263 Hr Executive jobs in South 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)

Value-driven leadership qualities

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

When it comes to putting people first, we're number 1.

The number 1 Top Employer in South Africa.

Certified by the Top Employer Institute 2025.

As the Head of HR, you will be responsible for building and leading the Human Resources function from the ground up in a dynamic and fast-paced start-up environment. You will be the architect of the company's people strategy, responsible for establishing and scaling the HR function in a fast-paced, entrepreneurial environment. You will work closely with the founding team to build a strong organizational culture, attract and retain top talent, and ensure compliance with local labor laws. This is a hands-on leadership role ideal for someone who thrives in ambiguity and is passionate about building from scratch.

1. HR Strategy & Setup

• Design and implement the foundational HR strategy aligned with the start-up's growth plans.
• Set up core HR systems, policies, and processes (e.g., contracts, payroll, benefits, HRIS).
• Build scalable HR infrastructure to support future expansion across the DRC.

2. Talent Acquisition & Employer Branding

• Lead end-to-end recruitment for critical roles, including technical, operational, and commercial functions.
• Develop cost-effective sourcing strategies and build a strong employer brand.
• Establish onboarding processes that reflect the company's values and mission.

3. Culture & Organizational Development

• Shape and nurture a high-performance, mission-driven culture.
• Facilitate leadership alignment and team-building initiatives.
• Promote values of transparency, agility, and accountability.

4. Compliance & Risk Management

• Ensure full compliance with DRC labor laws and employment regulations.
• Manage employee relations and mitigate HR-related risks.
• Liaise with legal and finance teams to ensure proper documentation and governance.

5. People Operations

• Oversee payroll, benefits, and HR administration with lean resources.
• Implement performance management systems and feedback loops.
• Support compensation benchmarking and equity planning.

6. Performance & Change Management

• Implement performance management frameworks and KPIs.
• Lead change management initiatives to support organizational transformation.
• Support leadership in managing transitions, restructures, and growth phases.

• Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
• 8+ years of progressive HR experience, ideally in telecoms, infrastructure, or start-up environments.
• Proven experience in building HR functions from scratch.
• Strong understanding of labor laws and HR practices in the DRC or similar markets.
• Fluent in French and English.
• Experience setting up HR functions from scratch.

Key Competencies:

• Strategic thinking and execution
• Strong interpersonal and communication skills
• Cultural sensitivity and adaptability
• Leadership and influence
• Problem-solving and decision-making

Closing date for Applications: 16 October 2025.

The base location for this role is Kinshasa, DRC.

The company's approved Employment Equity Plan and Targets will be considered as part of the recruitment process. As an Equal Opportunities employer, we actively encourage and welcome people with various disabilities to apply.

Vodacom is committed to an organisational culture that recognises, appreciates, and values diversity & inclusion.

When it comes to putting people first, we're number 1.
The number 1 Top Employer in South Africa.

Certified by the Top Employer Institute 2025.

Role Purpose/Business Unit
As the Head of HR, you will be responsible for building and leading the Human Resources function from the ground up in a dynamic and fast-paced start-up environment. You will be the architect of the company's people strategy, responsible for establishing and scaling the HR function in a fast-paced, entrepreneurial environment. You will work closely with the founding team to build a strong organizational culture, attract and retain top talent, and ensure compliance with local labor laws. This is a hands-on leadership role ideal for someone who thrives in ambiguity and is passionate about building from scratch.

Your Responsibilities Will Include

• HR Strategy & Setup
• Design and implement the foundational HR strategy aligned with the start-up's growth plans.
• Set up core HR systems, policies, and processes (e.g., contracts, payroll, benefits, HRIS).
• Build scalable HR infrastructure to support future expansion across the DRC.
• Talent Acquisition & Employer Branding
• Lead end-to-end recruitment for critical roles, including technical, operational, and commercial functions.
• Develop cost-effective sourcing strategies and build a strong employer brand.
• Establish onboarding processes that reflect the company's values and mission.
• Culture & Organizational Development
• Shape and nurture a high-performance, mission-driven culture.
• Facilitate leadership alignment and team-building initiatives.
• Promote values of transparency, agility, and accountability.
• Compliance & Risk Management
• Ensure full compliance with DRC labor laws and employment regulations.
• Manage employee relations and mitigate HR-related risks.
• Liaise with legal and finance teams to ensure proper documentation and governance.
• People Operations
• Oversee payroll, benefits, and HR administration with lean resources.
• Implement performance management systems and feedback loops.
• Support compensation benchmarking and equity planning.
• Performance & Change Management
• Implement performance management frameworks and KPIs.
• Lead change management initiatives to support organizational transformation.
• Support leadership in managing transitions, restructures, and growth phases.

The Ideal Candidate For This Role Will Have

• Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
• 8+ years of progressive HR experience, ideally in telecoms, infrastructure, or start-up environments.
• Proven experience in building HR functions from scratch.
• Strong understanding of labor laws and HR practices in the DRC or similar markets.
• Fluent in French and English.
• Experience setting up HR functions from scratch.

Key Competencies

• Strategic thinking and execution
• Strong interpersonal and communication skills
• Cultural sensitivity and adaptability
• Leadership and influence
• Problem-solving and decision-making

Closing date for Applications:
16 October 2025.
The base location for this role is
Kinshasa, DRC.
The company's approved Employment Equity Plan and Targets will be considered as part of the recruitment process. As an Equal Opportunities employer, we actively encourage and welcome people with various disabilities to apply.

Vodacom is committed to an organisational culture that recognises, appreciates, and values diversity & inclusion.

Experience Requirements

• HR administration
• Record keeping & Audits
• Accurate Data capturing
• Office Administrator
• Experience with office software (Office/Google etc.)

Skills

• Basic knowledge of employment laws & HR compliance
• Organization Skills & Attention to detail
• Ability to handle confidential information responsibly (Discretion & Ethics)
• Problem solving and multitasking abilities
• Communication skills (written & verbal)
• Willingness to learn & follow company policies & procedures

Technical Skills

• Microsoft Office (Excel/Word/Outlook)

Responsibilities

• Assisting with maintaining employee files and compliance records
• Assisting with Data collection and Audits

Work Experience Requirements

• Minimum 3-5 years of total work experience

Job Description: Experience Requirements:

• HR administration
• Record keeping & Audits
• Accurate Data capturing
• Office Administrator
• Experience with office software (Office/Google etc.)

Skills:

• Basic knowledge of employment laws & HR compliance
• Organization Skills & Attention to detail
• Ability to handle confidential information responsibly (Discretion & Ethics)
• Problem solving and multitasking abilities
• Communication skills (written & verbal)
• Willingness to learn & follow company policies & procedures

Technical Skills:

• Microsoft Office (Excel/Word/Outlook)

Responsibilities:

• Assisting with maintaining employee files and compliance records
• Assisting with Data collection and Audits

Work Experience Requirements

• Minimum 3-5 years of total work experience

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

Responsibilities

Strategic Leadership:

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

Operational Excellence:

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

Talent Management:

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

Performance Management:

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

B-BBEE & Transformation:

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

Skills development element:

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

HR Analytics & Reporting:

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

Qualifications:

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

Competencies:

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

• Application Deadline: 2 November 2025
• Job Location: Johannesburg, Gauteng
• Job Title: Talent Acquisition & Development Manager
• Education Level: Bachelors Degree
• Job Level: Management
• Minimum Experience: 5- 7 Years

An International Talent Acquisition & Development Manager is required for a vacancy in Sandton, Johannesburg.

Duties and Responsibilities:

• Recruitment:
• Independently source and attract candidates across all departments and jurisdictions in which the company operates.
• Manage the end-to-end recruitment process, including job description creation, screening, interviews, case studies, professional references and offers, in partnership with hiring managers.
• Drafting and issuing employment contracts, and ensuring compliance with local law
• Build and maintain a careers page on website, and other suitable portals.
• Partner with leadership on annual workforce planning and hiring strategies, continuously iterating with changing business needs.
• Build and maintain a strong candidate pipeline and network for current and future needs.
• Ensure company upholds its DEI commitments in hiring, including maintaining and improving DEI policies.
• Keep the business informed of changes to local labour laws and how they affect recruitment.
• Manage visa or right-to-work permit applications and renewals
• Provide accurate periodic data, reporting and insights on the firm's recruitment efforts for investors and Senior Management.
• Salary bandings:
• Research and maintain up-to-date market salary data across departments and jurisdictions.
• Conduct ongoing competitor analysis, and report on market insights, to inform company's hiring decisions.
• Design and update levelling frameworks and salary bandings specific to needs.
• Communicate salary frameworks clearly to managers and employees, ensuring transparency and fairness, including creating materials of reference if necessary.
• Support the development and application of the firm's overall compensation philosophy and practices.
• Employee Development, Benefits & Lifecycle:
• Partner with the CEO, COO and the Events and Engagement Manager to design strategies that strengthen employee retention, including bonus structures, benefits and other incentives.
• Co-ordinate the performance review processes and help identify high-potential talent and pathways for growth, in addition to monitoring and reporting on under-performing talent.
• Co-ordinate and document the probation review process and provide advice on
  
  performance management

Requirements:

• 4–6 years of experience in recruitment and HR administration, with proven success in hiring mid to senior-level specialist roles, in multiple jurisdictions.
• Strong understanding of compensation frameworks, benchmarking, and salary banding.
• Excellent organisational skills, able to manage multiple priorities across departments and regions.
• Strong interpersonal and communication skills, with the ability to partner effectively with leaders and represent Lendable externally.
• A proactive and solutions-oriented approach, with a passion for people and development.
• Familiarity with employment law across multiple jurisdictions (desirable but not essential).

The role is responsible for managing the end-to-end recruitment process from sourcing and attracting to talent to ensuring a smoothless hiring experience for both candidates and hiring manager. The candidate should have strong interpersonal skills , and the ability to work in a fast-paced evolving environment.

Sourcing
Partner with hiring managers to understand the business requirements

Candidate Screening
Screen and interview candidates to assess qualifications , capabilities and skills

Conduct thorough background checks, reference checks and the pre-employment process.

Provide candidate experience throughout the interview and hiring process

Stakeholder Management
Collaborate with various stakeholders and provide insights on trends

Reporting
Monthly reporting and tracking on recruitment metrics

Improve the recruitment process and continuously drive efficiencies

Education
Required qualifications:
Degree: Human Resources, Business administration, Industrial Psychology

Experience
Minimum of 5-8 years experience in talent acquisition, recruitment

Experience with the end to end recruitment process

Skills And Competencies
strong understanding of recruitment practices and market trends

Excellent interpersonal skills

Management of multiple hiring processes

Relationship management

• Advertise job openings on careers pages, job boards and social networks (e.g., LinkedIn, Pnet etc.);
• Effectively leverage off resources using a variety of sourcing tools (LinkedIn, Pnet, Direct Hire etc.) to source candidate profiles to create recruitment leads and build talent pools;
• Screen CV's and applications and update candidates on hiring processes;
• Conduct the full recruitment process, from sourcing and pre-screening to interviews and background checks, ensuring candidates align with job requirements and organizational culture;
• Ensure that interviews are scheduled and well coordinated by the Talent Acquisition Administrator;
• Maintain candidate databases and track recruitment metrics to improve the recruitment process;
• Support the TA Manager with the execution of recruitment strategies;
• Ensure all recruitment practices are in compliance with labour laws and company policies;
• Provide administrative support to the TA team when necessary, including managing correspondence, updating administrative information, and handling confidential information with discretion;
• Stay updated on recruitment trends and best practices to continuously improve our recruitment strategies;
• Build a talent pool for existing vacancies through headhunting, networking, etc;
• Facilitate offers and pre-employment processes to ensure a smooth on-boarding experience;
• Inform candidates regarding psychometric and/or simulator assessments where applicable;
• Partner with hiring managers to understand their needs and provide fit for purpose recruitment solutions;
• Collaborate with hiring managers to prepare interview questions and materials;

• Report to hiring managers on the status of open positions and candidates for them to interview.

• Grade 12 or equivalent;

• Bachelor's degree in Human Resources or related field (Advantageous);
• 3–5 years recruitment experience managing the full recruitment lifecycle (preferably internal recruitment processes) (Essential);
• Proven experience working on multiple vacancies with tight deadlines (Essential);
• Exposure to Application Tracking Systems (Advantageous);
• Knowledge and understanding of HRM practices and procedures (Avantageous);
• Knowledge of relevant legislation (BCEA, EEA, SDA, Codes of Good Practices) (Advantageous);
• End-to-end recruitment lifecycle knowledge (Essential);
• Proficient in Microsoft Office (Word, Excel, Powerpoint and Outlook);
• Sourcing expertise (Essential).

Personal Attributes:

• Excellent communication skills;
• Strong interpersonal skills;
• Strong administration skills;
• Able to cope with continuous pressure;
• Immaculate time keeping;
• Professional; - High integrity;
• Great attitude;
• Well-groomed and immaculate appearance;
• Attentive and professional in conduct;
• Proactive self-started capable to function with limited supervision;
• Able to maintain confidentiality at all times;
• Innovative;
• Proactive.

Application guideline:

• No email applications will be accepted;
• Preference will be given to members of under-represented designated groups.
• Should no feedback be provided within two (2) weeks from the closing date, please consider your application as unsuccessful.

FlySafair reserves the right:

• Not to proceed with this vacancy;
• To appoint the selected candidates based on its operational requirements.

Closing date: 10 September 2025