490 Human Resource Generalist jobs in South Africa

Hire Resolve’s Client, a reputable mining company in Gauteng, is currently looking for an experienced HR Business Partner to join their mining team.

:

• Grade 12 or equivalent qualification.

• Bachelor’s degree (NQF Level 7) in Human Resources Management.

• At least 6 years of experience in human resources, including a minimum of 3 years within the mining sector.

• Exceptional communication skills, both verbal and written, with strong active listening abilities.

• Proven experience in business planning and effective management practices.

• Strong interpersonal skills with the ability to build and maintain professional networks.

• Demonstrated ability to handle sensitive and confidential information with the highest level of discretion.

If you meet the above requirements and want to make a career-changing move, apply today by emailing your CV to or visit our website:

You are also welcome to contact Tarina Barnard, Janoke Booysen, Menina Campher and Stefnie Bestbier onLinkedIn.

Industry: Scientific, Research & Development

Job category: HR Management

Location: Randburg

Contract: Permanent

Remuneration: Market Related

EE position: Yes

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.

Participate in the provision of HR policy and procedure guidance and coaching.

Execute HR projects across the company within specific timeframes.

Act as a consultative business partner to the assigned stakeholder group by advising them of trends in HR practices, the labour market, and general developments that could impact human resources in the area of responsibility.

Participate in the design of transformation and change programmes.

Contribute to the development of progressive HR policies, processes, and plans to drive continuous engagement and embed a performance culture across the organization.

Support strategic advice and ongoing support on employee relations issues, dispute resolution, and industrial advocacy, including managing escalated or complex cases.

Design effective employee relations, retention, and rewards programs.

Understand the organization's goals and strategies to align HR initiatives accordingly.

Implement strategies related to recruitment, development, engagement, and provide general HR support for employees in the area of responsibility and/or stakeholder group.

Address employee relations issues within the assigned business unit.

Stakeholder Engagement

• Contribute to the provision of HR-related advice across the generalist range of the role.
• Implement the company’s people plans by working closely with internal stakeholders to develop a culture of responsibility and accountability for frontline human resources management and embed a performance culture.
• Analyze complex trends and metrics in partnership with relevant stakeholders to develop solutions, programs, and policies.
• Work across multiple teams to ensure HR practices support their specific objectives.
• Collaborate with the talent acquisition team to ensure the execution of full recruitment cycle plans and talent sourcing strategies.
• Partner with relevant stakeholders to support and execute HR initiatives for all aspects of human resources.
• Continuous Improvement and Risk Management
• Identify opportunities to streamline HR processes and improve efficiency.
• Identify and address potential HR risks to protect the organization from legal and reputational harm.
• Ensure compliance with all relevant HR legislation.

• Human Resources:
  • Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
  • Manage the full HR lifecycle, including but not limited to:
    • Talent acquisition and recruitment aligned with operational workforce plans.
    • Seamless onboarding and induction processes to ensure early employee engagement.
    • Facilitation of offboarding processes, including exit interviews and analysis to inform retention strategies.
  • Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
  • Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
  • Support succession planning and talent management initiatives to build operational leadership capacity. Monitor, report, and analyse key HR metrics and trends tosupport strategic decision-making.
  • Lead or contribute to change management and organisational development initiatives.

• Payroll:
  • Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
  • Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
  • Accurate and timeous submission of payroll reconciliations, queries and reports to the Group Financial Manager for payments and reporting purposes. Process and
  • facilitate annual increase and bonus payments.
  • Process other financial compensations or deductions (casuals, staff loans, commissions etc.).
  • Handle payroll related queries (SARS queries, leave and salary administration queries etc.).

• Bachelor’s Degree in, Human Resources Management, Industrial and Organisational Psychology or Business Administration (with HR as a major)
• 5 – 7+ Years work experience in an HR environment
• Relevant legislation i.e. BCEA
  • Labour Relations Act
  • Employment Equity Act
  • Workman’s Compensation Act
  • Skills Development Act

• Email your comprehensive CV to .
• If you are already registered, please forward your CV and the relevant reference number to the consultant with whom you are currently registered in order to avoid duplicity on our system.
• We reserve the right to only conduct interviews with candidates of choice.
• Applicants who have not received feedback within 30 days from the closing date must please accept their application as unsuccessful.

Duties and Responsibilities:

• Human Resources:
  • Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
  • Manage the full HR lifecycle, including but not limited to:
    • Talent acquisition and recruitment aligned with operational workforce plans.
    • Seamless onboarding and induction processes to ensure early employee engagement.
    • Facilitation of offboarding processes, including exit interviews and analysis to inform retention strategies.
  • Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
  • Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
  • Support succession planning and talent management initiatives to build operational leadership capacity. Monitor, report, and analyse key HR metrics and trends to
    support strategic decision-making.
  • Lead or contribute to change management and organisational development initiatives.

• Payroll:
  • Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
  • Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
  • Accurate and timeous submission of payroll reconciliations, queries and reports to the Group Financial Manager for payments and reporting purposes. Process and
  • facilitate annual increase and bonus payments.
  • Process other financial compensations or deductions (casuals, staff loans, commissions etc.).
  • Handle payroll related queries (SARS queries, leave and salary administration queries etc.).

Requirements:

• Bachelor’s Degree in, Human Resources Management, Industrial and Organisational Psychology or Business Administration (with HR as a major)
• 5 – 7+ Years work experience in an HR environment
• Relevant legislation i.e. BCEA
  • Labour Relations Act
  • Employment Equity Act
  • Workman’s Compensation Act
  • Skills Development Act

Job Title: Junior HR Business Partner

Location: Kenya or South Africa,

Reports To: HR Director, Africa

Workplace Profile: Hybrid

Job Overview: The HR Business Partner is an enthusiastic, proactive, and solutions-driven professional who supports the alignment of HR strategies with business unit goals. This role assists in bridging the regional HR agenda with local business needs within specified business units, providing guidance to managers and employees, and ensuring the delivery of effective HR solutions. The role will support initiatives to enhance efficiency, standardize processes, and deliver quality HR services across our teams in Africa. This role requires strong interpersonal skills, a collaborative approach, and a results-oriented mindset. Working within a complex, matrixed global organization, the HRBP will assist in local and regional HR initiatives, manage projects with guidance, and serve as a trusted advisor to business leaders. Success in this role requires the ability to support implementation and foster strong relationships at all levels of the organization.

Key Responsibilities:

Strategic HR Partnership

• Assist in developing and executing HR initiatives that combine HR strategies with local business priorities.

• Participate in key people-related decisions, anticipating challenges and addressing people issues proactively.

• Provide HR knowledge and support to business projects and organizational initiatives.

• Support managers on key people processes, including performance management, team development, change management, and resource planning.

• Assist with HR data reporting, leveraging Excel skills and an analytical mindset to deliver insights and support data-driven decision-making.

HR Efficiency, Transformation, and Policy Alignment

• Support projects that drive HR efficiency, transformation, and process standardization across the businesses in Africa.

• Ensure HR services, policies, and systems are practical, relevant, and aligned with business needs and compliance requirements in African countries.

• Work collaboratively with HR colleagues to develop and refine policies and introduce innovative ways of working.

• Collaborate with HR Centers of Excellence (CoEs) and Shared Service Centers on projects.

Regional Wellbeing Plan

• Assist in designing, implementing, and managing a comprehensive regional Wellbeing Plan for Africa, addressing physical, emotional, financial, and workplace wellbeing needs.

• Leverage insights from employee feedback, surveys, and HR metrics to continuously refine and enhance wellbeing initiatives.

Performance and Capability Development

• Provide coaching and advice to managers on organizational effectiveness, team dynamics, and leadership development.

• Advise and support Business Managers on people-related processes, including performance management, team and personal development, career path planning, resource planning, and restructuring needs.

• Support managers in navigating organizational change, ensuring employee alignment and minimal disruption.

• Collaborate with managers to navigate change effectively, balancing empathy with a focus on results.

Compliance and Best Practices

• Act as a role model for the HR function, driving best practices and ensuring alignment across HR processes and policies, ethics, and compliance.

• Provide support in driving the BBBEE agenda, ensuring alignment with regulatory requirements and organizational goals.

• Contribute to new initiatives, sharing lessons learned from previous HR projects and interventions.

• Demonstrate knowledge of local labor laws, CCMA processes, and employee relations (ER) matters, ensuring compliance and effective resolution of workplace issues.

HR Metrics and Analytics

• Use HR KPIs and metrics to identify opportunities for improvement and develop clear, actionable plans to address them.

• Provide regular reports and analyses to senior management, highlighting trends and recommendations.

Employee Engagement and Communication

• Provide support on employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee surveys to enhance engagement strategies.

• Ensure clear and effective HR communication, managing local employee engagement campaigns and aligning them with global HR messaging.

Project Management and Execution

• Drive HR projects with a focus on efficiency, transformation, and measurable results.

• Manage multiple priorities and deliverables effectively, ensuring timely and high-quality outcomes.

• Use HR metrics and insights to inform decision-making and drive continuous improvement.

Qualifications and Skills:

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field.

• Professional HR accreditation (e.g., SHRM, CIPD) is a plus.

Experience:

• 1-3 years of experience in HR, with a blend of generalist and specialist roles.

• Knowledge of employment legislation and best practices.

• Experience in managing business change, process improvement, and HR transformation projects.

• Proficiency in Excel and PowerPoint, good visual data representation skills.

Key Competencies:

• Strategic thinking and problem-solving skills.

• Understanding of HR processes, organizational effectiveness, and employee engagement strategies.

• Coaching and counseling capabilities and stakeholder management abilities.

• Proficiency in HR data analytics, reporting, and PowerPoint presentations.

• Knowledge of local employment legislation (EE, BBBEE) and HR best practices.

• Verbal and written communication skills, with the ability to influence and inspire at all levels. Good presentation skills.

• High level of discretion, confidentiality, and attention to detail.

• Experience in designing and facilitating wellbeing programs and initiatives.

• Experience with performance management, leadership development, and change management.

• ER and Compliance Expertise: Knowledge of local labor laws, CCMA processes, ER matters, and the ability to resolve workplace issues effectively.

• Data and Analytics: Proficiency in Excel and an analytical mindset, with experience in managing data reporting and providing actionable insights.

• Matrix Navigation: Capability to work effectively within a global, matrixed organization, balancing multiple priorities and stakeholders.

IQVIA is a leading global provider of clinical research services, commercial insights and healthcare intelligence to the life sciences and healthcare industries. We create intelligent connections to accelerate the development and commercialization of innovative medical treatments to help improve patient outcomes and population health worldwide . Learn more at

My client, nationally established group of companies, is looking to employ an HR Business Partner to join their team with 5 – 7 year’s work experience in an HR environment.

The successful candidate will have a Bachelor’s Degree (with HR as a major) and will work closely with operational leadership teams.

Responsibilities:
Human Resources:

• Partner with operational business units to understand strategic objectives and align HR delivery accordingly.
• Manage the full HR lifecycle
• Talent acquisition and recruitment aligned with operational workforce plans.
• On-boarding and induction processes to ensure early employee engagement.
• Facilitation of off-boarding processes, including exit interviews and analysis to inform retention strategies.
• Provide expert guidance on employee relations matters, including disciplinary procedures, grievances, incapacity cases, and conflict resolution.
• Ensure consistent application of HR policies, procedures, and compliance with applicable labour legislation.
• Support succession planning and talent management initiatives to build operational leadership capacity.
• Monitor, report, and analyse key HR metrics and trends to support strategic decision-making.
• Lead or contribute to change management and organisational development initiatives.
• Act as an advisor to operational leadership, promoting sound people management.
• Ensure HR compliance and governance through effective documentation, audits, and statutory reporting.

• Update salary list, schedule and payroll for new employees, resignations, on a monthly/weekly basis.
• Perform fortnightly/monthly payroll processes such as updating reports, checking and reconciling.
• Accurate and timeous submission of payroll reconciliations, queries and reports to the Group FM for payments and reporting purposes.
• Process and facilitate annual increase and bonus payments.
• Process other financial compensations or deductions.
• Handle payroll related queries (SARS queries, leave and salary administration queries etc.).
• Leave management.
• SARS EMP501 bi-annual and annual submissions.
• Maintaining accurate payroll and employee records by ensuring all documents are filed timeously.
• Pension fund, provident fund and medical insurance schedule administration.
• Quarterly STATSSA reporting.

FULLTIME Amersfoort

Ben je de ervaren en gedreven HR Business Partner die wij zoeken? Zoek je een uitdagende rol in een innovatieve organisatie waar je jezelf kunt ontwikkelen? Ben je ondernemend, overtuigend en analytisch? Lees dan snel verder!

Wat ga je doen als HR Business Partner?

Als HR Business Partner ben je dé persoon waar collega’s en leidinggevenden als eerste naar toe komen met vragen op gebied van HR. Je vormt een hecht team met de HR collega’s, maar ook met de afdeling Recruitment. Met jouw expertise bewaak je zorgvuldig arbeidsvoorwaardelijke regelingen en sta je altijd klaar voor anderen om hen te voorzien van advies en informatie. Bovendien speel je een onmisbare rol bij het vertalen van de organisatiestrategie naar de HR-strategie. Je bent een verbindende schakel tussen de vestigingen. Je hebt dan ook geen vaste werklocatie, maar wisselt af tussen verschillende vestiging in het midden en het zuiden van het land. Verder word je enthousiast van het oppakken van projecten en zal je verantwoordelijk worden voor een specialisatie, passend bij jouw expertise en ambities.

Taken en verantwoordelijkheden

• Adviseert en coacht leidinggevenden bij de uitvoering van hun HR verantwoordelijkheden.
• Vertegenwoordigt HR bij verschillende projecten binnen de organisatie.
• Ondersteunt bij een bedrijfsovername bij het voorbereiden en uitvoeren van de harmonisering van de arbeidsvoorwaarden.
• Levert periodiek HR-stuurinformatie en analyseert deze.
• Levert een bijdrage aan het formuleren van het HR-beleid.
• Je bent constant op zoek naar manieren om de HR-werkprocessen nog efficiënter te laten verlopen.
• Je werkt nauw samen met de andere HR Business Partners en de CHRO.
  
  

• Een goed salaris, passend bij je kennis en ervaring.
• Diverse opleidings mogelijkheden.
• Een leuk team, met ruimte voor initiatief.
• Veel uitdagingen.
  
  

• Je hebt een afgeronde hbo-opleiding.
• Je hebt relevante werkervaring als HR Business Partner.
• Je kent de toepassing van relevante wet- en regelgeving op het gebied van HR.
• Je hebt een hands-on mentaliteit en je weet zakelijkheid en menselijkheid moeiteloos te combineren.
• Kennis van AFAS is een pré.
  
  

• Een salaris tussen de €3.400,- en €5200,- bruto op basis van kennis en ervaring.
• Een auto, laptop en mobiele telefoon van de zaak.
• Goede secundaire arbeidsvoorwaarden.
• 25 vakantiedagen op fulltime basis.
• Een goede pensioenregeling.
• Volop opleidingsmogelijkheden.
• Een zelfstandige functie met veel verantwoordelijkheid, vrijheid en werkplezier.

The Purpose of this Position: The successful candidate will provide a full-function HR service across our Group of Companies with a specific focus on operational excellence, employee relations, and compliance within the material handling and blue-collar workforce environment.

1. Collaborate with business leaders to develop and implement HR strategies aligned with the company’s goals and objectives.
2. Act as a trusted advisor to line managers and executives on HR policies, procedures, and workforce planning.
3. Ensure HR initiatives support a culture of diversity, inclusion, and employee engagement.

1. Manage and attend probation period reviews for all new employees.
2. Provide guidelines on managing employee performance, address all general performance management or appraisal queries received from employees and management.

1. Track and submit all business unit training initiatives to the HR Manager and EE Committee.
2. Coordinate and track all Educational Assistance / Bursaries.
3. Facilitate the identification of learning needs and areas of development and arrange necessary training.
4. Submission of WSP & ATR.
5. Create / review individual PDP’s to identify training and other development needs for succession planning.

1. Assist management in the drafting of job profiles, vacancy and packages.
2. Ensure that the recruitment process is followed from start to end in order to recruit effectively and reduce turnover.
3. Discuss the long and shortlists with line managers. Where required conduct interviews with management.
4. Manage the onboarding of successful candidates and take-on documentation.
5. Manage the induction process and ensure new employee induction/orientation takes place.

1. Co-ordinate the administration around the employee wellness plan, including communication of the company offering.
2. Provide input and suggestions when setting up employee wellness initiatives, oversee and manage the initiatives.

1. Ensure adherence to South African labour legislation, including BCEA, LRA, and EE Act.

1. Attend to general requests/queries from all employees.
2. Conduct and analyse exit interviews and report back to the HR Manager and Business Heads with insights.
3. Ensure high level and high standard of customer service and guidance in line with HR Policies and Procedures.
4. Review, develop and update job profiles for all employees and ensure they are captured on HR Systems.
5. Ensure HR Audit requirements are adhered to.
6. Develop ad-hoc reports as required by the HR team or the business unit.
7. Liaise with employees on Death and Disability claims.
8. Manage UIF (termination forms, maternity and compensation claims) administration.
9. Manage long service awards, generate reports, capture workflows, arrange the certificates and framing.

1. Bachelor’s degree or higher in Human Resources Management or a related field.
2. Minimum of 5 years’ HR generalist experience in the engineering sector.
3. Proven experience working with blue-collar employees, including trade unions and labour relations.
4. In-depth knowledge of South African labour laws and regulations.
5. Strong interpersonal and communication skills.
6. Ability to handle multiple priorities in a fast-paced environment.
7. Proficient in HRIS systems mainly SAGE300 People and Microsoft Office Suite.
8. Trustworthy and honest.
9. Attention to detail.
10. Self-reliant.
11. Self-motivated.
12. Be a team player as well as work independently.
13. Time management.
14. Accountability and dependability.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization. All applications (complete CV) must be submitted no later than close of business on Tuesday, 24th of January 2025 . Email: Ref: GHO 01/25/55.

The Goscor Group believes in transparency in the recruitment process, as we believe that this benefits both the applicant and the broader Group. So please note that reference checks will be performed on all applicants currently employed anywhere within Goscor / Bud should they apply for this role. These checks will be performed solely at management’s discretion and are likely to involve discussions with your direct line manager and/or other management (where relevant/necessary). Should you not consent to this, Goscor reserves the right to not take your application further. The Goscor Group is an equal opportunity and affirmative action employer and does not discriminate against persons because of age, race, religion, disability, gender, ethnic or national origin, or veteran status.

Please note that by applying for this position you agree to your personal information being processed and verified where applicable by the recruiting company or its agents.

Should you not hear from us after two weeks of the closing date, please consider your application unsuccessful.