530 Hr Strategy jobs in South Africa

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.

Johannesburg

Published Date: 08 September 2025

Closing Date: 30 September 2025

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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!

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

• 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

• 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.

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

• 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.

• 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.
• 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.

Johannesburg

Published Date: 08 September 2025

Closing Date: 30 September 2025

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Johannesburg, Gauteng, South Africa 1 hour ago

Overview

Job Title: Workforce Planning Analyst

Location: Richefond Circle, South Africa

Hours: Monday to Friday 9am to 7pm

Salary: up to R per annum DOE

This is a permanent full-time role as a Workforce Planning Analyst in our Richefond Circle South Africa office. The role is on-site.

Who we are

Kura provides award-winning outsourced contact centre solutions across UK and South Africa. Its software subsidiary Inisoft develops advisor desktop solutions with full omni-channel capabilities sold globally. Kura & Inisoft create and provide services and solutions to over 50 clients across many industry verticals. About Us: We are in business because we want to help people to develop and to reach their full potential.

We are building a culture that shifts the mind-set from focusing on things and stuff to people and behaviour. We call this process Crossing the Bridge. Our Vision is to be Unrivalled in Developing People.

What if you worked with a company that has the same passion for delivering high quality customer service as you? What if that company was highly focused on developing you as an individual, invested in growing your leadership and management skills, and giving you both the tools and autonomy you need to be successful?

In this role you will play a crucial role in analyzing and optimizing resource plans across cross-functional accounts. Your primary responsibility will be to provide accurate forecasting, create effective workforce/workload models and identify improvement opportunities to enhance productivity and revenue.

You will be responsible for:

• Forecasting and Demand Analysis: Utilize historical data trends and other key indicators to generate accurate demand forecasts. This will include forecasting for omni channel.
• Collaborate with operations teams to identify key drivers that impact intraday performance and factor them into capacity models to reforecast demand and build remedial plans.
• Regularly monitor forecast vs planned accuracy and make necessary adjustments to improve future plans.
• Resource and Capacity Planning: Develop resource plans to ensure optimal utilization of available resources across cross-functional accounts.
• Collaborate with workforce planning team internally to allocate staff efficiently and align schedules with forecasted demand.
• Monitor capacity utilization, queue availability and proactively identify potential bottlenecks or overages, recommending adjustments as needed.
• Performance Analysis and Reporting: Conduct performance analysis by comparing actual KPI outcomes with forecasts and targets.
• Identify and investigate deviations from plan, analysing root causes and providing recommendations for improvement.
• Create dashboards, reports and presentations to communicate telephony and staffing performance insights to stakeholders.
• SOP Improvement Initiatives: Continuously identify opportunities to enhance optimisations, streamline processes and reduce costs across the business.
• Collaborate with all internal stakeholders to implement process improvements ensuring alignment with organizational goals.
• Cross-functional Collaboration & Stakeholder Management: Work closely with operations teams, workforce management, quality assurance and other relevant stakeholders to gather insights and understand account-specific requirements (with internal and external stakeholders).
• Work with Senior ops to align planning activities with client expectations and contractual obligations.
• Act as a liaison between different departments fostering effective communication and promoting a collaborative work environment.

As well as a clear structure for your personal and professional development we also provide a comprehensive package of benefits which include medical insurance, canteen allowance and more.

Education and Qualifications

Essential

• NQF level 4 / 5
• Lean 6 Sigma preferable

Desired

• Award winning capabilities in Planning

Skills, Knowledge and Capability

Essential

• Strong analytical and problem-solving skills with the ability to analyse complex data sets and translate them into actionable insights.
• Advanced proficiency in Microsoft Excel (pivot tables, formulas, macros) and other data analysis tools.
• Excellent communication skills with the ability to present complex information in a clear and concise manner.
• Ability to work in a fast-paced, deadline-driven environment.
• Experience with workforce management tools and forecasting software is a plus.

Feel ready to jump in? Click Apply Now or contact the team:

• WhatsApp our Recruitment Team
• Email us

Required Experience

IC

Direct Sales, Administrative Skills, Logistics Distribution, Facilities Management, Civil Project Management, ASIC

Employment Type: Full-Time

Experience: years

Vacancy: 1

Purpose of the job

The Workforce Planning Manager is responsible for forecasting resource requirements and developing strategic staffing plans to support customer-facing operations, with a particular focus on B2C Front Office environments. This includes ensuring the organisation can meet service demands efficiently while maintaining high levels of responsiveness and customer satisfaction.

Using historical data, predictive modelling, and business insights, the manager anticipates demand across multiple channels and translates forecasts into actionable plans. They collaborate with departments such as Operations, HR, and Finance to align workforce strategies with broader business objectives and operational realities.

A key aspect of the role is the ability to present complex planning outputs in a commercially relevant way. The manager must communicate the financial and operational impact of resource decisions to senior stakeholders, support strategic planning, and continuously improve forecasting models and processes to enhance agility, scalability, and cost-effectiveness.

Key Responsibilities

Resource Forecasting:

Develop and maintain resource forecasting models to predict future call, claims, and resource requirements based on historical data and projected business product trends.

Analyse insights and trends, business forecasts, and operational metrics to anticipate resource requirements.

Collaborate with finance and operational teams to align resource forecasts with business plans.

Apply forecasting techniques tailored to B2C Front Office environments, considering customer behaviour, seasonal trends, and campaign impacts.

Present forecasting outputs in a commercially relevant format to support strategic planning and investment decisions.

Resource Planning

Create comprehensive resource plans to ensure the availability and efficient use of resources across the organisation (Short/Medium/Long Term).

Monitor and adjust resource plans to address changes in demand, project timelines, and business priorities.

Coordinate with various operational departments and clients to ensure alignment of resource plans with overall business objectives and operational targets.

Facilitate regular meetings with key stakeholders to review resource forecasts, address challenges, and update plans.

Communicate resource plans and changes effectively to all relevant parties.

Ensure resource plans support both operational efficiency and commercial viability in high-volume B2C environments.

Data Analysis and Reporting

Gather and analyse data to provide insights into resource utilisation and identify opportunities for improvement.

Develop and maintain dashboards and reports to track resource metrics and performance indicators.

Present findings and recommendations to senior management to support strategic decision-making.

Translate operational data into clear, commercially focused insights for non-technical stakeholders.

Process Improvement

Identify and implement process improvements to enhance the accuracy and efficiency of resource forecasting and planning.

Utilise best practices, industry standards, and WFM technology to optimise resource management processes.

Monitor the impact of changes and adjust as necessary to ensure continuous improvement.

Risk Management

Assess potential risks related to resource availability and develop contingency plans to mitigate these risks.

Ensure compliance with relevant regulations, standards, and internal policies regarding resource management.

Conduct regular audits and reviews to maintain high standards of resource planning and utilisation.

Knowledge, skills and experience required

• Strong analytical and problem-solving skills.
• Proven experience in resource forecasting and planning within a B2C Front Office or contact centre environment.
• Strong understanding of customer demand dynamics and operational drivers in multi-channel service environments.
• Ability to interpret complex data and translate it into actionable plans and commercially sound recommendations.
• Skilled in presenting workforce strategies and performance insights to senior stakeholders, with a focus on financial impact and business alignment.
• Proficiency in workforce management and planning tools (e.g., NICE, Verint, IEX, Calabrio).
• Strong analytical and problem-solving skills, with attention to detail and accuracy.
• Excellent communication and stakeholder engagement skills across operational and commercial functions.
• Experience in scenario modelling, capacity planning, and continuous improvement of forecasting processes.
• Commercial acumen with the ability to link operational planning to financial outcomes and strategic goals.
• Flexibility to adapt to changing business needs and work across time zones or geographies as required.

Regulatory Responsibilities

Adhere to relevant regulatory Conduct rules and the Firm's code of conduct including but not limited to the Financial Conduct Authority and Central Bank of Ireland

Undertake all regulatory training as prescribed by the company and comply with all policies relevant to your role

Immediately report any known conflicts of interest in line with company policy

Satisfy on an ongoing basis the company's fit and proper requirements which as a minimum shall take account of your:

Honesty, integrity and reputation

Competence and capability; and

Financial soundness

Carry out the role with honesty and integrity in the best interests of the Firm and its customers

Maintain a Duty of Responsibility for all activities managed within the role

Purpose of the job

The Workforce Planning Manager is responsible for forecasting resource requirements and developing strategic staffing plans to support customer-facing operations, with a particular focus on B2C Front Office environments. This includes ensuring the organisation can meet service demands efficiently while maintaining high levels of responsiveness and customer satisfaction.

Using historical data, predictive modelling, and business insights, the manager anticipates demand across multiple channels and translates forecasts into actionable plans. They collaborate with departments such as Operations, HR, and Finance to align workforce strategies with broader business objectives and operational realities.

A key aspect of the role is the ability to present complex planning outputs in a commercially relevant way. The manager must communicate the financial and operational impact of resource decisions to senior stakeholders, support strategic planning, and continuously improve forecasting models and processes to enhance agility, scalability, and cost-effectiveness.

Key Responsibilities

Resource Forecasting:

Develop and maintain resource forecasting models to predict future call, claims, and resource requirements based on historical data and projected business product trends.

Analyse insights and trends, business forecasts, and operational metrics to anticipate resource requirements.

Collaborate with finance and operational teams to align resource forecasts with business plans.

Apply forecasting techniques tailored to B2C Front Office environments, considering customer behaviour, seasonal trends, and campaign impacts.

Present forecasting outputs in a commercially relevant format to support strategic planning and investment decisions.

Resource Planning

Create comprehensive resource plans to ensure the availability and efficient use of resources across the organisation (Short/Medium/Long Term).

Monitor and adjust resource plans to address changes in demand, project timelines, and business priorities.

Coordinate with various operational departments and clients to ensure alignment of resource plans with overall business objectives and operational targets.

Facilitate regular meetings with key stakeholders to review resource forecasts, address challenges, and update plans.

Communicate resource plans and changes effectively to all relevant parties.

Ensure resource plans support both operational efficiency and commercial viability in high-volume B2C environments.

Data Analysis and Reporting

Gather and analyse data to provide insights into resource utilisation and identify opportunities for improvement.

Develop and maintain dashboards and reports to track resource metrics and performance indicators.

Present findings and recommendations to senior management to support strategic decision-making.

Translate operational data into clear, commercially focused insights for non-technical stakeholders.

Process Improvement

Identify and implement process improvements to enhance the accuracy and efficiency of resource forecasting and planning.

Utilise best practices, industry standards, and WFM technology to optimise resource management processes.

Monitor the impact of changes and adjust as necessary to ensure continuous improvement.

Risk Management

Assess potential risks related to resource availability and develop contingency plans to mitigate these risks.

Ensure compliance with relevant regulations, standards, and internal policies regarding resource management.

Conduct regular audits and reviews to maintain high standards of resource planning and utilisation.

Knowledge, skills and experience required

• Strong analytical and problem-solving skills.

• Proven experience in resource forecasting and planning within a B2C Front Office or contact centre environment.

• Strong understanding of customer demand dynamics and operational drivers in multi-channel service environments.

• Ability to interpret complex data and translate it into actionable plans and commercially sound recommendations.

• Skilled in presenting workforce strategies and performance insights to senior stakeholders, with a focus on financial impact and business alignment.

• Proficiency in workforce management and planning tools (e.g., NICE, Verint, IEX, Calabrio).

• Strong analytical and problem-solving skills, with attention to detail and accuracy.

• Excellent communication and stakeholder engagement skills across operational and commercial functions.

• Experience in scenario modelling, capacity planning, and continuous improvement of forecasting processes.

• Commercial acumen with the ability to link operational planning to financial outcomes and strategic goals.

• Flexibility to adapt to changing business needs and work across time zones or geographies as required.

Regulatory Responsibilities

Adhere to relevant regulatory Conduct rules and the Firm's code of conduct including but not limited to the Financial Conduct Authority and Central Bank of Ireland

Undertake all regulatory training as prescribed by the company and comply with all policies relevant to your role

Immediately report any known conflicts of interest in line with company policy

Satisfy on an ongoing basis the company's fit and proper requirements which as a minimum shall take account of your:

Honesty, integrity and reputation

Competence and capability; and

Financial soundness

Carry out the role with honesty and integrity in the best interests of the Firm and its customers

Maintain a Duty of Responsibility for all activities managed within the role

Are you passionate about optimising people, processes and performance?

We're looking for an experienced Workforce Planning Manager to join our dynamic Bellville-based contact centre.

In this key role, you'll develop and execute workforce strategies to ensure the right people are in the right place at the right time. You'll manage forecasting, scheduling and real-time performance, while coaching and leading a small planning team to support operational excellence as we scale.

What you'll be doing:

• Forecasting call volumes and staffing requirements
• Creating efficient schedules to meet service levels and manage costs
• Monitoring real-time performance and adjusting plans as needed
• Analysing data and providing proactive insights to drive improvement
• Leading, mentoring and developing the WFM team
• Partnering with managers across the business to plan resources effectively
• Maintaining WFM systems and ensuring compliance with labour legislation

What you'll bring:

• Minimum 2 years' experience in a contact centre workforce planning leadership role
• Strong understanding of WFM systems, KPIs and scheduling software
• Excellent analytical, planning and stakeholder management skills
• Matric (Bachelor's degree an advantage)
• Credit and Criminal Clear

Location: Bellville, Cape Town

Job category: Human Resources and Recruitment

Contract: Permanent

Remuneration: Market Related

EE position: Yes

WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all.

To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE.

Results Delivery

• Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year
• Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives.
• Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.
• Plan and implement resources in a cost-effective manner while still meeting timelines and standards.
• Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.
• Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness

• Build and maintain internal and external client relationships to meet business needs
• Engage with stakeholders continually to ensure needs to meet and satisfaction achieved
• Build professional networks to ensure best practice people solutions
• Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions

• Develop and position L and D strategies to deliver on Transformation and JSE objectives
• Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required.
• Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps.
• Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks
• Source and select external vendors to deliver on identified people development solutions
• Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations
• Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed.
• Analyse L and D information to provide trends and information to HR team for use in their business areas
• Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget.
• Ensure correct recording and allocation of all expenses as per budget.
• Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds.
• Manage BBBEE Skills Development Mandates for maximising scorecard
• Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process
• Manage and execute bursar selection and funding process in line with trust mandates
• Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy
• Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering
• Assist line management and HRBPs with career management and leadership development
• Market the coaching and mentoring offering to HRBPs and Line management
• Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles
• Provide development consulting to determine leadership needs and monitor delivery
• Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions
• Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development.
• Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions
• Design and develop frameworks, methodologies, standards and policies for Career management
• Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement
• Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles
• Design and develop frameworks, methodologies, standards and policies for Performance Management
  Implement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews
• Manage the Employment Equity and DEIB Function for the organisation.
• Design and Develop DEIB Strategies as well as execute an implementation plan.
• Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates
• Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act.

• Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management
• Keep abreast of changes in legislation or standards by conducting research and utilising networks
• Upskill team and other professionals by sharing knowledge and research results
• Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards
• Ensure all team members understood and supported JSE vision and divisional strategy
• Take accountability for making others successful by removing obstacles to team performance and success
• Participate in recruitment processes to ensure selection contributing to success of team
• Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures
• Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans
• Ensure each team member has a job profile that profiles team member with a view of full performance in the job
• Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded
• Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards
• Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued
• Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions
• Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results
• B Com Degree in HR/ Business Management or related qualification
• Honours Degree in HR/Business Management or related qualification
• Registration with SABPP and/or IPM would be advantageous
• 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level

• Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management
• Business Communication: Client service, communication strategies, business writing and terminology
• Technical Proficiency: MS Office & standard software applications
• Analytics & Research: Salary benchmarking and research methodology
• Administration & Planning: Office procedures, resource/capacity planning, change management

What’s in it for you:

The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential.

We offer a range of benefits designed to support your well-being and professional development, including:

• Hybrid ways of work for flexibility and balance
• Market-related total cost to company remuneration package
• Employee Assistance Programme for personal and professional support
• Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance
• Gender Neutral Parental Leave policy
• Free onsite gym , and an onsite coffee & salad bar
• Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs

Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry.

Overview

We are seeking a knowledgeable SAP Talent Management Consultant with experience in SAP ECC6 to support the design and optimization of talent-related processes. This role focuses on implementing and maintaining talent management solutions, including career development, succession planning, and competency frameworks, to meet business and HR objectives.

• Collaborate with HR teams to understand talent management requirements and implement solutions within SAP ECC6.
• Configure and maintain SAP Talent Management functionality, such as succession planning, career development, and competency management.
• Provide functional support and troubleshoot system issues related to talent processes.
• Ensure seamless integration of talent management with other HR modules, such as Organizational Management (OM) and Personnel Administration (PA).
• Deliver training sessions and documentation for end users and HR stakeholders.
• Support system upgrades or enhancements while maintaining data integrity

• Hands-on experience with SAP ECC6 Talent Management components.
• Understanding of HR processes, including career planning, succession planning, and development frameworks.
• Strong analytical and problem-solving skills with a focus on delivering business value.
• Ability to collaborate effectively with HR and IT teams.
• Min 3-5 years experience

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.