186 Hr Business Partners jobs in Johannesburg

We are seeking for an experienced the Talent Management Consultant. The candidate will play a pivotal role in shaping and executing the organisation’s human capital strategy. The purpose of the role is to design, implement, and continuously enhance integrated talent management frameworks that enable the organisation to attract, develop, engage, retain, and deploy the right people to the right roles at the right time. The role spans across talent acquisition, workforce planning, succession management, learning and development, retention strategies, and advisory services to leaders. The consultant ensures that all talent practices support transformation, diversity and inclusion objectives, and comply with South African labour legislation and skills development frameworks. What you'll do: Workforce Planning: Help managers plan ahead by forecasting staffing needs and building a strong pipeline of skilled people aligned to business goals. Smart Talent Sourcing: Use digital tools, social media, and partnerships with universities and colleges to find and attract the right people. Fair and Inclusive Hiring: Ensure recruitment is based on skills and potential, while meeting Employment Equity (EE) requirements and promoting diversity. Succession Planning: Identify and prepare employees to step into key roles, ensuring smooth transitions and business continuity. Career Development Support: Work with staff and managers to create personalised development plans and promote internal growth opportunities. Training and Skills Development: Design and deliver training programmes that close skills gaps and meet SETA and WSP/ATR compliance standards. Digital Learning Promotion: Encourage the use of online learning platforms and bite-sized courses to make learning accessible and flexible. Employee Engagement Retention: Use surveys and feedback to improve employee experience, boost morale, and retain top talent. HR Advisory Support : Provide managers with expert advice and insights on talent management, team development, and workforce strategy. Labour Law Compliance Best Practice: Ensure HR practices follow South African labour laws (LRA, BCEA, EE Act, Skills Development Act, POPIA) and reflect industry standards. Your Expertise: 4â€6 years†roven experience in Talent Acquisition, Management, Organisational Development, or Learning Development. Demonstrated expertise in succession planning, workforce planning, and employee engagement. Experience with SETAs, B-BBEE scorecard compliance, and EE reporting. Proficiency in HRIS, ATS, and e-learning platforms. Qualifications: Bachelor†degree in human resources, Industrial/Organisational Psychology, or related field (postgraduate advantageous) Other information applicable to the opportunity: Permanent position Location: Midrand Why work for us? Connected Industrial Eco-systems: The organisation provides Industrial OT solutions to drive sustainability of our communities. With a community of specialist OT system integrators who span across all industry segments in Sub Saharan Africa and OEM partnerships we are able to Design and Build as well as Optimize Industrial connectivity. Connecting people with trusted information and insights to drive responsible use of the world†resources. One of the leading Tech companies in the country: The organisation fosters an inclusive work culture, we collaborate and solve together. Great career development , an opportunity to work on great technology which creates value for our communities. Values based organisation , with bold and courageous people centred leadership. Opportunity to harness your skills and be innovative. iOCO is an equal opportunity employer with an obligation to achieve its own unique EE objectives in the context of Employment Equity targets. Therefore, our employment strategy gives primary preference to previously disadvantaged individuals or groups.

Job category: Human Resources and Recruitment Contract: Permanent Remuneration: Market Related EE position: Yes About our company WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all. Introduction To 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 JSE objectives in driving the HR strategy within the JSE. Results Delivery 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 JSE objectives. Manage the allocated budget for Talent, L and D and JEF 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 JSE's competitiveness Stakeholder Relationship Management Build and maintain internal and external client relationships to meet business needs Engage with stakeholders continually to ensure needs to meet and satisfaction achieved Build professional networks to ensure best practice people solutions Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions Manage L and D, Career Management, Performance Management, DEIB & Employment Equity Develop and position L and D strategies to deliver on Transformation and JSE objectives Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required. Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps. Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks Source and select external vendors to deliver on identified people development solutions Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed. Analyse L and D information to provide trends and information to HR team for use in their business areas Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget. Ensure correct recording and allocation of all expenses as per budget. Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds. Manage BBBEE Skills Development Mandates for maximising scorecard Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process Manage and execute bursar selection and funding process in line with trust mandates Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering Assist line management and HRBPs with career management and leadership development Market the coaching and mentoring offering to HRBPs and Line management Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles Provide development consulting to determine leadership needs and monitor delivery Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development. Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions Design and develop frameworks, methodologies, standards and policies for Career management Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles Design and develop frameworks, methodologies, standards and policies for Performance ManagementImplement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews Manage the Employment Equity and DEIB Function for the organisation. Design and Develop DEIB Strategies as well as execute an implementation plan. Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act. Self and Team Management Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management Keep abreast of changes in legislation or standards by conducting research and utilising networks Upskill team and other professionals by sharing knowledge and research results Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards Ensure all team members understood and supported JSE vision and divisional strategy Take accountability for making others successful by removing obstacles to team performance and success Participate in recruitment processes to ensure selection contributing to success of team Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans Ensure each team member has a job profile that profiles team member with a view of full performance in the job Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results 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 Knowledge and Skills required Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management Business Communication: Client service, communication strategies, business writing and terminology Technical Proficiency: MS Office & standard software applications Analytics & Research: Salary benchmarking and research methodology Administration & Planning: Office procedures, resource/capacity planning, change management What’s in it for you: The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential. We offer a range of benefits designed to support your well-being and professional development, including: Hybrid ways of work for flexibility and balance Market-related total cost to company remuneration package Employee Assistance Programme for personal and professional support Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance Gender Neutral Parental Leave policy Free onsite gym , and an onsite coffee & salad bar Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry. #J-18808-Ljbffr

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.

#J-18808-Ljbffr

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: Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy. 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. 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. 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. 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. 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. 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. 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. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation. 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. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy. 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. 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. 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. 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. 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. 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. 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: 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. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action. Ensures Accountability – Holds self and others accountable to meet commitments. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear. Develops Talent – Develops people to meet both their career goals and the organization’s goals. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Directs Work – Provides direction, delegating, and removing obstacles to get work done. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations. Resourcefulness – Secures and deploys resources effectively and efficiently. Skills: 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner. 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. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports. Education: MA (Industrial Psychologist) or Bachelor’s degree in a related field; Post graduate degree in organizational psychology, organization behavior, or organization development (Essential) Experience: 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. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams. #J-18808-Ljbffr

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: Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy. 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. 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. 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. 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. 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. 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. 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. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation. 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. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy. 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. 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. 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. 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. 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. 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. 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: 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. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action. Ensures Accountability – Holds self and others accountable to meet commitments. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear. Develops Talent – Develops people to meet both their career goals and the organization’s goals. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Directs Work – Provides direction, delegating, and removing obstacles to get work done. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations. Resourcefulness – Secures and deploys resources effectively and efficiently. Skills: 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner. 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. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports. Education: MA (Industrial Psychologist) or Bachelor’s degree in a related field; Post graduate degree in organizational psychology, organization behavior, or organization development (Essential) Experience: 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. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams. #J-18808-Ljbffr

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1 week ago Be among the first 25 applicants

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POSITION INFO:

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

Recruiter:

Complement Recruitment

Job Ref:

HRBPJ

Date posted:

Tuesday, May 27, 2025

Location:

Johannesburg, South Africa

Salary:

R48K CTC Per Month

SUMMARY:

APPLY NOW

POSITION INFO:

Human Resources Business Partner - HRBP – Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -
%20

%0D%0A

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
• Ideal: Bcom in Human Resources Management or Industrial Psychology;
• Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
• Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
• 3 years - Manager.
• Own transport
  

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brand’s Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
  
  

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.
  
  

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.
  
  

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.
  
  

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.
  
  

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.
  
  

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.
  
  

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.
  
  

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.
  
  

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
• Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc
  

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.
  
  

Find Us on Social Media

Apply Directly on our Contact Form - Attach your Microsoft Word CV, and complete all the required information –

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Advertising Services

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Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

1 week ago Be among the first 25 applicants

Join to apply for the Human Resources Business Partner role at ExecutivePlacements.com - The JOB Portal

POSITION INFO:

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

Recruiter:

Complement Recruitment

Job Ref:

HRBPJ

Date posted:

Tuesday, May 27, 2025

Location:

Johannesburg, South Africa

Salary:

R48K CTC Per Month

SUMMARY:

APPLY NOW

POSITION INFO:

Human Resources Business Partner - HRBP – Johannesburg Gauteng

Salary: R48K CTC Per Month

Purpose of Position:

Complement Recruitment are recruiting for a Human Resources Business Partner for a position based in Johannesburg Gauteng.

The HRBP will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company/brand strategic goals. This role assesses and anticipates HR related needs and delivers value added service to management and employees that reflect the business objectives. The HRBP will be expected to successfully implement HR strategy and deliver customer service within the organization.

Responsibilities will include inter alia strategic partnership, organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent acquisition and retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, Transformation, HR projects and managing staff.

Apply Directly for this Job by clicking here -
%20

%0D%0A

Minimum Requirements Qualifications And Skills

• Relevant Bachelors Degree.
• Ideal: Bcom in Human Resources Management or Industrial Psychology;
• Business Degree/B-Tech; Honours / Post Graduate in Labour Law/Relations.
• Experience Requirements - 5 to 8 years - Human Resource Consultant /Officer.
• 3 years - Manager.
• Own transport
  

Duties:

Brand HR Plan:

• Proactively formulate and manage complex HR aspects of the Departmental / Operational Plan which includes all facets of Talent Management.
• Act as a strategic Business Partner and Advisor to the respective Brand in support of all HR related matters and in support of the HR Strategy.
• In partnership with the brand’s Management team, develop and implement the HR plan to enable the business in achieving business objectives and actively identify gaps, propose and implement changes necessary to cover people related risks and associated change management.
• Provide proactive support, advice and solutions to business leaders and deliver input to business strategy.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage in support of business objectives.
  
  

Talent Management:

• Implement the Talent Management Framework in the respective brand in line with Standards and Framework.
• Monitor the implementation of Talent Management initiatives, Performance Management, etc. and ensure compliance and alignment with strategic objectives and policies.
• Support the Division with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans.
• Advise and implement organisational change management (including restructuring/re-organisation) initiatives and processes in line with Standards and Framework.
• Design succession plan and assist line managers in completing these (succession) plans and identifying key talent within their respective business units.
• Identify and propose effective talent retention programs for key/scarce skills.
  
  

Transformation:

• Support processes and initiatives to achieve Employment Equity and Transformation objectives.
• Continuously develop ideas and identify opportunities for leveraging Human Resource competitive advantage while pursuing transformation targets.
• Identify or create opportunities to identify, recruit and retain diverse talent.
• Ensure tracking and monitoring of EE targets as per DoL targets.
  
  

Talent Sourcing, Planning & Onboarding:

• Develop a recruitment plan and create a ‘key/scarce’ skills pipeline in anticipation of business trends and growth.
• Co-ordinate the recruitment process from vacancy to placement in line with the Workforce Plan of the Brand.
• Ensure an effective on-boarding process for new staff, including conducting post-appointment interviews and the management of probationary periods. Ensure various tiers of staff are addressed.
• Guideline managers on the application of relevant selection methodologies as per resourcing policy.
• Advise and help design fit for purpose org charts for the business as part of optimizing business performance and maintaining accountability.
  
  

Talent Development and Coaching/Mentorship:

• Develop and implement a talent development plan.
• Ensure sufficient development opportunities are made available to staff.
• Support the management team in ensuring that they give feedback and development opportunities to their key talent.
• Advise/ guide staff in personal and career development.
• Implement a robust coaching and mentorship programme for key talent and management team.
• Training and development as per agreed Performance Development Plan.
• Keep abreast of talent development trends in line with supporting business growth.
  
  

Performance Management:

• Act as the performance improvement driver, assisting line managers to give continuous feedback to their teams.
• Ensure the performance management process is simplified, well understood and enables managers in managing their employees.
• Advise and guide managers in managing the performance of their staff so as to foster productive working relationships.
  
  

Compensation and Benefits (total rewards):

• Oversee the position management and related budget for respective Brand.
• Compile Annual Workforce plan per Brand (plan to include retirement, resignations, vacancies, achievement of EE targets etc.)
• Guide and advise line on status of positions (vacant and filled) and the related budget thereof.
• Prepare monthly reports for line on the status and budget of positions and ensure that changes to the posts and budget, where necessary, are implemented.
• Manage Salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
• Identify salary anomalies and problem areas and advise on solutions.
• Undertake ad hoc market surveys of competitive salaries and benefits, when required and make recommendations.
• Respond to temporary budget queries from respective environments in conjunction with HR Admin.
  
  

Employee Relations:

• Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters.
• Provide first line resolution to ER related matters/issues.
• Identify and address possible risk situations proactively, in consultation with the Line Manager.
• Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation).
• Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death and incapacity).
• Attend disciplinary hearings as an observer to guide process.
• Driving processes related to TTI and IOD claims together with the custodians of such processes.
• Consult with employees after potentially traumatic experiences, and subsequently referring them for counselling.
  
  

HR Analytics and Reporting:

• Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses.
• Oversees the process of ensuring data integrity of HR system.
• Interprets relevant research on best practice as it relates to HR analytics.
  
  

HR Governance / Risk and Compliance:

• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk.
• Comply with Group HR Policies and service level agreements as agreed with key stakeholders.
• Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc
  

Culture and Engagement:

• Ensure company values are upheld in how business goals are achieved.
• Reinforce culture of continuous learning.
• Promote organizational transformation and manage diversity in the workplace.
• Ensure there is a staff wellness programme in place.
  
  

Find Us on Social Media

Apply Directly on our Contact Form - Attach your Microsoft Word CV, and complete all the required information –

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Advertising Services

Referrals increase your chances of interviewing at ExecutivePlacements.com - The JOB Portal by 2x

Sign in to set job alerts for “Human Resources Business Partner” roles.

City of Johannesburg, Gauteng, South Africa 3 weeks ago

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Johannesburg Metropolitan Area 1 week ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

#J-18808-Ljbffr

WHAT IS ON OFFER

Alfred H Knight has an exciting opportunity for a Human Resources Administrator to join the team in Johannesburg. This individual will be responsible for the day to day administrative operations of the human resources department, ensuring smooth processes, accurate record-keeping and adherence to company policies and procedures.

DO YOU HAVE WHAT IT TAKES?

To be successful at Alfred H Knight the incumbent will need to display the following:

REQUIRED KNOWLEDGE AND WORK EXPERIENCE

Responsibilities

• Organize and maintain employee records
• Prepare employee contract documents
• Update internal databases
• Prepare WSP reports and submissions
• Assist with welcoming new joiners and the onboarding process
• Assist with employee queries about HR-related issues
• Assist the payroll department by providing relevant employee information
• Assist with recruitment administration
• Generate Purchase Orders in respect of Training
• Confirmation of employee employment
• Coordinate engagement initiatives
• Prepare UIF Documents
• Participate in HR projects
• Maintain a good working relationship with other departments, employees and guests
• Sound knowledge of the BCEA, LRA, EEA and SDA

Required Knowledge, Skills and Behaviours

• Strong people skills
• Ability to work both as part of a team and contribute individually.
• Excellent written and oral communication skills.
• Quality: Right first time approach completes work to a high standard, continually looking for improvements and strong problem-solvers, high level of attention to detail is key within this role.
• Project management: Takes responsibility for initiating and completing tasks, manages priorities and time to successfully meet deadlines.
• Managing uncertainties: Handles pressure and ambiguity well, exercises good judgment and handles challenges in a mature manner.
• Team Player / Interpersonal: Builds and maintains positive working relationships with their own team and more widely.

Required Work Experience

• At least 4 Years working experience within Human Resources

Required Qualifications

• Grade 12
• Degree or Diploma in Human Resources Management will be an added advantage

Required Languages

• Fluent in English communication

BENEFITS

We are offering an excellent opportunity with a salary and benefits package to match

Alfred H Knight is committed to creating a diverse & inclusive environment and hence welcomes applications from all sections of the community in line with our Employment Equity Plan.

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Join to apply for the Human Resources Executive role at Redpath Mining Contractors and Engineers - Africa

Direct message the job poster from Redpath Mining Contractors and Engineers - Africa

Overview

HR Officer Systems and Admin at Redpath Mining Africa

Minimum Requirements

• Bachelor’s degree in Human Resources, Industrial Psychology, Labour Relations, or related field
• Relevant postgraduate degree in Human Resources, Industrial Psychology, or related field (master’s degree or MBA preferred)

Experience, Knowledge & Skills

• Minimum of 10 years HR Management experience, with at least 5 years in a Senior HR Leadership role within the mining, industrial, oil and gas or adjacent sector (in an organization of relevant size and complexity)
• In-depth knowledge of South African Labour laws, BCEA, LRA, EE Act, and Mining Charter compliance
• Proven experience in managing HR functions across remote or site-based operations
• In-depth experience in unionised environments and cross-border HR operations
• Demonstrated success in implementing HR systems (e.g., Oracle HCM)
• Solid foundation of integrated people practices
• Sound understanding of psychometric assessments

Roles & Responsibilities

• Develop and implement HR strategies aligned with the overall business plan
• Lead talent acquisition, onboarding, and retention initiatives
• Manage employee relations, performance management, and succession planning
• Drive organisational development, training, and leadership programmes
• Collaborate with senior management to shape company culture and workforce planning
• Bring strategic insight, operational excellence, and a passion for people’s development in a challenging and rewarding environment
• Partner with leaders to ensure the people framework (people strategy) is aligned with the business strategy to clearly define critical priorities, goals and objectives translated into specific measurable outcomes
• Compile and manage a budget that will reflect the priorities to achieve the people strategy
• Oversee and coordinate best practice advice during disciplinary investigations, conflict resolution, and termination of employment, where necessary

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