111 Hr Consulting jobs in South Africa

As the Head of Talent Management, you will play a critical role in developing and executing talent management / HR strategies that enable the organisation to attract, retain and develop top talent.

You will lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values. You will also work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

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

Responsibilities:

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

Behavioral Competencies:

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

Skills:

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

Education:

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

Experience:

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

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

Responsibilities:

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

Behavioral Competencies:

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

Skills:

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

Education:

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

Experience:

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

We are looking for an experienced HR Manager to support our business across South Africa and globally. They will be a key point of contact within the business bringing an enthusiastic, positive, and proactive approach that reflects and contributes to our values. They will have a no job too small or big attitude and will contribute to HR efforts and strategic initiatives that seek to optimize a positive team member experience and a future-facing working environment through responsibilities that include;

What you will do

• Contribute to the delivery of the HR Strategy and our People and Place goals and objectives for all our regions.
• Undertaking special projects as assigned by the Senior HR Manager applying transformational HR practices and approaches that add value and contribute to business success and growth.
• Be proactive and self-motivated in developing knowledge and understanding of employment law, practices, and appropriate procedures across the territories within which we operate.
• Provide day-to-day HR support and advice for all clients including recruitment, on-boarding, off-boarding, payroll, compensation analysis, family leave, performance management, and reporting/analytics.
• Supporting people managers and team members by advising on QCIC policies and procedures and assisting in and managing employee relations cases and issues.
• Managing end-to-end family and other leave processes e.g., planned/ unplanned absence, maternity, paternity, shared parental leave, etc.
• Support, facilitate, and deliver the end-to-end process around recruitment and onboarding activities, working closely with our talent acquisition team, hiring managers, and recruitment agencies.
• Participation in and supporting the HR and Strategic Initiatives functions with special projects that enhance the overall employee experience and help foster a positive, supportive working environment and culture e.g. employee engagement, learning and development, employer branding, and future-facing facilities and workspaces.
• Administration of transactions and maintaining records related to legal compliance matters e.g. visa processing & global mobility processes, health and safety, and fair employment.
• Acting as a positive ambassador for the business and our people, striving to demonstrate every day how the value that forward thinking and creative HR approaches contribute to business success and are critical to creating an exceptional team member experience.

What we are looking for

• 5 years experience as an HR Manager at a senior level and able to demonstrable good practice approach and procedures, as well as a solid employment law knowledge base.
• Experience in supporting HR efforts for employees that are based in regions within and outside of South Africa- e.g. US/HK/UK.
• Experience in collaborating across multiple functions and operating within a wider matrixed environment and global context.
• Experience in undertaking transactional HR administrative work, including data entry and transactions within HRM systems where attention to detail and accuracy is essential.
• Willingness to learn, being solution orientated and curious with an appetite to continually review and improve processes.
• Ability to be discreet and professional and maintain confidentiality of information with strong client relationship management skills.
• Ability to operate within a fast, dynamic, and ever-evolving environment calmly and professionally.
• A friendly, helpful, and positive personality with the ability to build strong, positive working relationships with our businesses and across the wider QCIC landscape.

NB: The successful candidate will be required to pass our security screening procedures and those of our clients.

Join to apply for the Human Resources Manager role at Remote Legal Staff

Join to apply for the Human Resources Manager role at Remote Legal Staff

Get AI-powered advice on this job and more exclusive features.

Direct message the job poster from Remote Legal Staff

HR Manager — Build the People Engine of a Fast-Growing Remote Team

About Us

We’re a fast-scaling, founder-led company helping law firms grow with offshore legal talent. We’re lean, driven, and obsessed with excellence—and we’re building something special. Our team is global, but our culture is close-knit, high-trust, and fast-paced.

The Role

We’re hiring an HR Manager to lead and elevate all internal people operations—from hiring and onboarding to retention, culture, and performance development. You’ll work closely with our CEO and leadership team to build the people systems that power our growth.

All of our staff are international, so you won’t be managing any labor laws, tax compliance, or benefits. But you will lead all internal HR operations: employee handbooks, performance evaluations, retention programs, manager coaching, and recruiting oversight.

This is a strategic leadership role with high expectations. You’ll need to move quickly, make decisions confidently, and lead with clarity and urgency. You’ll also need a strong business mind—someone who understands how HR directly drives company performance.

What You’ll Do

• Design and own all internal HR systems and processes (onboarding, evaluations, offboarding, etc.)
• Actively drive employee retention, engagement, and satisfaction across global teams
• Lead performance management and coaching in partnership with department heads
• Oversee internal recruiting efforts and refine our hiring systems
• Create and update handbooks, workflows, and documentation
• Address people issues quickly and directly, with both empathy and accountability
• Act as the cultural compass and operating backbone of the internal team
• Align HR decisions with business strategy, efficiency, and bottom-line impact

You’ll Thrive Here If You…

• Move fast, make strong decisions, and course-correct when needed
• Have strong people instincts and high emotional intelligence
• Are proactive and take ownership without needing to be reminded
• Lead with clarity, consistency, and accountability
• Are tech-savvy and thrive in remote tools (Slack, Google Workspace, project trackers)
• Think like an operator, act like a leader, and care about business results
• Know how to connect culture, performance, and business outcomes

This Isn’t for You If…

• You wait for permission instead of taking initiative
• You need to be reminded to follow through on tasks or updates
• You get overwhelmed by ambiguity or fast pace
• You avoid tough conversations or delay decisions
• You default to building systems before taking action
• You prefer to observe rather than engage
• You expect to be trained on basics or need hand-holding
• You aren't comfortable being evaluated on speed, judgment, and ownership
• You don’t naturally think about business impact

Requirements

• 4+ years in HR leadership roles (people manager, HRBP, or Head of People equivalent)
• Experience in fast-paced startups or distributed teams strongly preferred
• Proven ability to drive retention, engagement, and performance across teams
• Strong business acumen and systems thinking—while still moving fast

What We Offer

• A leadership seat in a fast-growing, mission-driven company
• Total ownership of your lane
• Full trust and autonomy
• Competitive compensation
• Paid time off
• Health & wellness stipend
• Annual performance-based bonus opportunities
• Ongoing training and development

How to Apply

Start by filling out this job application:

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Staffing and Recruiting

Referrals increase your chances of interviewing at Remote Legal Staff by 2x

Get notified about new Human Resources Manager jobs in South Africa .

Johannesburg, Gauteng, South Africa 2 days ago

Johannesburg, Gauteng, South Africa 1 day ago

Cape Town, Western Cape, South Africa 5 days ago

Cape Town, Western Cape, South Africa 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.

The ideal candidate will support the full scope of Human Resources responsibilities and partner with the organization on strategic initiatives. They will maintain and enhance the organisation's human resources by planning, implementing, and evaluating human resources policies, programs, and practices.

• Minimum of a Bachelor’s degree in human resources, business Administration, or related field. MBA added qualification significance.
• Minimum 10+ years of progressive HR experience with at least 5 years in a similar role in an international organization
• Professional HR certificationis a strong advantage.
• Familiarity with HR practices and labour regulations in South Africa
• Demonstrated expertise in talent acquisition, talent management, performance management, and HR operations.
• Proven ability influence senior leadership and manage diverse stakeholders
• Strong organisational skills and attention to detail.
• Flexible and solutions-oriented, able to navigate complex HR challenges in a dynamic environment.
• Ability to work in a fast-paced environment and handle multiple tasks effectively
• A proactive, problem-solving approach to HR challenges, with the ability to influence business leaders.
• Experience managing change

Note: This is a senior full-time job based in Durban. HRBP.

Get AI-powered advice on this job and more exclusive features.

Direct message the job poster from Human Destiny Executive Search and Recruitment

Our client is an OEM in the mining sector, part of a multinational industry leader experiencing rapid growth in the market. As part of their expansion, they are seeking a hands-on HR/IR Manager to lead both strategic and operational HR functions within a complex, fast-paced environment.

Key Responsibilities

• Human Resources & Industrial Relations
• Payroll, Office Admin, Facilities, and Fleet.
• SHERQ, Insurance, ISO Compliance, and B-BBEE Strategy
• Cross-functional collaboration with Finance and Marketing
• Develop talent and succession pipelines through meaningful L&D initiatives
• Support innovation, culture-building, and operational excellence across the business

Requirement Experience

• Bachelor’s preferably Hons in HR, Business Admin, or similar
• 10+ years in senior HR/IR roles
• Strong stakeholder engagement and problem-solving skills
• High emotional intelligence and team leadership capabilities
• Manufacturing background
• Strong critical thinking and analytical mindset
• Track record of continuous improvement initiatives

Apply now with your CV and current salary expectations.

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Manufacturing and Machinery Manufacturing

Referrals increase your chances of interviewing at Human Destiny Executive Search and Recruitment by 2x

Get notified about new Human Resources Manager jobs in City of Johannesburg, Gauteng, South Africa .

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 2 days ago

City of Johannesburg, Gauteng, South Africa 3 days ago

Johannesburg, Gauteng, South Africa 5 hours ago

Johannesburg, Gauteng, South Africa 1 day ago

City of Johannesburg, Gauteng, South Africa 8 hours ago

City of Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 month ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 2 months ago

Johannesburg, Gauteng, South Africa 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 5 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 5 days ago

Sandton, Gauteng, South Africa 3 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 week ago

Sandton, Gauteng, South Africa 1 month ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 4 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 1 month ago

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

We are seeking a dynamic and experienced HR Manager to oversee and lead all aspects of human resources practices and processes at our motor dealership and service operation.

The HR Manager will support business needs and ensure the proper implementation of company strategy and objectives through effective people management.

This role requires someone with in-depth knowledge of HR functions, South African labour legislation, and experience within the automotive sector.

Key Responsibilities :

• Lead and manage the end-to-end HR function including recruitment, onboarding, employee relations, payroll coordination, and performance management.
• Ensure compliance with labour laws, BBBEE, Employment Equity, and all statutory requirements.
• Implement and monitor HR strategies, policies, and procedures aligned with the business objectives.
• Coordinate skills development, training initiatives, and succession planning.
• Manage employee wellness and engagement initiatives.
• Provide guidance and support to management and staff on HR-related matters.
• Handle disciplinary procedures, grievances, and CCMA processes where necessary.
• Maintain and manage HR records, reports, and systems (HRIS).
• Drive transformation and diversity initiatives in line with company goals and regulatory expectations.
• Partner with dealership leadership and department heads to align HR strategies with operational goals.

Minimum Requirements :

• Bachelor’s Degree in Human Resources Management or equivalent.
• 5+ years HR management experience , ideally within the motor industry or a similar fast-paced environment.
• Strong knowledge of South African Labour Law and HR best practices.
• Proven experience in employee relations, conflict resolution, and CCMA representation.
• Excellent interpersonal, communication, and leadership skills.
• Computer literate with experience in HR software / systems and MS Office.
• Valid driver’s license and own transport.

Preferred Experience :

• HR experience within a motor dealership , service center, or vehicle sales group.
• Experience with union environments or multi-site HR support.
• Familiarity with VIP Payroll , Sage , or Pastel HR systems .

Personal Attributes :

• Professional, ethical, and results-oriented.
• Strong decision-making and problem-solving skills.
• Ability to multitask and work under pressure.
• Proactive, adaptable, and able to work independently and as part of a team.

AESG is an international specialist consultancy, engineering, and advisory firm with offices in London, Dubai, Abu Dhabi, Singapore, Egypt, South Africa, Australia, and Riyadh. We are dedicated to helping solve our clients' greatest challenges through collaboration, innovation, and advanced technical solutions. With unparalleled experience gained from working on hundreds of projects, our multidisciplinary team of architects, planners, engineers, scientists, modelers, and project managers work alongside our clients to deliver effective solutions that stand the test of time.

We pride ourselves on being leaders in the industry in each of the services that we offer. We have one of the largest dedicated teams with decades of cumulative experience in sustainable design, fire and life safety, façade engineering, commissioning, building performance, waste management, environmental consultancy, carbon management, and acoustics.

Job Description

We are seeking a highly motivated, proactive, and detail-oriented HR Generalist to join our Human Resources team. The role will be based in Cape Town, CBD. The HR Generalist will support a broad range of HR functions including recruitment, onboarding, offboarding, employee relations, performance management, compliance, and benefits administration. This role is key to fostering a positive workplace culture and ensuring smooth HR operations.

Key Responsibilities:

• Administer and support day-to-day HR functions and procedures
• Coordinate onboarding and orientation of new employees
• Handle offboarding processes, including collection of office equipment, conducting exit interviews, and providing service certificates
• Maintain accurate employee records and HR database
• Support employee relations efforts, including resolving routine workplace issues
• Administer benefit programs and answer employee questions regarding policies and procedures
• Ensure compliance with labor laws and company policies
• Assist with performance review cycles and training initiatives
• Administer employee payroll changes monthly
• Manage employee medical aid administration
• Prepare HR reports and support audits as needed
• Participate in HR projects and process improvements
• Provide ad hoc support to the wider operations team, including office space requirements, office maintenance, organizing company events, and liaising with government authorities

Essential Qualifications / Skills:

• Bachelor's degree in Human Resources, Business Administration, or a related field
• At least 7 years of HR experience, preferably in a generalist capacity
• Knowledge of labor laws and HR best practices
• Strong interpersonal and communication skills
• Proficiency in HRIS systems and Microsoft Office Suite
• Ability to handle sensitive and confidential information with discretion
• HR certification is a plus

Why join AESG

• AESG is a multidisciplinary specialist consultancy, offering a unique work environment and consultancy services.
• Our reputation for innovative thinking and delivering projects that outperform expectations through smart planning, engineering, and architectural solutions is renowned. Our portfolio includes some of the world's most forward-thinking developments.
• The success of our company is built on the success of our staff. Our team is driven, passionate, and loves what they do.

As an employee of AESG, you can expect:

• Significant freedom for high-performing employees
• Great career opportunities with access to diverse projects and clients
• Work on some of the world's leading developments and tackle major client challenges
• Support for professional development through structured training and mentorship
• A highly collaborative environment across technical service offerings
• Focus on health and well-being, including team-building activities, social events, and a healthy work environment
• Be part of a dynamic, motivated team with an excellent culture