMA and high-stakes ER matters.

● Commercially minded, tech-driven, and able to balance strategic priorities with

operational delivery.

Key Skills & Competencies

● Strong commercial and strategic acumen, able to link People strategy to growth,

retention, and performance outcomes.

● Proven ability to build and lead high-performance People teams in fast-growth or

scale-up environments.

● Deep knowledge of South African labour law and compliance frameworks (BCEA, LRA,

COIDA, POPIA, OHSA, UIF, EE).

● Working knowledge of B-BBEE transformation (skills development, EE, management

control), with the ability to integrate it into broader People strategy.

● Skilled in culture transformation, EVP, and recognition programs that strengthen

belonging, trust, and engagement.

● Expertise in workforce planning, capability mapping, career pathways, and leadership

development.

● Highly data-driven, experienced in HR systems and people analytics, delivering

board-ready insights.

● Exceptional stakeholder management and communication skills, able to influence EXCO

and coach managers to higher standards.

Benefits:

● Medical aid

● Employee Health and Wellness Assistance

● Hybrid (where applicable)

Offices:

● Johannesburg

● Cape Town

● Durban

If you're passionate about technology and want to work in a fast-paced environment where

you can make a real difference, Rentoza is the place for you. Join our team and be part of

something truly exciting

Rentoza is an equal opportunity employer whose aim is to promote and achieve equal

representation in all levels of all occupational categories. Preference will be given to

candidates whose appointment will assist the Company in achieving its Employment

Equity targets in terms of the Company Employment Equity Plan.

By responding to this advertisement, you consent to Rentoza lawfully processing your

personal information in accordance with the Protection of Personal Information Act 4 of

2013 for recruitment purposes and confirm that any personal information has been

submitted voluntarily.

The company reserves the right not to make an appointment. An application will not in

itself entitle the applicant to an interview or an appointment and failure to meet the

minimum requirements of the post will result in the applicant automatically

disqualifying him/herself from consideration. If you don't hear back from us in 30 days,

please consider your application unsuccessful.

Please send your cv to

If the role says "closed" it means that you have not been one of the 1st 50 candidates as per LinkedIn regulations, please insure that you still send it to my mailbox regardless.

Crystal Wallis

The Head of HRBP will assist with the formulation and implementation of the HR strategy across a wide range of human resources practices with the relevant management teams. This position will be responsible for managing a team of individuals in ensuring the effectiveness of HR strategic partnering HR strategic service delivery and enhancement of the employee experience.

People management:

• Manage the daily operations of the HR strategic partnering function.
• Ensure that the team has the necessary tools and methods to enable efficient service delivery and alignment with HR department objectives.
• Provide coaching, mentorship and guidance to team members to foster growth and enhance performance.
• Monitor the performance of their team to ensure strategy execution.
• Effectively manage a HR team, create and execute plans and report on team activities in the relevant forums.

HR Strategy Implementation:

• Deliver and optimize strategic objectives in support of organisational strategy and implement policies to ensure compliance.
• Support current and future business needs through the development, engagement, motivation and preservation of human capital.
• Perform pipeline management and accurate people forecasting and resourcing activities in line with the strategic workforce planning model.
• Develop and manage the human resources budget, prepare and present reports and HR metrics.
• Market the organisation's employee value proposition internally and externally and co-ordinate and implement employee satisfaction and best company to work for surveys.
• Provide ongoing training and education to managers on the performance management process.
• Accountable for the implementation of the human resources strategy with overall business objectives.
• Manages the facilitation of organisational design and optimal structures reflecting the current and evolving business strategy.
• Manage the execution of transformation plans and targets, ensuring adherence to the appropriate transformation governances.
• Manage the HR events calendar within the assigned business unit.
• Develop and implement relevant projects to address process inefficiencies and to streamline workflows.

Stakeholder engagement:

• Engage and collaborate with HR and business stakeholders to elicit feedback and requirements for process optimisation and/or re-engineering.
• Act as a liaison between HR and business stakeholders to drive cohesive improvement initiatives.
• Bridge management and employee relations by addressing demands, grievances or other concerns.
• Train managers on the process of compensation and benefits governance and drive the implementation of all human resources programs.
• Train and develop managers on the organisation's leadership brand and ensure implementation thereof and ensure that training and development strategies are in line with business objectives.

Analytics and reporting:

• Develop and maintain metrics, reports and analytics to track performance.
• Continuously analyse key HR indicators and provide data-driven insights for decision-making.
• Develop and distribute the relevant reports to internal business and HR stakeholders.
• Analyse data and metrics, gather feedback from various stakeholders to assess process performance and identify bottlenecks.

Knowledge, skills and attributes:

• Proficiency in HRIS software and systems, e.g., SAGE, SAP SuccessFactors, etc
• Excellent knowledge of payroll systems and processes
• Excellent knowledge of strategic HR planning, talent management, and organisational development.
• Excellent knowledge of labour laws, employment regulations, and HR compliance requirements. Understanding of benefits administration processes.
• Excellent analytical skills coupled with formidable attention to detail.
• Excellent ability to identify inefficiencies and implementing process improvements.
• Proficiency in project management methodologies.
• Excellent ability to effectively integrate changes and transition smoothly to business as usual.
• Familiar with employee self-service tools and portals.
• Excellent collaboration and relationship building skills.
• Excellent verbal and written communication and interpersonal skills.
• Excellent ability to lead and manage individuals to achieve optimal performance.

Education and training:

• Bachelor's degree in Human Resources, Business Administration or related field.
• Advanced degree in HR would be advantageous.
• Relevant certifications, e.g., Six Sigma, Project Management Professional, etc

Experience:

• At least 8 years' previous experience in a HR position, focused on HR service delivery, strategic partnering, operations, processes and systems.
• Project management experience.
• Experience developing and implementing training programs for HR and end-users.
• Demonstrated previous experience managing vendors and/or suppliers to deliver on project requirements.
• Proven track record of implementing innovative process improvements, managing change and driving operational excellence.
• Demonstrated previous experience leading and managing a team.

How you'll role

As the Head of Human Resources, you will be instrumental in establishing and leading a robust HR function that aligns with business growth strategy. Reporting directly to the Managing Director, your role is to ensure that every employee understands their impact on enhancing customer experience, while fostering an environment that sets the company apart as the industry's best workplace. You will oversee strategic HR initiatives, implement performance management frameworks, and drive cultural transformations across our Johannesburg office and national branches.

What you'll do

• Lead the HR strategy aligned with growth trajectory.
• Implement company-wide performance management systems.
• Develop recruitment and retention strategies to attract top talent.
• Design leadership and new hire onboarding programs.
• Ensure BBBEE compliance and successful annual verification.
• Conduct quarterly culture and engagement reviews.
• Establish a transparent remuneration and benefits framework.
• Mediate conflicts and enhance employee relations.
• Identify training needs and manage learning programs.
• Partner with leadership to embed values and customer experience across roles.

What you'll need

• Proven strategic HR leadership experience.
• Expertise in performance and talent management systems.
• Strong BBBEE knowledge and compliance experience.
• Excellent coaching and mentoring abilities.
• Strong change management skills.
• Exceptional communication and influencing skills.
• Analytical skills to inform decisions using HR data.
• Empathetic and people-first approach.
• Results-oriented with a focus on measurable outcomes.
• Flexible and adaptable in a fast-moving environment.

Head of Human Resources – Johannesburg

South Group Recycling is a fast-growing national recycling company with multiple branches across South Africa. We are seeking a Head of Human Resources to lead HR operations while driving recruitment and talent acquisition
across the organization.

Key Responsibilities

• Lead HR strategy and oversee full HR operations across branches
• Own recruitment and talent acquisition: sourcing, interviews, onboarding, and workforce planning
• Build and manage strong talent pipelines for both blue-collar and office-based positions
• Partner with management to forecast staffing needs and ensure operational readiness
• Draft and manage contracts, offers, onboarding, and performance processes
• Ensure compliance with South African labor laws (BCEA, LRA)
• Support employee relations, disciplinary actions, and conflict resolution
• Maintain HR systems, records, and reporting while liaising with payroll

Requirements

• Diploma or Bachelor's degree (HR or related)
• 3+ years of senior HR and recruitment experience (blue- & white-collar focus)
• Proven track record in high-volume and specialized hiring
• Strong knowledge of BCEA & LRA
• Excellent communication, leadership, and organizational skills
• Must be based in Johannesburg

Package & Growth

• Salary: R40,000 – R60,000/month (experience-based)
• Clear path into a senior executive HR role as company expands
• Office-based | Monday–Friday

Design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of objectives in driving the HR strategy within the company.

Permanent, Johannesburg

Responsibilities

• Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year
• Deliver on the Annual Talent Management Strategy to ensure success of company objectives.
• Manage the allocated budget for Talent, L and D and Bursaries of about R28m (combined) within agreed parameters by tracking monthly.
• Plan and implement resources in a cost-effective manner while still meeting timelines and standards.
• Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.
• Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the company's competitiveness
• Stakeholder Relationship Management
• Self and Team Managment

Qualifications

• B Com Degree in HR/ Business Management or related qualification
• Honours Degree in HR/Business Management or related qualification
• Registration with SABPP and/or IPM would be advantageous
• 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level
• Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management
• Client service, communication strategies, business writing and terminology
• Salary benchmarking and research methodology
• Administration & Planning: Office procedures, resource/capacity planning, change management
• Financial services or banking industry experience essential

Kendrick Recruitment is currently seeking a strategic and operational Head of Human Resources for a luxury private reserve with operations managed from Johannesburg. This key leadership position will play a central role in aligning human resources strategy with the reserve’s long-term vision in conservation, hospitality, and community development.

Key Responsibilities:

Strategic Leadership

Develop and execute HR strategies that support the organisation’s mission and long-term objectives.

Advise the executive team on workforce planning, organisational development, and leadership initiatives.

Talent Acquisition and Retention

Lead recruitment across all departments, ensuring talent alignment with the reserve’s values and culture.

Implement retention strategies to support employee satisfaction, recognition, and performance.

Performance and Development

Oversee performance management processes, including KPIs, appraisals, and feedback systems.

Promote staff development through training, coaching, mentorship, and leadership programmes.

Employee Relations and Workplace Culture

Foster an inclusive, respectful, and values-driven workplace.

Address and resolve employee issues with discretion and fairness.

HR Operations and Compliance

Ensure compliance with South African labour legislation and industry-specific standards.

Manage HR operations including payroll coordination, contracts, benefits, and data systems.

Oversee the operational effectiveness of the clinic, staff school, accommodation, and recreation centre.

Community Engagement and Local Employment

Champion local recruitment and development initiatives aligned with the organisation’s social impact goals.

Partner with educational and vocational institutions to build pipelines of local talent.

Qualifications & Experience:

Postgraduate degree in Human Resources, Industrial Psychology, Business Administration or related field.

Minimum of 8–10 years’ experience in HR, with at least 3 years in a senior leadership role.

Previous experience in hospitality, conservation, or remote operations is advantageous.

Solid understanding of South African labour laws and HR best practices.

Proven record of fostering high-performing and engaged teams.

Strong interpersonal and communication skills; ability to lead across diverse departments.

Excellent attention to detail and adaptable working style.

Preference will be given to Employment Equity candidates.

Personal Attributes:

Strategic thinker with hands-on, empathetic leadership style.

Excellent conflict resolution and communication skills.

Culturally aware with experience managing diverse teams.

High levels of integrity, discretion, and professionalism.

Resilient and adaptable to working in challenging environments.

What Is Offered:

The opportunity to work in one of Africa’s most ecologically significant conservation organisations.

The chance to be part of an organisation that integrates luxury hospitality with conservation and community impact.

Competitive compensation and benefits package.

A collaborative, innovative, and purpose-driven work culture.

Seeking an experienced executive Head of HR for a Pan African client in the inspections field. Must have extensive Group experience , restructuring , scaling, strategy and a good understanding of both local and African labor laws. Will overhaul and lead the company's HR strategy, policies and procedures for future success. Strong leadership skills . Relevant Degree in HR or Industrial relations