157 Hr Practices jobs in Johannesburg

Industry: Scientific, Research & Development

Job category: HR Management

Location: Randburg

Contract: Permanent

Remuneration: Market Related

EE position: Yes

Introduction

Mintek has an exciting position for an HR Business Partner within the HR division. The successful candidate will provide end-to end HR services and overall management of allocated Divisions' customised HR needs, aligned to Mintek HR and human capital development strategy. All suitably qualified and interested candidates are invited to apply.

• Monitor and evaluate implementation of the HR and HCD strategy and plans within Divisions.

HR Governance

• Provide expert advice and act as advisor on Mintek policies and procedures; participate in policy reviews.

Workforce Planning

• Assist Divisions to prepare workforce plans, identifying skills and resources required to achieve objectives.

Performance Management System

• Drive performance management culture: ensure compliance with performance management policies and procedures; ensure all employees have performance contracts and goal reviews on a continuous basis; analyse interpret and present performance review data to the Divisional meetings bi-annually.
• Facilitate and assist Line Managers with the effective implementation of performance agreements, evaluations and assessments within the cycle.
• Facilitate training for Line Managers and Supervisors.
• Facilitate moderation meeting and minute taking to aligned with terms and reference within Mintek.
• Co-ordinate PEP to fast track performance and training needs aligned with PDP and provide counselling as well as dispute resolutions.
• Provide report of assessment results for implementation of increases.

Talent Management

• Drive the implementation of Mintek talent management strategy, customised to Divisions' needs.
• Provide strategic support in the implementation of Divisional Talent Forums for review and identification of talent.
• Implement talent management initiatives to enable attraction, development and retention of talent within Divisions.

Employee Relations

• Disciplinary, poor performance, grievances - attend to all matters as advisor; escalate complex issues to head.

Succession Planning and Retention Strategy

• Compile exit report and analyse exit trends to be aligned to the retention strategy.

Communication & Feedback

• Communicate and market HR service offering, Manage internal relations to ensure that business needs are met.

Development needs identification

• Regularly assess progress and reassess development needs.

QUALIFICATIONS & EXPERIENCE:

• Honours Degree in HR/Industrial Psychology or Equivalent level of education.
• Minimum of 5 years working experience in HR as an HRBP/ HR Generalist or relevant.

COMPETENCIES

• Recognize and respond to opportunities to proactively meet the customer needs.
• Establish and sustain positive working relationships with people.
• Understand and manage customer expectations.

#J-18808-Ljbffr

Duties:

People Operations & Support
Act as the primary HR contact for all day-to-day queries and people matters.
Partner with the General Manager and HODs to reinforce a high-performance, inclusive team culture.
Support the delivery of consistent, human-centred employee experience across departments.

Recruitment & Onboarding
Manage the end-to-end recruitment process, ensuring efficiency and legal compliance.
Lead warm, structured onboarding processes aligned to brand and operational needs.

Performance & Employee Relations
Support performance reviews, KPIs, probation feedback, and appraisals.
Manage employee relations, including disciplinary and grievance processes.
Engage directly with shop stewards and trade unions, maintaining open, constructive dialogue and supporting wage negotiations and procedural fairness.
Coach managers in handling IR matters with legal and emotional intelligence.

Training & Development
Identify training gaps and coordinate relevant internal and external learning interventions.
Track compliance with skills development and employment equity obligations.
Support succession planning and the development of internal talent pipelines.

Compliance, Administration & Transactional Delivery
Maintain all HR records, including contracts, performance documentation, and leave registers.
Prepare monthly payroll input and liaise with central payroll for accurate processing.
Ensure full compliance with BCEA, LRA, EE Act , and company policies.
Standardise and maintain current documentation, job descriptions, and SOPs.



Requirements:

Grade 12
Diploma or Degree in HR Management / Industrial Psychology (NQF 67).
At least 5+ years HR Generalist experience, preferably in hospitality or luxury service environments.
Strong working knowledge of South African labour legislation, including unionised environments.
Experience with Sage, ESS or other HRIS platforms.
Mature, emotionally intelligent, and able to manage sensitive people issues with discretion and professionalism.
Comfortable working flexibly, including weekends or evenings when operations require it.
Confident communicator with the credibility to coach managers and support change.
Organised, detail-oriented, and passionate about creating meaningful work experiences.

Red Ember Recruitment is recruiting for an HR Business Partner for our client based in Kempton Park.

The role of the HR Business Partner (HRBP) is to provide a seamless HR advisory, and solutions link between the HR Centres of Expertise and business operations.  The successful HRBP will work closely with General Managers, Operations Managers, Area Managers, Site Managers, Branch Managers, and other key stakeholders to provide transactional Human Resources support and guidance. across the employee life cycle. Key Responsibilities

Organization design and workforce planning

Provide ongoing organizational design and workforce planning support/guidance to line management (operations and support functions)Liaise structural updates and amendments between operations and the payroll departmentProvide HR expertise and guidance in respect of job design and job description developmentGuide Job Segmentation process and validate outcomes

Talent Acquisition

Advise operations and act as the link between recruitment and hiring managersAdvise and ensure recruitment compliance in line with the Recruitment Policy and alignment with the Employment Equity PlanFacilitate interviews with the recruitment team and hiring managersWorking closely with hiring managers, and recruitment to ensure smooth on-boarding and induction of new employees

 Employee Onboarding & Integration

In collaboration with line management and the learning and development team guide and oversee the onboarding process to ensure new employees are properly inducted into the business and have the best possible onboarding experience.Report on onboarding performanceAssist/guide the line managers in respect of employee onboarding and integration

Performance Management

Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary procedures, etc.)Guide the department heads with the designing of KPIs as well as overseeing and managing the performance appraisal system that drives high-performanceEnsure the consistent application of the performance management principles, processes, and practices through line manager support and coachingGuide business on the Performance Improvement Planning processMonitor the implementation of the performance management policy, practices, and systems by ensuring effective compliance and performance management processes.Monitor and track compliance and due dates in respect of the completion of performance appraisals.Assist managers to identify performance gaps and define appropriate training and/or action plansAssist/support/guide managers with poor performance management

Training & Development

Guide and advise on the identification of training needs within business units and individual coaching and mentoring needs.In liaison with the L&D department, drive the creation and implementation, and execution of personal development plans aimed at achieving excellence in the roles across business units & departmentsSupport business with PDP development and execution

Succession Planning

Provide guidance and input on business unit restructures, workforce planning, and succession planning as and when requiredCoach line managers in the application of the succession planning methodology, processes, and tools

Employee Engagement & Retention

Conduct regular meetings with respective business units/departments to ensure alignment of people and business objectives.Preparation and issuance of termination documentationExit interview coordination and conduct exit interviews from the managerial level upwardsPrepare exit interview analysis and reports

Employee and Industrial Relations

In liaison with the Industrial Relations team, coach, and support line management concerning disciplinary and grievance procedures and requirementsServe as a link between management and employees as well as helping them resolve conflicts and provide counseling where necessaryDrive business unit/departmental wellness programs

Remuneration & Payroll

Guide the line management with the remuneration philosophy, policy, and practicesFacilitate and liaise between the payroll department and line managers for the necessary payroll input and administration tasks.

Transformation (Diversity & Inclusion)

Translate transformation objectives and goals into business unit/departmental-specific targets and strategy.Coach line managers to transformation objectives, targets, and plansEnsure equitable representation of suitably qualified employees from designated groups in occupational categories and levels within an aligned to the Employment Equity Plan

HR Governance

Lead/coordinate the implementation, monitoring, and reviewing the HR Policies and Procedures as requiredEffectively perform and guide HR administrative functions related to HR and Talent ManagementWork closely with the relevant HR functions to create and execute HR business cases and HR due diligence exercises, particularly as it relates to “new take-on” activities.Human Resources stakeholder managementEnsure adherence to relevant laws, policies, and standard operating procedures within Human Resources RequirementsHR Degree or National DiplomaA minimum of 5-7 years of Human Resources Management experience as an HR Business Partner or equivalent roleExperience and knowledge of Remuneration, Talent Management, Transformation, Talent Acquisition, Learning and Development, WorkforcePlanning, Organisational Design, Industrial Relations, Employee Engagement and Performance Management.Knowledge of HR ERP systems (Sage People or SAP preferably).Deep knowledge of HR and related labour legislation.An above-average knowledge of HR theories, principles, and practices.Proven track record in Diversity and Relationship Management.Advanced Computer LiteracyAdvanced MS Excel skills.Project Management execution skills and knowledgeMust be willing and able to travel

Reference: JHB -SM-1

Our client is an established financier, investing in high growth SMEs/Entrepreneurial businesses and is now hiring for an HR Business Partner.

Duties & Responsibilities

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).
• Years of experience in Human Resources, with a focus on HR business partnering within the financial services sector.
• Strong knowledge of employment laws, regulations, and industry-specific HR practices.
• Excellent communication, interpersonal, and influencing skills.
• Ability to build strong relationships and work effectively with all levels of the organization.
• Strategic mindset with the ability to translate business needs into HR initiatives.
• Demonstrated ability to handle confidential information with discretion and integrity.

Key Responsibilities:

1. Strategic Business Partnership:
   • Develop strong relationships with business leaders to understand their strategic objectives and priorities.
   • Provide HR guidance and support to align HR initiatives with business goals, including talent management, organizational design, and workforce planning.
   • Partner with business leaders to address talent gaps and develop strategies for talent acquisition and retention.
2. Employee Relations:
   • Act as a trusted advisor to managers and employees on employee relations issues, ensuring fair and consistent treatment.
   • Investigate and resolve complex employee relations matters, including disciplinary actions, grievances, and workplace conflicts.
   • Provide coaching and guidance to managers on effective communication, conflict resolution, and performance management.
3. Talent Management:
   • Lead talent management initiatives, including performance management, succession planning, and leadership development.
   • Partner with business leaders to identify high-potential talent and develop strategies for career development and advancement.
   • Implement talent acquisition strategies to attract top talent, including sourcing, screening, and selection of candidates.
4. Organizational Development:
   • Assess organizational needs and develop interventions to enhance employee engagement, productivity, and performance.
   • Support change management efforts by providing guidance and support to managers and employees during times of organizational change.
   • Facilitate training and development programs to build employee capabilities and foster a culture of continuous learning.
5. HR Policy Implementation:
   • Interpret and communicate HR policies, procedures, and programs to managers and employees, ensuring compliance with legal and regulatory requirements.
   • Partner with the HR team to develop and implement HR policies and programs tailored to the unique needs of the financial services industry.
   • Stay informed about industry trends and best practices in HR to continuously improve HR programs and initiatives.

#J-18808-Ljbffr

Reference: JHB -SM-1 Our client is an established financier, investing in high growth SMEs/Entrepreneurial businesses and is now hiring for an HR Business Partner. Duties & Responsibilities Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred). Years of experience in Human Resources, with a focus on HR business partnering within the financial services sector. Strong knowledge of employment laws, regulations, and industry-specific HR practices. Excellent communication, interpersonal, and influencing skills. Ability to build strong relationships and work effectively with all levels of the organization. Strategic mindset with the ability to translate business needs into HR initiatives. Demonstrated ability to handle confidential information with discretion and integrity. Key Responsibilities: Strategic Business Partnership: Develop strong relationships with business leaders to understand their strategic objectives and priorities. Provide HR guidance and support to align HR initiatives with business goals, including talent management, organizational design, and workforce planning. Partner with business leaders to address talent gaps and develop strategies for talent acquisition and retention. Employee Relations: Act as a trusted advisor to managers and employees on employee relations issues, ensuring fair and consistent treatment. Investigate and resolve complex employee relations matters, including disciplinary actions, grievances, and workplace conflicts. Provide coaching and guidance to managers on effective communication, conflict resolution, and performance management. Talent Management: Lead talent management initiatives, including performance management, succession planning, and leadership development. Partner with business leaders to identify high-potential talent and develop strategies for career development and advancement. Implement talent acquisition strategies to attract top talent, including sourcing, screening, and selection of candidates. Organizational Development: Assess organizational needs and develop interventions to enhance employee engagement, productivity, and performance. Support change management efforts by providing guidance and support to managers and employees during times of organizational change. Facilitate training and development programs to build employee capabilities and foster a culture of continuous learning. HR Policy Implementation: Interpret and communicate HR policies, procedures, and programs to managers and employees, ensuring compliance with legal and regulatory requirements. Partner with the HR team to develop and implement HR policies and programs tailored to the unique needs of the financial services industry. Stay informed about industry trends and best practices in HR to continuously improve HR programs and initiatives. #J-18808-Ljbffr

Who We Are Is What We Do.

Deel and our family of growing companies are made up of global teams dedicated to helping businesses hire anyone, anywhere, easily.

The team comprises over three thousand self-driven individuals spanning over 100 countries, and our unified yet diverse culture keeps us continually learning and innovating the platform and products for customers.

Companies should be able to hire the best talent anywhere in the world, so we are building the best platform to make that a reality. Our market-leading technology, expertise, and global team are crucial to the platform’s success. We deliver the best products and features in our space, enabling millions of jobs worldwide and connecting the global workforce with the best companies and opportunities.

Why should you be part of our success story?

A 30-mile hiring radius should no longer dictate how companies hire because exceptional talent lives everywhere. Deel sees a world without hiring borders and endless talent that pairs perfect candidates with great companies.

We offer global teams all the tools they need to hire, onboard, manage, pay, and scale at full speed. We aim to foster a diverse global economy by building a generational platform that seamlessly connects companies with talent worldwide.

After our successful Series D in 2021, we raised another $50M in 2023, doubling our valuation to $12B. There’s never been a more exciting time to join Deel — the international payroll and compliance market leader.

We’re building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Deel as we scale. We’re focused on aligning our people strategy to the overall business strategy and objectives to ensure we’re building programs, support, and services for the business and individuals achieving their goals.

HR Business Partner Role

HR Business Partners are the connective tissue between our centers of excellence on the core People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Deel, then help develop a plan to get there. With our engineering and product teams expanding rapidly, we have the need for another HRBP to come on and support these complex, technical business units. Reporting into the Senior Manager, HRBP, Tech and working alongside our Senior HRBP, Engineering, this person will focus on our Product business units to help build and scale the People processes, programs and policies for the technical organizations.

What kind of person thrives in this role?

Experienced individuals who have successfully operated as HR business partners leading significant change initiatives, internal communications strategies, performance management, team member relations, and connecting business strategy to people team programs and operations will be most successful in this role. Strong business acumen and business interest, an understanding of data and metrics, and the ability to take raw data and build stories and analysis for the business are also critical for the role. Individuals should be comfortable working in ambiguity, leading autonomously as a People Partner and educating the business on how to leverage HR and upskill managers and senior leaders will also be vital as we build out our network across the company.

Duties

• Advising and influencing People Managers and Senior Leaders across the product organization.
• Building relationships, delivering impact to your client groups, and leveraging your experience and the core People team to solve critical business problems and complex challenges.
• Partnering across the People team, including most closely with Total Rewards, People Operations, People Tech and Data, People Success, Talent Acquisition, and the business to ensure we’re setting people up for success from their onboarding through their experience at Deel, with a deep understanding and mapping to our team member journeys.
• Leveraging your deep experience as an HRBP and subject matter expertise in the people domain to foster the future of work at Deel proactively and build programs to engage, retain, and develop our people throughout their careers with Deel.
• Managing and resolving complex employee relations issues, including conducting effective, thorough, objective investigations.
• Coaching and developing our product team leaders and managers in change management, building high-performance teams, understanding and improving engagement, best practices in communication, and navigating complex team member relations and terminations.
• Driving continuous performance management culture and talent management initiatives, including talent assessment, succession planning, and leadership development.
• Supporting strategic workforce planning while balancing intentional organizational design, hyper-growth headcount plans, and constant change.
• Effectively managing constant change across the business through communication, advocacy, collaboration, and planning. Acting as a change management expert and educating the business as we build a stronger muscle for managing change.
• Deploying people programs such as performance, compensation, development, and other initiatives into the business through leveraging change champions across the business, gaining leadership buy-in and understanding, building internal communication plans, and supporting the writing or drafting of communications.
• Diving deeply into everything from the foundational build or revamp of our systems and processes to data entry and operations, while balancing strategic planning and execution with the business.
• Project managing complex and scaling programs, serving as the critical connector between the business and the People team, as well as functional teams such as Finance, IT, Legal, and others that we must partner with to deliver programs and processes within the business.

Requirements

• 6+ years of direct and relevant HR experience, preferably in a People Partner or HRBP role supporting product or engineering teams, preferably in a SaaS company.
• Strong appreciation for and experience in building trusted advisor relationships within the business with managers and leaders at all levels.
• Excitement for and deep experience in change management, internal communication strategies, and a high comfort level in ever-changing environments.
• Ability to effectively balance high-level strategic planning and delivery with a gritty, get-things-done mentality, doing the work that needs to be done at any level to build the foundation for scale.
• Deep understanding and empathy for the global diversity of a fully remote and distributed workforce with a philosophy of treating people as humans, doing the right things, and meeting people where they are independent of where they sit in the world, race, gender, etc.
• Passion for storytelling with data and analytics and the ability to decipher raw data directly and translate it into actionable insights with a strategic plan.
• Comfort with, and passion for, advocating for others even when it’s difficult or unpopular to do so from a business and individual perspective.
• Experience working in the business to understand business strategy and objectives and then deliver information back to the core People team and other stakeholders is a critical requirement.
• Comfort with working across multiple time zones with team members based around the globe.
• Love for collaboration and partnership with client groups, immediate HRBP team, and people ops organization.
• Willingness and excitement to build processes and policies from scratch, execute the business, and manage change across your teams and company.
• Able to work in an ever-changing environment and adapt and flex to new working environments.
• M&A experience for offering advice and support to managers and team members during acquisitions is desirable.
• Sound knowledge of EU law/regulations experience desirable.
• Can travel to meet client groups and leadership at various company events, offsites, kickoffs, meetings, etc.

Total Rewards

Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.

Some things you’ll enjoy

• Provided computer equipment tailored to your role.
• Stock grant opportunities dependent on your role, employment status and location.
• Additional perks and benefits based on your employment status and country.
• The flexibility of remote work, including WeWork access where available.

At Deel, we’re an equal-opportunity employer that values diversity and positively encourages applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.

#J-18808-Ljbffr

Who We Are Is What We Do.

Deel and our family of growing companies are made up of global teams dedicated to helping businesses hire anyone, anywhere, easily.

The team comprises over three thousand self-driven individuals spanning over 100 countries, and our unified yet diverse culture keeps us continually learning and innovating the platform and products for customers.

Companies should be able to hire the best talent anywhere in the world, so we are building the best platform to make that a reality. Our market-leading technology, expertise, and global team are crucial to the platform’s success. We deliver the best products and features in our space, enabling millions of jobs worldwide and connecting the global workforce with the best companies and opportunities.

Why should you be part of our success story?

A 30-mile hiring radius should no longer dictate how companies hire because exceptional talent lives everywhere. Deel sees a world without hiring borders and endless talent that pairs perfect candidates with great companies.

We offer global teams all the tools they need to hire, onboard, manage, pay, and scale at full speed. We aim to foster a diverse global economy by building a generational platform that seamlessly connects companies with talent worldwide.

After our successful Series D in 2021, we raised another $50M in 2023, doubling our valuation to $12B. There’s never been a more exciting time to join Deel — the international payroll and compliance market leader.

We’re building our internal People team to focus intentionally on continuously improving the engagement, development, and retention of people at Deel as we scale. We’re focused on aligning our people strategy to the overall business strategy and objectives to ensure we’re building programs, support, and services for the business and individuals achieving their goals.

HR Business Partner Role

HR Business Partners are the connective tissue between our centers of excellence on the core People team and the business. The role is critical to ensuring we are not building in a silo but rather building with a purpose we can articulate back to the business and see the future of work at Deel, then help develop a plan to get there. With our engineering and product teams expanding rapidly, we have the need for another HRBP to come on and support these complex, technical business units. Reporting into the Senior Manager, HRBP, Tech and working alongside our Senior HRBP, Engineering, this person will focus on our Product business units to help build and scale the People processes, programs and policies for the technical organizations.

What kind of person thrives in this role?

Experienced individuals who have successfully operated as HR business partners leading significant change initiatives, internal communications strategies, performance management, team member relations, and connecting business strategy to people team programs and operations will be most successful in this role. Strong business acumen and business interest, an understanding of data and metrics, and the ability to take raw data and build stories and analysis for the business are also critical for the role. Individuals should be comfortable working in ambiguity, leading autonomously as a People Partner and educating the business on how to leverage HR and upskill managers and senior leaders will also be vital as we build out our network across the company.

Duties

• Advising and influencing People Managers and Senior Leaders across the product organization.
• Building relationships, delivering impact to your client groups, and leveraging your experience and the core People team to solve critical business problems and complex challenges.
• Partnering across the People team, including most closely with Total Rewards, People Operations, People Tech and Data, People Success, Talent Acquisition, and the business to ensure we’re setting people up for success from their onboarding through their experience at Deel, with a deep understanding and mapping to our team member journeys.
• Leveraging your deep experience as an HRBP and subject matter expertise in the people domain to foster the future of work at Deel proactively and build programs to engage, retain, and develop our people throughout their careers with Deel.
• Managing and resolving complex employee relations issues, including conducting effective, thorough, objective investigations.
• Coaching and developing our product team leaders and managers in change management, building high-performance teams, understanding and improving engagement, best practices in communication, and navigating complex team member relations and terminations.
• Driving continuous performance management culture and talent management initiatives, including talent assessment, succession planning, and leadership development.
• Supporting strategic workforce planning while balancing intentional organizational design, hyper-growth headcount plans, and constant change.
• Effectively managing constant change across the business through communication, advocacy, collaboration, and planning. Acting as a change management expert and educating the business as we build a stronger muscle for managing change.
• Deploying people programs such as performance, compensation, development, and other initiatives into the business through leveraging change champions across the business, gaining leadership buy-in and understanding, building internal communication plans, and supporting the writing or drafting of communications.
• Diving deeply into everything from the foundational build or revamp of our systems and processes to data entry and operations, while balancing strategic planning and execution with the business.
• Project managing complex and scaling programs, serving as the critical connector between the business and the People team, as well as functional teams such as Finance, IT, Legal, and others that we must partner with to deliver programs and processes within the business.

Requirements

• 6+ years of direct and relevant HR experience, preferably in a People Partner or HRBP role supporting product or engineering teams, preferably in a SaaS company.
• Strong appreciation for and experience in building trusted advisor relationships within the business with managers and leaders at all levels.
• Excitement for and deep experience in change management, internal communication strategies, and a high comfort level in ever-changing environments.
• Ability to effectively balance high-level strategic planning and delivery with a gritty, get-things-done mentality, doing the work that needs to be done at any level to build the foundation for scale.
• Deep understanding and empathy for the global diversity of a fully remote and distributed workforce with a philosophy of treating people as humans, doing the right things, and meeting people where they are independent of where they sit in the world, race, gender, etc.
• Passion for storytelling with data and analytics and the ability to decipher raw data directly and translate it into actionable insights with a strategic plan.
• Comfort with, and passion for, advocating for others even when it’s difficult or unpopular to do so from a business and individual perspective.
• Experience working in the business to understand business strategy and objectives and then deliver information back to the core People team and other stakeholders is a critical requirement.
• Comfort with working across multiple time zones with team members based around the globe.
• Love for collaboration and partnership with client groups, immediate HRBP team, and people ops organization.
• Willingness and excitement to build processes and policies from scratch, execute the business, and manage change across your teams and company.
• Able to work in an ever-changing environment and adapt and flex to new working environments.
• M&A experience for offering advice and support to managers and team members during acquisitions is desirable.
• Sound knowledge of EU law/regulations experience desirable.
• Can travel to meet client groups and leadership at various company events, offsites, kickoffs, meetings, etc.

Total Rewards

Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.

Some things you’ll enjoy

• Provided computer equipment tailored to your role.
• Stock grant opportunities dependent on your role, employment status and location.
• Additional perks and benefits based on your employment status and country.
• The flexibility of remote work, including WeWork access where available.

At Deel, we’re an equal-opportunity employer that values diversity and positively encourages applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.

#J-18808-Ljbffr

KEY RESPONSIBILITIES
(Structured along the employee journey)

1. Talent Acquisition and Onboarding

§ Oversee the end-to-end onboarding experience including background checks, employment contracts, tools of trade provisioning and systems access

§ Ensure full compliance and a smooth start for all new hires across internal teams and client campaigns

§ Collaborate with recruitment and compliance teams to ensure efficient onboarding delivery

§ Strengthen culture integration from day one

§ Industrial Relations and Policy Governance IR Case Management

§ First-line support on IR matters including absenteeism, underperformance, misconduct, and grievances

§ Draft hearing documentation, facilitate processes, and support formal outcomes

§ Ensure policy-aligned responses and prepare accurate paper trails for internal and CCMA use

§ Maintain and track IR matters with monthly reporting to highlight trends, risks, and hotspots

2. Policy Development and Governance

§ Draft, review, and manage HR and employment policies aligned to BPO operations and labour law

§ Train leaders on consistent application and advise on gaps or adaptations needed

§ Strengthen policy adherence and provide oversight during audits or escalations

3. Performance Management (Core Focus)

§ Design and roll out campaign-specific performance standards that reflect operational realities, leadership inputs, and evolving scorecard priorities

§ Collaborate with leadership to develop competitive and targeted KPIs based on: business goals, client expectations, operational challenges, and trends observed through IR, retention, QA, and performance outcomes

§ Develop and implement a clear Performance Management Policy that is applied consistently across units

§ Train Supervisors and Managers on performance management best practices, including review cycles, calibration, and real-time coaching

§ Proactively track people performance and alert leadership on both red flags and high-performer opportunities

§ Design and support Performance Improvement Plans (PIPs) for underperformers with structure, guidance, and coaching integration

§ Partner with QA, Operations, and L&D to link people outcomes with campaign health

§ Provide monthly reporting that highlights: top and bottom performers, role-specific insights, gaps in measurement, and links to attrition, engagement, and recognition

4. TALENT GROWTH, RETENTION AND SUCCESSION

§ Collaborate with managers to identify, map, and develop succession candidates for critical roles

§ Track Individual Development Plans (IDPs) and ensure follow-through

§ Recommend or design developmental experiences, mentorship pairings, and stretch assignments

§ Identify high-performing staff for fast-tracking or leadership exposure

§ Track and respond to attrition trends and exit reasons

§ Contribute to campaigns and initiatives that enhance retention, recognition, and employee investment

5. EMPLOYEE ENGAGEMENT, WELLNESS AND CULTURE

§ Support the design and delivery of culture and wellness activities including mental health, inclusion, care days, and values activations

§ Conduct pulse surveys, engagement check-ins, and exit interviews

§ Provide insights on engagement levels to leadership and HR

§ Work with internal teams to drive inclusion, recognition, and morale-building interventions

§ Advise on absenteeism patterns and wellness referrals where needed

6. HR ADMINISTRATION, SYSTEMS AND REPORTING

§ Maintain and secure HR files in line with POPIA and internal protocols

§ Prepare HR reports, dashboards, and analytics to share with the Head of iPeople and leadership

§ Manage accurate trackers for IR, absenteeism, performance reviews, PIPs, and career movement

§ Coordinate payroll-relevant inputs like new hires, exits, movements, and warnings

7. STRATEGIC BUSINESS SUPPORT AND CAMPAIGN INTEGRATION

§ Understand and support the culture, KPIs, and delivery expectations of all BPO campaigns

§ Diligently align HR initiatives with campaign outcomes

§ Serve as the HR lead for new campaigns, transitions, or people-impacting shifts

§ Alert business leaders to people trends, pain points, or emerging risks

§ Collaborate with L&D, QA, and operational owners to support campaign health from a people perspective

QUALIFICATION AND EXPERIENCE

§ Demonstrated experience managing performance frameworks, PIPs, and employee development

§ 35 years of experience as an HR Generalist or Business Partner in a BPO or contact centre environment

§ Degree or Diploma in HR Management, Industrial Psychology, or similar

§ Strong knowledge of South African labour law, BCEA, CCMA processes, and HR policy frameworks

§ Skilled in MS Excel and HRIS systems for tracking, reporting, and analytics

KNOWLEDGE AND SKILLS

§ Payroll

§ Advanced excel

§ Labour law

§ S197 and S189

§ B-BBEE transformation

§ ESG reporting

§ WSP

§ Business report writing

§ Business acumen

KEY RESPONSIBILITIES
(Structured along the employee journey)

1. Talent Acquisition and Onboarding

§ Oversee the end-to-end onboarding experience including background checks, employment contracts, tools of trade provisioning and systems access

§ Ensure full compliance and a smooth start for all new hires across internal teams and client campaigns

§ Collaborate with recruitment and compliance teams to ensure efficient onboarding delivery

§ Strengthen culture integration from day one

§ Industrial Relations and Policy Governance IR Case Management

§ First-line support on IR matters including absenteeism, underperformance, misconduct, and grievances

§ Draft hearing documentation, facilitate processes, and support formal outcomes

§ Ensure policy-aligned responses and prepare accurate paper trails for internal and CCMA use

§ Maintain and track IR matters with monthly reporting to highlight trends, risks, and hotspots

2. Policy Development and Governance

§ Draft, review, and manage HR and employment policies aligned to BPO operations and labour law

§ Train leaders on consistent application and advise on gaps or adaptations needed

§ Strengthen policy adherence and provide oversight during audits or escalations

3. Performance Management (Core Focus)

§ Design and roll out campaign-specific performance standards that reflect operational realities, leadership inputs, and evolving scorecard priorities

§ Collaborate with leadership to develop competitive and targeted KPIs based on: business goals, client expectations, operational challenges, and trends observed through IR, retention, QA, and performance outcomes

§ Develop and implement a clear Performance Management Policy that is applied consistently across units

§ Train Supervisors and Managers on performance management best practices, including review cycles, calibration, and real-time coaching

§ Proactively track people performance and alert leadership on both red flags and high-performer opportunities

§ Design and support Performance Improvement Plans (PIPs) for underperformers with structure, guidance, and coaching integration

§ Partner with QA, Operations, and L&D to link people outcomes with campaign health

§ Provide monthly reporting that highlights: top and bottom performers, role-specific insights, gaps in measurement, and links to attrition, engagement, and recognition

4. TALENT GROWTH, RETENTION AND SUCCESSION

§ Collaborate with managers to identify, map, and develop succession candidates for critical roles

§ Track Individual Development Plans (IDPs) and ensure follow-through

§ Recommend or design developmental experiences, mentorship pairings, and stretch assignments

§ Identify high-performing staff for fast-tracking or leadership exposure

§ Track and respond to attrition trends and exit reasons

§ Contribute to campaigns and initiatives that enhance retention, recognition, and employee investment

5. EMPLOYEE ENGAGEMENT, WELLNESS AND CULTURE

§ Support the design and delivery of culture and wellness activities including mental health, inclusion, care days, and values activations

§ Conduct pulse surveys, engagement check-ins, and exit interviews

§ Provide insights on engagement levels to leadership and HR

§ Work with internal teams to drive inclusion, recognition, and morale-building interventions

§ Advise on absenteeism patterns and wellness referrals where needed

6. HR ADMINISTRATION, SYSTEMS AND REPORTING

§ Maintain and secure HR files in line with POPIA and internal protocols

§ Prepare HR reports, dashboards, and analytics to share with the Head of iPeople and leadership

§ Manage accurate trackers for IR, absenteeism, performance reviews, PIPs, and career movement

§ Coordinate payroll-relevant inputs like new hires, exits, movements, and warnings

7. STRATEGIC BUSINESS SUPPORT AND CAMPAIGN INTEGRATION

§ Understand and support the culture, KPIs, and delivery expectations of all BPO campaigns

§ Diligently align HR initiatives with campaign outcomes

§ Serve as the HR lead for new campaigns, transitions, or people-impacting shifts

§ Alert business leaders to people trends, pain points, or emerging risks

§ Collaborate with L&D, QA, and operational owners to support campaign health from a people perspective

Purpose of the Job: The HR Generalist will support the organization in managing its human resources to maximize employee performance, satisfaction, and engagement while ensuring legal and regulatory compliance. This multifaceted role covers various functions aimed at supporting both employees and the organization.

Key Performance Areas:

1. Financial: Support informed decision-making, maintain financial control, and manage the HR budget in line with strategic objectives.
2. Customer: Act as a liaison for internal and external stakeholders, including staff, clients, vendors, and partners.
3. Operational: Ensure the successful execution of the HR strategy.
4. Learn & Grow: Commit to enhancing skills, knowledge, and competencies to better support the organization.

Responsibilities:

1. Implement cost-effective HR strategies and manage vendor contracts.
2. Partner with hiring managers for effective recruitment and talent management.
3. Coordinate training programs and facilitate Training Committee meetings.
4. Support performance management and provide HR reports.
5. Ensure compliance with labor laws and manage employment equity reports.
6. Foster positive work relationships and enhance employee engagement.

Minimum Requirements:

1. Diploma/Degree in Human Resources (essential).
2. 3 years of experience as an HR Generalist.
3. 2-3 years of knowledge of the recruitment process.
4. Excellent organizational, time management, and problem-solving skills.
5. Valid driver’s license and reliable transportation preferred.
6. Knowledge of BCEA, LRA, WSP/ATR, EE submissions, BBBEE planning, recruitment practices, Microsoft Office, HRIS, and MIBCO Collective Agreement.
7. Strong analytical and communication skills, ability to handle confidential information, multi-task, and work both independently and collaboratively.
8. Professionalism, discretion, initiative, attention to detail, reliability, emotional intelligence, and resilience.

Skills

Analytical, BBBEE, Communication, Human Resources, Human Resources Policies, Human Resources Procedures, Labour Relations, Recruitment

#J-18808-Ljbffr