682 Human Resources jobs in Johannesburg

Role Overview

• Lead the development and execution of the HR strategy across the African operations.
• Drive the formulation and implementation of the BBBEE strategy specific to South Africa.
• Oversee the performance management system to foster a high-achieving culture aligned with business goals.
• Manage workforce costs, including budgeting, policy formulation, and medium-term financial planning.
• Provide leadership and direction to the HR team (including HR Business Partners, HR administration, and payroll) to deliver outstanding HR services to the business.
• Cultivate strong collaboration with global HR counterparts to ensure seamless coordination and alignment between local HR teams and Corporate Centres of Excellence.
• Support regional and global HR projects as needed.
• Develop leadership capabilities to strengthen the organisation's talent pipeline for the future.
• Mentor and guide the leadership team across Africa to drive business outcomes.
• Offer HR consultancy services to management teams across the continent.
• Lead change initiatives that promote ongoing productivity improvements.
• Assess organisational health and spearhead initiatives to enhance company culture and employee engagement.
• Design and implement talent management programs that position the company as an employer of choice.
• Oversee learning and development strategies within the organisation.
• Align succession planning and talent development activities with overall corporate strategy.
• Manage compensation and benefits programs effectively.
• Ensure timely and accurate payroll administration in accordance with established procedures.
• Guarantee compliance with labour laws across all African markets of operation.
• Maintain and update policies and procedures that support the organisation's values and comply with local employment regulations.
• Handle employee relations throughout Africa to minimise risk.
• Oversee recruitment and selection processes to meet business demands.
• Implement onboarding and induction programs that facilitate smooth integration of new hires.
• Promote adherence to HR best practices throughout the organisation.
• Work towards standardising HR processes where feasible across all locations.
• Prepare detailed reports for senior governance bodies including the Board, Executive Committee, and Management Committee.
• Drive the execution of additional strategic HR initiatives critical to organisational success.

• Bachelor's degree in Human Resource Management or Industrial Psychology.
• Minimum of 10 years' experience in Human Resources.
• At least 5 years' experience in a senior leadership role.
• Proven track record of engaging with Executive Committee (EXCO) members.
• Strong leadership and management expertise
• Excellent organisational abilities
• Superior communication skills
• Keen attention to detail
• Willingness to travel as required
• Proficient document and administrative control
• Ability to investigate and resolve queries promptly
• Skilled in handling confidential information with discretion
• Comfortable engaging with senior executives
• Proficient in Microsoft Word, Excel, and PowerPoint

• Attractive package and bonus on offer
• Opportunity to join a leading multinational organisation

Contact: Ryan Olver

Quote job ref: JN-

Phone:

Overview

Head of Health and Safety role at Lumenii . Lead the Health, Safety and Environmental function to ensure projects, people, and communities thrive in a safe, compliant, and sustainable way.

• Develop and roll out group-wide Health, Safety, and Environmental strategy.
• Lead ISO 14001 and ISO 45001 certification and recertification processes.
• Champion a proactive safety culture, conducting risk assessments, audits, and incident investigations.
• Ensure compliance with South African OHS Act, construction regulations, and environmental laws .
• Drive innovation through digitalisation and automation of HSE reporting.
• Mentor and coach managers and supervisors on safety leadership.
• Deliver impactful training programmes to enhance safety awareness and accountability.
• Promote sustainable practices, environmental stewardship, and worker wellbeing.

• A relevant tertiary qualification in Health & Safety, Environmental Science, or Engineering .
• Professional certifications (SAMTRAC, NEBOSH, OHS Diploma).
• 8–10 years’ HSE leadership experience, ideally in construction or property development .
• Proven success achieving and maintaining ISO 14001 & ISO 45001 certifications.
• Strong knowledge of South African health, safety, and environmental legislation .
• Leadership flair with the ability to influence, inspire, and build a safety-first culture.

• Market related Cost to Company (CTC) salary.
• Mandatory provident fund, which includes the successful candidate's choice of fund allocation.
• Paid maternity/paternity leave.
• Paid annual leave and additional discretionary leave during the shutdown period over the festive season.

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

• Directorate : HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT
• Number of Posts : 1
• Package : R Per Annum (All – inclusive package)

Requirements :

• A Matric plus an undergraduate qualification (NQF level 7) as recognized by SAQA in Labour Relations or Human Resource Management with Labour Relations as a Major or Specialisation. A minimum of 3-5 years relevant experience at Assistant Director level in a Labour Relations environment. Possession of a valid driver’s license. SKILLS AND COMPETENCIES: The incumbent should possess knowledge of Labour Relations, Human Resource Management, Public Service Legislative Frameworks, Collective Agreements and PSCBC Resolutions. Knowledge of Persal System and Organisational Design, transformation and its challenges. Strategic capability and leadership, programme and project management, negotiation skills, conflict management, Financial and knowledge management, good verbal and written communication skill and Report writing skills. Positive attitude.

Duties :

• Manage and monitor the implementation of Labour Relations strategies, policies and procedures in line with the Public Services framework. Manage, monitor, review and improve the handling of grievances and discipline in line with the grievance and disciplinary framework. Oversee the implementation, review and improvement of the handling of dispute/s and collective bargaining in the Department. Represent the Department at the Provincial Chambers for Public Service Coordinating Bargaining Council (PSCBC) and General Public Service Sectoral Bargaining Council (GPSSBC). Attend and represent the Department during Conciliation and Arbitration hearings. Conduct reviews, rescission/s and condonation applications. Brief appointed attorneys and office of the state attorneys on labour relations disputes and / or cases. Compile and submit all required administrative reports. Management of the sub-business unit.

Notes :

• No late applications will be considered. No faxed or emailed applications will be accepted. The Gauteng Department of Human Settlements promotes equal opportunity and aims to implement affirmative action measures to address the disadvantages in employment. Preference may be given to appointable applicants from the underrepresented designated groups in terms of the department’s equity plan. Candidates whose appointment will promote representativity in terms of race, disability, youth & gender will receive preference. Whites, Indians, Coloureds and Persons with disabilities are encouraged to apply. It is the applicant’s responsibility to have foreign qualifications evaluated by the South African Qualifications Authority (SAQA). Applications should be submitted strictly online at and it should be accompanied by a new Z83 and a comprehensive Curriculum Vitae (CV) only. Certified copies of qualifications, Identity and valid driver’s license (where driving/travelling is an inherent requirement of the job) will be limited to shortlisted candidates only. Correspondence will only be limited to shortlisted candidates. If you have not been contacted within 3 months of the closing date of this advertisement, please accept that your application was unsuccessful. For all SMS positions, the successful completion of the Public Service Senior Management Leadership Programme as endorsed by the National School of Government and possession of the SMS Pre-Entry Certificate is required prior to appointment. For more details on the pre-entry course visit: Following the interview and exercise, the selection panel will recommend candidates to attend a generic management competency assessment (in compliance with the DPSA Directive on the implementation of competency-based assessments). The competency assessment will be testing generic management and development for SMS posts. The Department reserves the right not to make appointment(s) to the advertised post(s).

Employer : Department of Human Settlements

Location : Johannesburg

Closing Date :

Criteria Questions

Do you have Matric plus an undergraduate qualification (NQF level 7) as recognized by SAQA in Labour Relations or Human Resource Management with Labour Relations as a Major or Specialisation?

Do you have a minimum of 3-5 years relevant experience at Assistant Director level in a Labour Relations environment?

Do you have knowledge of Labour Relations, Human Resource Management, Public Service Legislative Frameworks, Collective Agreements and PSCBC Resolutions, Persal System and Organisational Design?

Are you in possession of a valid SA drivers license?

Please Notes :

• Due to the large number of applications we envisage receiving, applications will not be acknowledged. If youdo not receive any response within 3 months, please accept that your application was not successful.

About the Client :

Our client specializes in delivering tailored solar power solutions to businesses, offering a host of benefits. By partnering with us, businesses can enjoy reduced energy costs, enhanced sustainability, and increased energy independence.

A. Administration Job Purpose :

• Manage Ding Talk processes
• Manage company assets allocated to staff
• Manage payment, claims and supplier invoicing
• Manage administration staff
• Fleet Management (servicing, licensing and maintenance)
• Manage general office administration and processes
• Administration and maintenance of cost centre expenses
• Staff supervision and job delegation
• Effective self-management and teamwork

B. HR Job Purpose

Recruitment

• Placement of internal / external adverts and vetting candidate applications
• Conducting Reference Checks
• Ensuring all recruitment documentation is in order
• Drafting of contracts
• Staff onboarding

Terminations :

• Compiling all necessary documents when staff leave
• Check staff assets and company property is handed in

Industrial Relations :

• Setting up disciplinaries / drafting of notices of enquiries and charges
• Conducting disciplinary enquiries
• Drafting outcomes
• Attending to grievances and representing company where needed
• Issuing and checking of warnings and maintaining register

HR Policies & Procedures :

• Ensuring compliance with the company's existing policies and procedures
• Making recommendations to Senior Management on updates and additions to the policies and procedures

Knowledge :

• Recruitment
• Employment Equity
• Human Resources

Requirements :

• Written and verbal communication skills
• Problem-solving
• Relationship Management
• Analytical skills, analysis and judgement
• Ability to multi-task
• Query handling & problem solving
• Planning and prioritising, deadline driven, time management
• Administrative skills
• MS Office proficiency (word, excel, PowerPoint, calendar, outlook)
• B Degree or an equivalent qualification
• 5+ years of HR experience of which 2 years would need to be supervisory experience
• Driver's License, Own Transport

About the Role

We are seeking a seasoned People Executive : Talent with a proven track record in global talent leadership to drive our worldwide talent agenda. This role will lead our centralised Centre of Excellence (CoE), defining strategic vision, governance frameworks, and global standards for talent management, while enabling regional teams to execute effectively in diverse markets.

You will shape global workforce strategies, strengthen our employer brand internationally, and oversee talent acquisition and analytics across multiple regions. This is a high-impact role for a senior leader experienced in complex, matrixed organisations, where global insight and local adaptability are key.

• Global Talent Strategy & Planning
  • Design and implement a unified global talent strategy aligned with business goals and anticipated workforce shifts.
  • Define global principles, tools, and frameworks that ensure consistency across regions while enabling local adaptation.
  • Forecast strategic talent needs, including leadership pipelines, critical role risks, and emerging capabilities, ensuring a proactive, globally informed approach.
• Employer Branding
  • Define and govern a globally consistent employer brand, ensuring alignment with the EVP and international talent attraction goals.
  • Enable regional teams to tailor campaigns to local cultures while maintaining a cohesive global narrative.
• Talent Acquisition
  • Lead the global talent acquisition strategy, balancing standardisation with local flexibility for different regions and functions.
  • Set and govern global recruitment performance standards, ensuring consistent high-quality hiring across all geographies.
  • Partner with regional and functional leaders to align hiring with long-term business priorities and global workforce planning.
• Talent Analytics
  • Drive the use of predictive talent analytics to inform global workforce decisions, mitigate risks, and optimize leadership pipelines.
  • Oversee global talent dashboards and metrics, ensuring data-driven insights guide succession planning, mobility, development, and diversity initiatives.
• Leadership & Governance
  • Establish and enforce “global minimum standards” for talent management, while providing structured guidance for regional flexibility.
  • Lead cross-functional, international teams with clarity, influence, and credibility.

• Education: Master’s Degree in HR, Organisational Psychology, or related field.
• Experience: 10-12 years of global talent management and executive development experience, including at least 5 years in senior management. Proven success in leading recruitment and talent transformation in complex, multinational organisations.
• Expertise & Skills: Deep understanding of global workforce strategy and talent management principles.
• Expertise in employer branding, talent acquisition, and international HR ecosystems.
• Strong systems thinking and talent analytics capability.
• Ability to influence senior leaders and drive global talent initiatives across diverse regions.
• Commercial acumen, critical thinking, resilience, and emotional maturity.
• Fluency in AI and data-driven approaches to modern talent practices.

Job title: Head : Learning & Development

Job Location: Gauteng, Randburg

Introduction

• Tracker requires the expertise of an experienced Head : Learning and Development to manage the Learning and Development portfolio, focusing on strategic people development, leadership and talent management, as well as change and culture. This individual will be responsible for defining, developing, implementing, and managing a fit-for-purpose learning and development strategy, driving continuous learning and knowledge sharing across the value chain. Reporting to the Executive : Human Capital, the successful candidate will ensure the integration and efficiency of processes and programs within the company, while measuring the success of implemented learning initiatives.

Job description

• Lead the development, and implementation of an L&D strategy that aligns with business objectives, fosters continuous improvement, and integrates talent development priorities into Tracker’s broader strategic goals.
• Drive the development of the Tracker Learning Academy to create a structured pipeline for leadership and talent development, ensuring future leaders are identified, nurtured, and learning is integrated into career progression and daily operations.
• Oversee the development and implementation of digital learning initiatives to provide scalable, flexible, and accessible learning opportunities for employees at all levels.
• Identify, assess, and address the training and skills development needs of the organisation, with a focus on leadership development to support succession planning and talent retention.
• Serve as a member of the OPCO, sharing oversight on operational activities, contributing to tactical planning, ensuring L&D strategies align with business goals, integrate into broader operations, and support business performance and organisational transformation through talent development priorities.
• Manage and develop a team of Learning Specialists, ensuring they are equipped with the skills and resources to effectively support the L&D strategy and contribute to business impact.

• Drive cultural transformation and change initiatives through L&D programs, ensuring alignment with organisational goals and supporting committees such as the Transformation Committee and EETSCom.
• Champion a culture of continuous learning and innovation, ensuring employees have the tools and resources to stay ahead of industry trends and evolving business needs. Introduce various learning initiatives to improve employee effectiveness.

• Manage the training and development budget, developing an annual forecast based on talent development requirements and tracking expenditures to ensure efficiency.
• Compile training and development progress reports, providing regular updates on training effectiveness, and impact on business outcomes.
• Establish and maintain a trainee database for the company, ensuring accurate records of training participation and progress.
• Work with the Skills Development Facilitator to manage learnerships and graduate programs, ensuring these initiatives are aligned with business needs and objectives.

• Regularly measure the effectiveness of L&D initiatives, analysing ROI and aligning training outcomes with business performance metrics to demonstrate tangible results and impact.
• Add value to the organisation and contribute to improving profit margins through training return on investment (ROI), establishing a more systematic approach to talent development, and ensuring that training initiatives are directly aligned with business needs and performance.

• Ensure sustainable relationships with relevant SETAs, including partnerships on special Skills Development Programmes and updated QMS. Ensure Skills Development / SETA compliance through Workplace Skills Plans (WSP).
• Responsible for complying with applicable legislation, policies, standards, and laid-down procedures (statutory and regulatory requirements). This includes developing, implementing, and monitoring the WSP in line with legislative requirements.
• Manage the Socio-Economic Development (SED) pillar in partnership with the SED Facilitator to ensure alignment with broader community engagement goals, support talent development across sectors, and contribute to fulfilling corporate social responsibility (CSR) commitments.

• Develop and maintain strong relationships with key internal stakeholders, including senior leadership, department heads, and HR teams, to ensure L&D initiatives align with business objectives and support talent development needs.
• Maintain advisory / consultative relationships with subject matter experts and department heads to ensure that L&D programs remain relevant, effective, and aligned with business goals.
• Build and sustain partnerships with external stakeholders such as SETAs, industry associations, training providers, and educational institutions to enhance learning opportunities, stay current with industry trends, and ensure compliance with Skills Development and other regulatory requirements.

• An honors degree or equivalent qualification in HR Management or similar,
• A post-graduate qualification such as MBA, SMP or MAP or at least 3-5 years in HRD at a senior level preferred
• 5-8 years Previous Training and Development management experience and exposure at EXCO level
• ETDP (with at least a facilitator and assessors qualification;)and or SDF background
• A good balance of strategy and hands on experience in all people development aspects
• Ability to effectively communicate at all levels
• Previous experience working with SETA's
• Outstanding needs analysis, positioning, Training and Development justification skills
• Superior presentation and excellent oral and written communication skills
• Prior experience with e-learning systems
• Ability to successfully lead and motivate a team
• Excellent understanding of learning and development systems / programmes
• Ability to work under pressure
• Good problem solving and decision making skills
• Professional and positive attitude at all times and to lead by example
• Human Resources jobs

To play an advisory role on matters relating to legal compliance with employment law, employee misconduct and disciplinary action, poor performance incapacity, employee grievances and external dispute resolution (including representation at the Bargaining Council for the Clothing Manufacturing Industry and CCMA) across brands / divisions within TFG and TFG Africa.

In addition, to consult on more complex cases, assist with ensuring that TFG is compliant with legislation governing employment, assist with research and give input into the development of policies and training material as well as capacity building of internal customers.

Responsibilities:

• Assist line managers to resolve grievances
• Consult with line managers on cases of misconduct
• Provide guidance in terms of disciplinary processes
• Consult regarding FWWs and CFWWs
• Draft charges
• Review outcomes of enquiries to ensure fairness and consistency
• Consult with line managers on cases of poor performance and ill health incapacity
• Consult with line managers on S189 processes
• Prepare applications / affidavits / documents for CCMA processes
• Represent the company at the CCMA / BC – in limine, conciliation and arbitration
• Upload and update cases on ER system
• Keep abreast of developments in employment legislation and case law
• Assist with facilitation of ER training
• Ensure business compliance with labour legislation and case law
• Assist SPA: ER Domain with research and drafting ER related policies
• Provide input into development of ER related training material
• Provide input and guidance to ensure capacity building of ER consultants

Requirements:

• Minimum 5 years functional ER experience
• Solid experience of the clothing manufacturing industry and/or retail industry
• Experienced at representing at the Bargaining Council and CCMA
• An HR-related or legal qualification is essential, and any ER related qualification, advantageous
• Solid knowledge of disciplinary and grievances procedures
• Solid experience in representing the employer at conciliation, con/arb, in limine hearings and arbitration
• Thorough knowledge of employment law and labour legislation governing the clothing manufacturing industry and/or retail industry in SA
• Knowledge of employment law and labour legislation in other African countries is advantageous
• Litigation and drafting skills essential
• The ability to influence
• Facilitation skills
• Experience dealing with unionised environment is advantageous
• Excellent interpersonal and communication skills
• Resilience in the face of obstacles
• Ability to work under pressure
• Team orientated
• High work ethic
• Willingness to share knowledge and capacitate others
• Must be able to travel locally and outside of SA

Preference will be given, but not limited to candidates from designated groups in terms of the Employment Equity Act.

• Full-time

Kaelo provides essential healthcare solutions ensuring the physical and psychosocial wellbeing of all South Africans towards lasting social change. Kaelo meets the Healthcare needs of Corporate and Retail clients across South Africa – products offerings include Medical Insurance, Medical Aid, Gap Insurance, Kaelo Money and employee assistance programmes.

This role fulfils a dual function of an HCBP and Payroll Specialist

The Human Capital Business Partner (HCBP) will be responsible for leading, implementing and delivering Human Capital (HC) initiatives aligning to business objectives and needs, partnering with leaders and relevant stakeholders in prioritizing recruitment, performance management, labour relations, talent management, reward and recognition and initiatives in enhancing people solutions in alignment to the overall HC and business strategy. The HCBP will assist in the development and implementation of the HC operational plan based on a holistic understanding of our diverse workforce, enabling attraction, development and retention of top talent. You will be responsible for maintaining personnel records, managing employee documents (including employment records, onboarding and offboarding guides) and updating internal databases. Assisting with the administration that encompasses the full end to end employee life-cycle.They should have a good understanding of business functions, good communication, interpersonal, organisational and tactical thinking capabilities.

The Payroll Specialist function will be responsible for performing all activities relating to multiple payrolls, including maintenance of related records, filing tax reports, preparing accounting transactions and documents as well as preparing certain reports.

KEY OUTCOMES

Recruitment

• Ensure that Recruitment and Selection principles and practices are aligned to the EE transformation plan in order to achieve the agreed upon targets.
• Ensure best practice of recruitment and selection is in place to attract the best talent
• To ensure that effective and appropriate HC Policies and Procedures are in place which meet legal requirements, best practice and organisational objectives
• Evaluate and align internal processes to ensure effective and efficient recruitment and selection.
• Recruit, select and onboard new employees as per the agreed recruitment and selection procedures.
• Work with leaders, having a full understanding of their departments and recruitment requirements.
• To maintain consistent service delivery to ensure client satisfaction.
• Conduct recruitment in alignment to the HC budget.

Develop And Retain Talent

• Assist managers in identifying gaps for employee development to support delivery of KPI's in alignment to department and overall business strategy.
• Coach managers with regards to HC and people related processes as per clients’ needs such as recruitment of talent, industrial relations and performance management.
• Ensure that the Performance Management process and principles are applied by managers as per the process guidelines and timelines.
• Ensure that the performance management principles and processes are understood, adopted and followed across the business.
• Ensure that management implement and execute performance and goals processes within the guided timelines.
• Facilitate the Performance Management process with line management and employees.
• Commit to developing self by remaining up to date with HC best practice, local and international trends.

Connecting Culture To Business Initiatives

• Ensure that HC processes are aligned and applied as per legislation, policies and internal processes.
• Ensure implementation of legislative and compliance matters relating to labour practices.
• Ensure that HC, payroll, benefit and other HC administrative queries are resolved effectively and timeously.
• Ensure that managers and employees receive effective and appropriate advice and support on the implementation and interpretation of HC policies and procedures.
• Assist in the implementation of culture initiatives with the business unit and wider Kaelo.
• Provide input to development, testing and implementation of HC modules for PSIBER as it relates to employee information, recruitment and selection, performance and goals, reward and recognition, budgets and succession planning.
• Support employee wellness programmes and initiatives.
• Ensure that all employee engagement and communications are considered from a Human Capital strategy perspective.

Lead, Influence And Facilitate Change

• Act as a change agent to further enhance our strategy delivery.
• Understand the overall organisational structure and make recommendations as business needs continue to evolve.
• Facilitate the implementation of Talent Management and Succession Planning
• Manage all learning interventions, with the approval of management.
• Manage administration of learnerships and graduate programmes.
• Coordinate and host the Kaelo Induction.
• Manage the coordination of all ‘People’ events.
• Facilitate the coordination of BBBEE and WSP/ATR through 3rd party providers.
• Partner with leaders on organisation design and team dynamics.
• Support deployment of HC initiatives and programmes.
• Support people agenda items and assist in the implementation of activities as it relates to the various people forums within Kaelo.
• Support and assist in the coordination and rollout of HC projects and initiatives.

Payroll

• Responsible for the preparation and processing of monthly payroll
• Liaise with external partners, like insurance vendors, and ensure legal compliance
• Communicate payroll changes to the Chief People Officer and Chief Finance Officer
• Responsible for the coordination between Finance and People Solutions, to ensure proper flow and maintenance of employee data and records

People Support

• Prepare People Solutions documents, like employment contracts and new hire guides
• Assist with increase cycles and employee related administration
• Answer employees’ queries about People Solutions and Finance related issues
• Maintain relevant employee information and personnel records (e.g. leaves of absence, sick days and work schedules)
• Keep abreast with company policies and tax legislation that impact on remuneration
• Arrange travel and accommodation related activities

Reporting

• Prepare month-end journals and reporting integrating to the financial system. (including preparation/distribution of detailed reports, e.g. expense claims, overtime, leave balances, head count, and month end reports)
• Generating reports for payments e.g. PAYE returns and other third parties
• Create regular reports and presentations on People Solutions metrics (e.g. attrition, leave and tenure)

Projects

• Participate in People Solutions and Finance projects

SPECIAL REQUIREMENTS

Maintain confidentiality and exercise extreme discretion

PERSON DETAILS: WORK EXPERIENCE

REQUIRED

A minimum of 3-5 year’s relevant HC experience in a similar role

Experience within the Health Insurance or Financial Services Industry would be advantageous

Up to date knowledge of employment legislation, HC best practices and a strong background in HC.

3+ years performing all payroll functions

Strong experience using and understanding the flow of transactions in an integrated and automated payroll accounting system

REQUIRED

Relevant Bachelor’s degree or equivalent in Human Resources, Business or Administration

Qualification in Payroll administration

PREFERRED

Bachelor of Commerce (Human resources management or Finance)

A Bachelors degree in Industrial Psychology

TECHNICAL SKILLS OR KNOWLEDGE

REQUIRED

Computer Literacy – Advanced Microsoft Excel, Word and PowerPoint

Strong phone, email and in-person communication skills

Proficient on PaySpace Payroll and ESS

PREFERRED

Knowledge of Labour Laws

PERSONAL ATTRIBUTES : COMPETENCIES

• Client focus
• Cultivates innovation
• Drive results
• Planning and organisation
• Influencing and building relationships
• Flexibility and adaptability
• Communication (verbal and written)

Should you progress in the interview process, we may request special person information* from you. We strive to only gather this information during the offer stage and use encryption based software to protect this information.

#J-18808-Ljbffr