74 Hr Strategies jobs in Johannesburg

Overview

ROLE PURPOSE
As HR Consulting Manager, you will translate business strategy into actionable HR solutions, balancing visionary leadership with hands-on operational excellence. You will manage a high-performing team, partner with clients as a trusted advisor, and drive growth through creative, future-focused HR interventions. This role offers autonomy, strategic influence, and the opportunity to work with a versatile client base, both local and international, under the Digicall Group umbrella. If you’re ready to belong to an “open mindset” work culture that promotes continuous learning and improvement, prioritises service excellence, values individuals, and celebrates the people who light up our world, apply now and show us how you’ll shine!

QUALIFICATION

Minimum

• Grade 12 or equivalent NQF level 4
• Degree in Human Resources or relevant industry/field

Advantageous: Honours/Masters Degree in a relevant field/industry

Experience

• A seasoned HR Professional/Consultant with 8–10 years’ experience in client-facing environments
• A proven leader with 5+ years managing HR professionals
• Strong knowledge of South African labour legislation
• Proficient in Microsoft Office and data-driven decision-making
• A strategic operator who thrives in dynamic, multi-entity environments
• A creative problem-solver who designs tailored, best-practice HR solutions
• A confident communicator who builds trust and drives change

Responsibilities

Strategy

• Align departmental structure, processes, and outputs with DigiForte’s business strategy and growth objectives.
• Build and deepen executive-level relationships with existing and prospective clients, positioning DigiForte as a trusted HR partner.
• Translate client needs into tailored, forward-thinking HR solutions that drive measurable impact.
• Monitor market trends and regulatory shifts to ensure consulting offerings remain relevant, compliant, and competitive.

Governance

• Abide by company policy, departmental procedures, and ISO Standards.
• Aligned to Digicall’s core values (Bright, Agile and True).

Financial Management

• Manage the annual departmental budget in collaboration with the CEO.
• Responsible for the cost-effective allocation and use of company resources.
• Implement, control, and manage departmental resources and procedures within approved budget guidelines.
• Compile and present budget reports regarding expenditures to keep the CEO appropriately informed of the department’s budget position.

OPERATIONAL

Business Management

• Consider strategic opportunities around HR consultancy and growing the company’s consultancy business and brand.
• Delegate responsibilities and supervise the work of employees providing guidance and motivation to drive maximum performance.
• Manage specific HR services and clients directly.
• Liaise with top management to understand the DigiForte Business strategy and plan and understand the implications for the department.
• Liaise with the Sales team to drive the closing of new deals.
• Monitor the Sales Pipeline and proactively manage the growth thereof.
• Coordinate plans and activities amongst other DigiForte departments.
• Secure sufficient resources to execute the departmental business plan.
• Continue monitoring the external business environments for changing needs and forces and develop strategies to address these.
• Ensure all relevant operations policies are in place and complied with.
• To constantly work towards the achievement of departmental goals and targets.
• To establish common standards of practice within the department in line with DigiForte group standards and practices.
• To ensure the maintenance of accurate and up-to-date information concerning the department.
• To provide feedback on all financial, contractual, and other general information of the department.
• To analyse and evaluate, with the department, performance data provided and take appropriate action in response.
• Prepare reports by compiling summaries of the client status reports as well as client meetings.

HR Consulting

• Provide input and guidance to the HR consulting team on the various HR service offerings, ranging from standard strategic HR input, HR Audits, and specialised HR solutions as per the client’s need.
• Attend first client meetings with the HR consulting team to build rapport.
• Assist in identifying gaps and risks per client profile.
• Recommend possible solutions to Senior HR Consultants on how to manage identified risks/gaps per client.
• Inform clients of any major changes to applicable laws and regulations.
• Direct the HR Consulting team on required compliance submissions of legislation regulations.
• Ensure to apply best practice HR policies and procedures, as well as HR principles to ensure favourable solutions for all clients.
• Monitor all client projects and retainer services.
• Create a sense of innovation in the consulting team to ensure future-focused and best-practice HR solutions are created to stay abreast in the market.

People Leadership

• Responsible for the management of the HR consulting department and team.
• Oversee the recruitment of resources for the department.
• Responsible for the development and training of direct reports.
• Responsible for the talent management and succession planning of direct reports.
• Initiate disciplinary action for departmental employees that is non-compliant with company objectives/policies and procedures.
• Ensure sound and productive employee relations, good morale, and productive work culture across departments. Ensure the company is compliant with all relevant statutory requirements.
• Ensure and enforce the adherence and execution of all company and group key strategic objectives.

Job Category: HR Consulting Manager

Job Type: Full Time

Job Location: Johannesburg

We are seeking for an experienced the Talent Management Consultant. The candidate will play a pivotal role in shaping and executing the organisation’s human capital strategy. The purpose of the role is to design, implement, and continuously enhance integrated talent management frameworks that enable the organisation to attract, develop, engage, retain, and deploy the right people to the right roles at the right time. The role spans across talent acquisition, workforce planning, succession management, learning and development, retention strategies, and advisory services to leaders. The consultant ensures that all talent practices support transformation, diversity and inclusion objectives, and comply with South African labour legislation and skills development frameworks.

What you'll do:

• Workforce Planning: Help managers plan ahead by forecasting staffing needs and building a strong pipeline of skilled people aligned to business goals.
• Smart Talent Sourcing: Use digital tools, social media, and partnerships with universities and colleges to find and attract the right people.
• Fair and Inclusive Hiring: Ensure recruitment is based on skills and potential, while meeting Employment Equity (EE) requirements and promoting diversity.
• Succession Planning: Identify and prepare employees to step into key roles, ensuring smooth transitions and business continuity.
• Career Development Support: Work with staff and managers to create personalised development plans and promote internal growth opportunities.
• Training and Skills Development: Design and deliver training programmes that close skills gaps and meet SETA and WSP/ATR compliance standards.
• Digital Learning Promotion: Encourage the use of online learning platforms and bite-sized courses to make learning accessible and flexible.
• Employee Engagement Retention: Use surveys and feedback to improve employee experience, boost morale, and retain top talent.
• HR Advisory Support : Provide managers with expert advice and insights on talent management, team development, and workforce strategy.
• Labour Law Compliance Best Practice: Ensure HR practices follow South African labour laws (LRA, BCEA, EE Act, Skills Development Act, POPIA) and reflect industry standards.

Your Expertise:

• 4â€6 years†roven experience in Talent Acquisition, Management, Organisational Development, or Learning Development.
• Demonstrated expertise in succession planning, workforce planning, and employee engagement.
• Experience with SETAs, B-BBEE scorecard compliance, and EE reporting.
• Proficiency in HRIS, ATS, and e-learning platforms.

Qualifications:

• Bachelor†degree in human resources, Industrial/Organisational Psychology, or related field (postgraduate advantageous)

Other information applicable to the opportunity:

• Permanent position
• Location: Midrand

Why work for us?

Connected Industrial Eco-systems:

The organisation provides Industrial OT solutions to drive sustainability of our communities. With a community of specialist OT system integrators who span across all industry segments in Sub Saharan Africa and OEM partnerships we are able to Design and Build as well as Optimize Industrial connectivity. Connecting people with trusted information and insights to drive responsible use of the world†resources.

One of the leading Tech companies in the country:

• The organisation fosters an inclusive work culture, we collaborate and solve together.
• Great career development , an opportunity to work on great technology which creates value for our communities.
• Values based organisation , with bold and courageous people centred leadership.
• Opportunity to harness your skills and be innovative.

iOCO is an equal opportunity employer with an obligation to achieve its own unique EE objectives in the context of Employment Equity targets. Therefore, our employment strategy gives primary preference to previously disadvantaged individuals or groups.

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.

WHAT IS ON OFFER

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

DO YOU HAVE WHAT IT TAKES?

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

REQUIRED KNOWLEDGE AND WORK EXPERIENCE

Responsibilities

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

Required Knowledge, Skills and Behaviours

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

Required Work Experience

• At least 4 Years working experience within Human Resources

Required Qualifications

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

Required Languages

• Fluent in English communication

BENEFITS

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

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

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HR Officer Systems and Admin at Redpath Mining Africa

• 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)

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

• 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