1,853 Human Resources jobs in South Africa

Job Overview :

We are seeking a results-driven Service Delivery Manager with 5-9 years of experience to oversee and optimize service delivery across our client portfolio. You will ensure high-quality service performance, build strong relationships with stakeholders, manage escalations, and drive continuous improvement in service management processes.

Key Responsibilities :

Service Management & Delivery :

Ensure high levels of customer satisfaction through effective service delivery and management.

Oversee the end-to-end delivery of IT or business services to meet agreed SLAs and KPIs.

Monitor performance metrics and prepare service reports for clients and internal leadership.

Stakeholder Engagement :

Act as the main point of contact for client service-related issues and escalations.

Build and maintain strong relationships with customers and internal delivery teams.

Team Leadership & Coordination :

Coordinate cross-functional teams to ensure timely resolution of service issues.

Provide mentoring and direction to junior delivery staff or support teams.

Process Improvement :

Identify gaps and inefficiencies in service delivery processes; implement improvements.

Participate in audits and support compliance with relevant standards (e.g., ITIL, ISO).

Project Support :

Support the delivery of new services, transitions, and transformation initiatives.

Collaborate with project managers to align service capabilities with project deliverables.

Required Skills & Qualifications :

Bachelors degree in Information Technology, Business Administration, or related field.

5-9 years of experience in a service delivery or client management role.

Proven experience managing service performance in complex, multi-client environments.

Strong knowledge of ITIL practices (certification preferred).

Excellent problem-solving, communication, and stakeholder management skills.

Strong organizational and multitasking abilities.

Preferred Qualifications :

Experience in cloud-based or digital service environments.

Experience managing third-party vendors or offshore delivery teams.

PMP or similar project management certification is a plus.

Familiarity with service tools such as ServiceNow, Jira, or equivalent.

Key Competencies :

Customer-centric mindset

Analytical thinking

Leadership and team collaboration

Conflict resolution

Time and priority management

About Reflex

Established in 2000 in South Africa, Reflex has evolved from modest origins to become a distinguished provider of Information and Communication Technology (ICT) solutions. We specialise in delivering innovative ICT solutions across various industries, earning a sterling reputation for our excellence in the retail sector and beyond. With a robust network of partnerships, we pride ourselves on our ability to swiftly address the technological needs of our clients.

Our portfolio of ICT solutions spans various industries. ReflexCarrier understands what is needed to build, manage, and operate complex backbone networks simply. Our solutions are tailored for Fibre Network Operators (FNO), Internet Service Providers (ISPs), and those looking for comprehensive Managed Connectivity solutions.

On the other hand, ourEnterprise Solutions take the complexity out of technology, allowing you to focus on what you do best. We provide seamless, high-performance solutions for connectivity, communications, workplace management, cloud, and cybersecurity services.

Together, both divisions reflect our core values of expertise, clarity, and client-centricity. We take pride in being large enough to offer extensive support while remaining small enough to provide personalised service. At Reflex, our clients are at the centre of everything we do, and we’re committed to delivering reliable, jargon-free solutions that drive your success.

About the role

Service management is a customer facing function that refers to the entirety of activities, directed by policies, organised, and structured in processes and supporting procedures that are performed by Reflex Solutions to design, plan, deliver, operate, and control technology services offered to our customers.

Service Management embodies the core of service delivery - its value as defined by the

customer of the service. Service Management is everything we do and must in some way contribute to the value expected by our customers. This includes the processes we utilise, the infrastructure that supports these services, improvements to these processes and services, as well as the implementation of industry best practices.

Face to face meetings and productive dialog with our customers is essential if we are going to truly understand what they value in the services they purchase from Reflex Solutions. This goes beyond the specific functional requirements and should include questions to clarify the business outcomes the customer is seeking, what’s most important to them and their preferences and perceptions regarding the services and the processes that support these services.

Key Duties and responsibilities:

Customer first – Net Promoter Score (NPS) and Customer Satisfaction (CSAT)

• Identify areas for improvement of overall customer experience
• Implement action plans and act on surveys and transaction feedback
  • Customers must be called back within 48 hours (latest) of poor service instances tracked on the voice of the customer system
• CSAT must be above 85% on your specified service managed accounts, this will be measured by the surveys monthly and quarterly
• Service management customer contact details to be maintained on Halo or any other Reflex Solutions contact management system for surveys (these must be updated monthly)

Customer service reviews

• Customer Service Reviews to be attended to by the Service Delivery Manager at agreed frequency with the customers (Platinum customers to be monthly or quarterly and other customers as per Customer segmentation) and captured on Halo as a trip
• As an output of service reviews and meetings all necessary documents and minutes are to be distributed to customers within 24 business hours and saved on the share point portal under the customer’s name (latest and greatest).

Proactive customer service and support

Service Delivery Manager is to oversee that the following tasks are adhered to by all support teams:

• Ensure all customer segmentation SLAs defined are adhered to and not exceeded, tracked, and ticket aging analysis managed.
• Resolution of core tasks as defined in customer segmentation within Target Turnaround Time (TTT) i.e., RCA and RFO creation 5 working days from closure of the incident, for any other query (action item) that comes in during a rolling month is to be completed within that month)

Operational support management and continual service improvement

The Service Delivery Manager will be responsible to facilitate the below key activities associated to the customer segmented service managed accounts:

• Customer billing disputes logged and resolved timeously.
• Repeat incident analysis (flagged and SIP initiated as required)
• Reduce the number of SLA credits being paid to service managed customers.
• Maintain billing inventory lists and ensure no billing errors result in credits (as per Customer Segmentation)
• Availability Management
• Problem Management
• Change Management
• Vendor / Supplier Management
• Release Management
• Capacity Management
• Service Level Management
• Introducing and managing operational level agreements (OLAs)
• Reporting
• RFP support

Fiscal efficiency

• Identify revenue leakage
  • Identify Upsell / cross sell opportunities
  • Identify Cost Saving initiatives within your assigned

Join to apply for the Vice President, People & Culture (Global Remote) role at Entrepreneurs' Organization

Join to apply for the Vice President, People & Culture (Global Remote) role at Entrepreneurs' Organization

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THE ORGANIZATION

The Entrepreneurs’ Organization (EO) is a high-quality support network of 18,000

business founders and owners in 220 chapters and 76 countries worldwide. EO’s purpose is to move the world forward by unlocking the full potential of entrepreneurs. Since 1987, EO has helped entrepreneurs achieve transformational growth through the power of life-enhancing connections, shared experiences, and collaborative learning. Guided by EO’s core values: trust and respect, thirst for learning, think big, be bold, and together we grow, EO’s international staff collaborates successfully

across diverse cultures. As an EO employee, you will gain access to the world’s top experts in entrepreneurship, grow beyond your perceived limits, and make breakthroughs as you refine and realize your personal goals. EO’s competitive total rewards package, flexible work environment, and generous professional development resources are frequently cited as among the most popular benefits of working at EO.

Position Summary

The Vice President of People and Culture directs and implements a human capital strategy that is aligned with EO’s values and organizational objectives. This position provides integral HR leadership and human capital management with a high degree of customer service. The Vice President, People and Culture is responsible for providing high-quality HR services to EO’s global staff, driving employee engagement, and ensuring equitable outcomes for all team members. This position reports to the Chief Operating Officer and oversees a team of four direct employees.

**THIS IS A 100% GLOBAL REMOTE POSITION WITH HIRING LOCATION PREFERENCES IN EITHER UNITED STATES, LAC REGION OR EASTERN/SOUTHERN AFRICA**

Essential Duties And Responsibilities

Culture and Staff Engagement

• Provide executive leadership for culture change initiatives, ensuring all decisions and processes reflect EO’s values.
• Design programs and systems that align the workplace environment with EO’s global mission and foster continuous learning, growth, and improvement.
• Align staff and member learning, leadership development, and culture adoption with best practices to drive organizational excellence.
• Create and maintain a talent management framework that links staff goals and human capital resources to EO’s long-term vision, supporting accountability, transparency, and collaboration.
• Support staff well-being through mentoring, coaching, counseling, and professional development.
• Lead a strategic, impactful orientation program that fully integrates new staff into EO’s culture.
• Develop wellness and engagement programs to boost morale, strengthen retention, and address cultural awareness across a global workforce.
• Partner with leadership on inclusive DEI strategies that embed equitable practices in management.
• Establish KPIs and measure success for engagement, retention, and diversity goals; evaluate learning programs to ensure impact and alignment with strategic objectives.
• Foster a collaborative, innovative HR culture and partner effectively with all departments.
  
  

• Serve as lead executive liaison to the Board’s Human Capital Advisory Council, advising on executive recruitment, performance, remuneration, and emerging workforce trends.
• Set the strategic vision for People and Culture, ensuring goals and work plans align with EO’s strategic priorities.
• Direct workforce and succession planning, talent development, career pathing, and performance management to support growth and retention.
• Ensure global HR infrastructure, policies, and systems are standardized, compliant, and supportive of EO’s strategy.
• Oversee HR controls to meet organizational, legal, and audit requirements.
• Advise leadership on global compliance, providing risk assessments of employment policies and practices.
• Develop and lead a high-performing HR team recognized for responsiveness, credibility, and service excellence.
• Manage employee relations processes, including conflict resolution and performance improvement.
• Lead HR budgeting and resource allocation.
• Advance digital tools, automation, and analytics to improve HR efficiency and decision-making.
• Stay informed on international HR best practices and industry trends.
  
  

• Ensure compensation and benefits programs are competitive, transparent, and aligned with EO’s mission, values, and budget.
• Oversee job design and performance evaluation frameworks that link directly to organizational goals and compensation structures.
• Guide managers in equitable salary decisions and consistent application of pay policies.
• Direct benefits administration, collaborating with vendors and internal stakeholders to provide cost-effective, high-value programs that support employee well-being worldwide.
• Regularly assess and optimize offerings to maintain market competitiveness and meet workforce needs.
  
  

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
• 10+ years of progressive HR leadership experience, including at least 5 years in a senior HR role with broad organizational impact.
• Experience in the international nonprofit sector, knowledge of member association lifecycles or similar matrixed global organizations.
• Proven experience implementing an Employer of Record (EOR) and related solutions.
• Experience with international staffing and supporting organizations with global hiring and terminations across multiple countries.
• Demonstrated track record of mechanically building HR infrastructure, processes, and systems internally.
• Proven ability to lead transformational culture initiatives with both impact and empathy.
• Strategic thinker who anticipates challenges, aligns teams, and drives organization-wide initiatives forward.
• Skilled at designing meaningful, interactive onboarding and learning experiences that engage employees and connect them to EO’s mission.
• Adept at institutionalizing new processes and ways of working to create lasting operational improvements.
• Collaborative leader with strong interpersonal and relationship-building skills across diverse stakeholders.
• Exceptional problem-solving abilities with a proactive, hands-on approach.
• Demonstrated success managing change in complex, start-up pace environments.
• Ability to travel internationally as required (average 3–4 trips per year).

• Seniority level Executive

• Employment type Full-time

• Job function Human Resources
• Industries Non-profit Organizations

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AsaBusiness Line Manager - Service, your mission is to lead, coach and manage the Service Business Line by development and implementation of a service strategy, exceeding business goals and expectations. Develop and manage an aggressive growth strategy for service, securing customer satisfaction and quality as the basis for all we do, resulting in outstanding customer centricity. You will report to the Regional General Manager - Industrial Technique Business Area.

You will:

• Develop strategic plans by analyzing opportunities in the market and setting objectives.
• Accomplish objectives by establishing business plans, budgets, measuring results, allocating resources, reviewing progress and making mid-course corrections.
• Ensure alignment with the Service Division strategies and full support and cooperation with different Business Lines.
• Increasing Service team effectiveness by recruiting, training, coaching, communicating values and objectives, ensuring work processes are fully in-line with Service Division guidelines.
• Support aftermarket set up for all products from Divisions and Implement a culture of continuous improvement.
• Ensure appropriate staffing and train for necessary competence levels.
• P&L responsibility, ensure the Service Business Line meets budgeted financial goals and objectives.
• Develop sales, promote, negotiate and manage service contracts.
• Launch new service products to the market.
• Control and follow-up targets and scorecards, as well as operational efficiency.
• Prepare for and represent the Service Business Line at local business boards.
• Ensure continuous improvement in customer satisfaction, maintain and develop relationships with key customers within the region.
• Lead the Team to achieve a high level of customer satisfaction adapting our organization and our processes to the needs of customers.
• To identify further growth opportunities for the company and implement an optimized mix strategy, within the different markets in the Sub-Saharan Africa countries (territory management).

AsaBusiness Line Manager - Service, your mission is to lead, coach and manage the Service Business Line by development and implementation of a service strategy, exceeding business goals and expectations. Develop and manage an aggressive growth strategy for service, securing customer satisfaction and quality as the basis for all we do, resulting in outstanding customer centricity. You will report to the Regional General Manager - Industrial Technique Business Area.

You will:

• Develop strategic plans by analyzing opportunities in the market and setting objectives.
• Accomplish objectives by establishing business plans, budgets, measuring results, allocating resources, reviewing progress and making mid-course corrections.
• Ensure alignment with the Service Division strategies and full support and cooperation with different Business Lines.
• Increasing Service team effectiveness by recruiting, training, coaching, communicating values and objectives, ensuring work processes are fully in-line with Service Division guidelines.
• Support aftermarket set up for all products from Divisions and Implement a culture of continuous improvement.
• Ensure appropriate staffing and train for necessary competence levels.
• P&L responsibility, ensure the Service Business Line meets budgeted financial goals and objectives.
• Develop sales, promote, negotiate and manage service contracts.
• Launch new service products to the market.
• Control and follow-up targets and scorecards, as well as operational efficiency.
• Prepare for and represent the Service Business Line at local business boards.
• Ensure continuous improvement in customer satisfaction, maintain and develop relationships with key customers within the region.
• Lead the Team to achieve a high level of customer satisfaction adapting our organization and our processes to the needs of customers.
• To identify further growth opportunities for the company and implement an optimized mix strategy, within the different markets in the Sub-Saharan Africa countries (territory management).

Educational and experience requirements:

• University education in engineering plus a minimum of 5 years’ experience across technical and business functions.
• Excellent command in English.
• Excellent analytical and financial skills.
• Proven experience of managing a technical team and driving service sales in industrial maintenance, preferably in the field of Motor Vehicle Industry assembly plants.
• Experience from data driven services and production technique consultancy.
• Knowledge and experience of assembly tools and tightening techniques is a plus.
• Thorough understanding of organizational finance.
• Valid driver’s license and willing to travel frequently within the Sub-Saharan Africa region.

Personality requirements:

• Dynamic, result oriented and self-motivating personality with an entrepreneurial spirit.
• Good organizational, planning and follow up skills.
• Team player and open-minded personality, with the ability to listen to people.
• Strong customer and quality focus with ability to keep commitments, seek feedback and continuously drive customer satisfaction.
• Excellent communication skills and the ability to interact with key customers at senior management level.
• Strong leadership skills, experience with leading a team is necessary.
• Strong conflict resolution skills, ability to cooperate and communicate efficiently with colleagues and business partners at all levels.

• Culture of trust and accountability
• Lifelong learning and career growth
• Innovation powered by people
• Comprehensive compensation and benefits
• Health and well-being

This role requires you to work on-site at our office inJet Park, Gauteng, South Africa (ZA). You will be part of a dynamic team and enjoy the benefits of face-to-face collaboration.

Positions will be filled in line with Atlas Copco Industrial SA (Pty) Ltd. values and Employment Equity Policy and Plan. Preference will be given to members of designated groups that are under-represented.

Uniting curious minds
Behind every innovative solution, there are people working together to transform the future. With careers sparked by initiative and lifelong learning, we unite curious minds, and you could be one of them.

• Functional area: Service
• Country: South Africa
• Cities: Jet Park, Gauteng
• On-Site/Remote: Sur place
• Company name: Atlas Copco Industrial SA (Pty) Ltd

Always Active

• Leads development and execution of strategic HR initiatives within departments
• Influences leadership and key stakeholders, ensuring HR strategies address key business challenges
• Employs relevant industry and commercial expertise to make strategic decisions
• Providing tactical and operational support for assigned functions across the full range of HR activities, ensuring adherence to Group standards, policies and procedures
• Create and maintain a high-performance organisational culture driving sustainable performance
• Participate in the creation and articulation of the Venetia Mine Employee Value Proposition
  
  

• Leads organisational design initiatives that align structure, roles and responsibilities with business goals
• Facilitates change management process to ensure smooth transitions for required changes
  
  

• Influences and shapes policies that enhance employee engagement and ensure legal compliance
• Lead engagements and resolutions in high-stake conflicts, pulling in relevant teams as needed
  
  

• Utilises advanced analytics to drive decision making and forecasts departmental HR needs
• Integrate data insights into strategic HR initiatives and performance measurements
  
  

• Grade 12 (essential)
• Bachelor’s degree in Human Resources, Business Administration, Psychology or a related field.
• Effective communication skills in English (written and verbal)
• Valid EB/Code 08 Drivers License
  
  

• Minimum of 5-7 years of experience in HR roles and with a progressive track record demonstrating extensive knowledge of HR functions and leadership capabilities.
• Experience within the Mining environment is preferable
  
  

• Proven knowledge of HR systems and databases is essential.
• Passionate about driving continuous improvement in HR practices and outcomes.
• Unwavering commitment to ethical conduct and confidentiality in handling sensitive information.
• Quick adaptability to new technologies and methodologies, with a strong emphasis on efficiency and effectiveness.
• Outstanding interpersonal and communication skills, with proven ability to influence and build relationships at all organisational levels.
• Expertise in resolving high-stakes employee relations issues with a balanced, respectful approach.
• Experience in leading teams and developing talent, creating a supportive and high-performing environment.
  
  

THE ORGANIZATION

The Entrepreneurs’ Organization (EO) is a high-quality support network of 18,000

business founders and owners in 220 chapters and 76 countries worldwide. EO’s purpose is to move the world forward by unlocking the full potential of entrepreneurs. Since 1987, EO has helped entrepreneurs achieve transformational growth through the power of life-enhancing connections, shared experiences, and collaborative learning. Guided by EO’s core values: trust and respect, thirst for learning, think big, be bold, and together we grow, EO’s international staff collaborates successfully

across diverse cultures. As an EO employee, you will gain access to the world’s top experts in entrepreneurship, grow beyond your perceived limits, and make breakthroughs as you refine and realize your personal goals. EO’s competitive total rewards package, flexible work environment, and generous professional development resources are frequently cited as among the most popular benefits of working at EO.

POSITION SUMMARY

The Vice President of People and Culture directs and implements a human capital strategy that is aligned with EO’s values and organizational objectives. This position provides integral HR leadership and human capital management with a high degree of customer service. The Vice President, People and Culture is responsible for providing high-quality HR services to EO’s global staff, driving employee engagement, and ensuring equitable outcomes for all team members. This position reports to the Chief Operating Officer and oversees a team of four direct employees.

** THIS IS A 100% GLOBAL REMOTE POSITION WITH HIRING LOCATION PREFERENCES IN EITHER UNITED STATES, LAC REGION OR EASTERN/SOUTHERN AFRICA**

ESSENTIAL DUTIES AND RESPONSIBILITIES

Culture and Staff Engagement

• Provide executive leadership for culture change initiatives, ensuring all decisions and processes reflect EO’s values.
• Design programs and systems that align the workplace environment with EO’s global mission and foster continuous learning, growth, and improvement.
• Align staff and member learning, leadership development, and culture adoption with best practices to drive organizational excellence.
• Create and maintain a talent management framework that links staff goals and human capital resources to EO’s long-term vision, supporting accountability, transparency, and collaboration.
• Support staff well-being through mentoring, coaching, counseling, and professional development.
• Lead a strategic, impactful orientation program that fully integrates new staff into EO’s culture.
• Develop wellness and engagement programs to boost morale, strengthen retention, and address cultural awareness across a global workforce.
• Partner with leadership on inclusive DEI strategies that embed equitable practices in management.
• Establish KPIs and measure success for engagement, retention, and diversity goals; evaluate learning programs to ensure impact and alignment with strategic objectives.
• Foster a collaborative, innovative HR culture and partner effectively with all departments.

Leadership and Global Human Resources Guidance

• Serve as lead executive liaison to the Board’s Human Capital Advisory Council, advising on executive recruitment, performance, remuneration, and emerging workforce trends.
• Set the strategic vision for People and Culture, ensuring goals and work plans align with EO’s strategic priorities.
• Direct workforce and succession planning, talent development, career pathing, and performance management to support growth and retention.
• Ensure global HR infrastructure, policies, and systems are standardized, compliant, and supportive of EO’s strategy.
• Oversee HR controls to meet organizational, legal, and audit requirements.
• Advise leadership on global compliance, providing risk assessments of employment policies and practices.
• Develop and lead a high-performing HR team recognized for responsiveness, credibility, and service excellence.
• Manage employee relations processes, including conflict resolution and performance improvement.
• Lead HR budgeting and resource allocation.
• Advance digital tools, automation, and analytics to improve HR efficiency and decision-making.
• Stay informed on international HR best practices and industry trends.

Employee Compensation and Benefits

• Ensure compensation and benefits programs are competitive, transparent, and aligned with EO’s mission, values, and budget.
• Oversee job design and performance evaluation frameworks that link directly to organizational goals and compensation structures.
• Guide managers in equitable salary decisions and consistent application of pay policies.
• Direct benefits administration, collaborating with vendors and internal stakeholders to provide cost-effective, high-value programs that support employee well-being worldwide.
• Regularly assess and optimize offerings to maintain market competitiveness and meet workforce needs.

QUALIFICATIONS, SKILLS, AND EXPERIENCE REQUIRED

• Bachelor’s degree in Human Resources , Business Administration, or related field ( Master’s degree preferred).
• 10+ years of progressive HR leadership experience, including at least 5 years in a senior HR role with broad organizational impact.
• Experience in the international nonprofit sector , k nowledge of member association lifecycles or similar matrixed global organization s .
• Proven experience implementing an Employer of Record (EOR) and related solutions.
• Experience with international staffing and supporting organizations with global hiring and terminations across multiple countries.
• Demonstrated track record of mechanically building HR infrastructure, processes, and systems internally.
• Proven ability to lead transformational culture initiatives with both impact and empathy.
• Strategic thinker who anticipates challenges, aligns teams, and drives organization-wide initiatives forward.
• Skilled at designing meaningful, interactive onboarding and learning experiences that engage employees and connect them to EO’s mission.
• Adept at institutionalizing new processes and ways of working to create lasting operational improvements.
• Collaborative leader with strong interpersonal and relationship-building skills across diverse stakeholders.
• Exceptional problem-solving abilities with a proactive, hands-on approach.
• Demonstrated success managing change in complex, start-up pace environments.
• Ability to travel internationally as required (average 3–4 trips per year).

Join to apply for the Business Line Manager - Service role at Atlas Copco

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Join to apply for the Business Line Manager - Service role at Atlas Copco

Your role

As a Business Line Manager - Service, your mission is to lead, coach and manage the Service Business Line by development and implementation of a service strategy, exceeding business goals and expectations. Develop and manage an aggressive growth strategy for service, securing customer satisfaction and quality as the basis for all we do, resulting in outstanding customer centricity. You will report to the Regional General Manager - Industrial Technique Business Area.

You Will

• Develop strategic plans by analyzing opportunities in the market and setting objectives.
• Accomplish objectives by establishing business plans, budgets, measuring results, allocating resources, reviewing progress and making mid-course corrections.
• Ensure alignment with the Service Division strategies and full support and cooperation with different Business Lines.
• Increasing Service team effectiveness by recruiting, training, coaching, communicating values and objectives, ensuring work processes are fully in-line with Service Division guidelines.
• Support aftermarket set up for all products from Divisions and Implement a culture of continuous improvement.
• Ensure appropriate staffing and train for necessary competence levels.
• P&L responsibility, ensure the Service Business Line meets budgeted financial goals and objectives.
• Develop sales, promote, negotiate and manage service contracts.
• Launch new service products to the market.
• Control and follow-up targets and scorecards, as well as operational efficiency.
• Prepare for and represent the Service Business Line at local business boards.
• Ensure continuous improvement in customer satisfaction, maintain and develop relationships with key customers within the region.
• Lead the Team to achieve a high level of customer satisfaction adapting our organization and our processes to the needs of customers.
• To identify further growth opportunities for the company and implement an optimized mix strategy, within the different markets in the Sub-Saharan Africa countries (territory management).
  
  

• University education in engineering plus a minimum of 5 years’ experience across technical and business functions.
• Excellent command in English.
• Excellent analytical and financial skills.
• Proven experience of managing a technical team and driving service sales in industrial maintenance, preferably in the field of Motor Vehicle Industry assembly plants.
• Experience from data driven services and production technique consultancy.
• Knowledge and experience of assembly tools and tightening techniques is a plus.
• Thorough understanding of organizational finance.
• Valid driver’s license and willing to travel frequently within the Sub-Saharan Africa region.
  
  

• Dynamic, result oriented and self-motivating personality with an entrepreneurial spirit.
• Good organizational, planning and follow up skills.
• Team player and open-minded personality, with the ability to listen to people.
• Strong customer and quality focus with ability to keep commitments, seek feedback and continuously drive customer satisfaction.
• Excellent communication skills and the ability to interact with key customers at senior management level.
• Strong leadership skills, experience with leading a team is necessary.
• Strong conflict resolution skills, ability to cooperate and communicate efficiently with colleagues and business partners at all levels.
  
  

• Culture of trust and accountability
• Lifelong learning and career growth
• Innovation powered by people
• Comprehensive compensation and benefits
• Health and well-being
  
  

• Seniority level Not Applicable

• Employment type Contract

• Job function Other
• Industries Machinery Manufacturing

Referrals increase your chances of interviewing at Atlas Copco by 2x

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Calling all Departmental Heads!

Teach The Nation (TTN) recruits a network of exceptional leaders who want to address the inequity that characterises our current public education system. Through our two-year scholarship, our leaders will bring change to their communities and the greater South African Education space.

As part of our program, you will develop yourself as a professional leader through our Conscious Leadership (CL) and High Impact Teaching Strategies (HITS) needed to change learners' lives in public schools. You are the Change Maker in classrooms and communities!

TTN invites Departmental Heads (DH) who are eager to be Change Makers and create lasting impact to apply for our fully funded scholarship. This programme is designed to positively influence learners' lives by equipping educators with core leadership and teaching skills.

Why do we want to support and empower Departmental Heads?

Departmental Heads (DHs) are the engine of school transformation, serving as curriculum leaders, teacher mentors, and instructional coaches. They are key school leaders whose influence shapes school culture by improving subject team performance, driving curriculum planning, using data to inform teaching, leading assessment and learner achievement, and fostering a collaborative culture of excellence.

This scholarship aims to strengthen your ability to meet these Quality Management System (QMS) and Personnel Administrative Measures (PAM) responsibilities through targeted coaching, classroom practice support, and real-world leadership development.

To establish a strategic partnership with the operation and ensure that people practices are aligned with operational practices to yield optimal performance.

Role Profile:

Industrial/Employee Relations:

• Provide advisory services related to misconduct, operational requirements, incapacities, grievances, and dispute resolution.
• Facilitate all matters relating to misconduct, incapacity, operational requirements, grievances, and disputes.
• Mitigate and defend industrial relations risks at the CCMA.
• Identify gaps, propose, and implement changes within contractual frameworks and organizational policies.
• Drive employment equity and ensure adherence to policies.
• Ensure compliance with legal, business, and client requirements.

Performance Improvement:

• Collaborate with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Promote performance management and calibration sessions.
• Propose changes for continuous improvement.
• Identify poor performers and implement measurable changes to yield positive outcomes.

Engagement:

• Serve as a single point of contact for employees and managers within the business unit.
• Support the delivery of People Processes proactively.
• Conduct weekly meetings with stakeholders to analyze needs and provide feedback on People actions.
• Analyze client feedback and processes to ensure service enhancements.
• Engage with management proactively, respond to queries promptly, and implement opportunities for improvement.
• Support collaboration and proactive communication between departments.
• Present MBR and suggest change management strategies.
• Provide meaningful reporting to facilitate business decisions.

Absence Management/Attrition:

• Review exit information and implement positive changes.
• Conduct stay interviews.
• Identify proactive measures to reduce and mitigate attrition.
• Facilitate employee ambassador sessions and collaborate with departments for positive change.

Reporting:

• Work closely with stakeholders to understand reporting needs and compile reports to drive positive change.

Design & Delivery:

• Coordinate with People Projects Partners and stakeholders to contribute to the successful delivery of people and business projects.

Experience/Qualifications:

• Grade 12 or equivalent NQF qualification.
• Tertiary qualification or equivalent NQF qualification.
• 5-7 years of experience in Human Resources or Management roles.
• Previous experience in a call center is advantageous.
• Strong MS Excel and PowerPoint skills.