13 Organizational Psychology jobs in South Africa

Job Purpose

The HR Consultant will be responsible for the implementation of all HR processes, projects and activities throughout the life cycle of the employee at a business unit level; ensuring sound advice and the seamless and consistent delivery of the services to line management and employees in line with company procedures and compliance standards.

This will include the delivery and updating of the HR Information Management System and data integrity; recruitment and selection processes; governance, project and change management & reporting; the implementation of employee relations practices; consultation and advice to line on people management policies and practices; talent and learning practices for the unit; as well as performance consulting, in line with legislation and Sun International standards.

Key Performance Areas

Delivery of HR Operational Services

• Understand and implement the people strategy to support business operations
• Partners with management to understand performance, productivity and other people challenges; be able to diagnose the issue and provide solutions to improve people practices across the business
• Facilitate all recruitment, selection and assessment processes; including advertising, interviewing, reference checking, vetting; appointments
• Facilitate the relocation and onboarding of employees onto the complex; ensuring employees experience an onboarding and employment experience in line with Sun International's EVP and brand
• Be able to explain payroll and benefits queries and disputes
• Work with management to understand and troubleshoot queries and employee relations issues being experienced within the operations – including the facilitation of the grievance and disciplinary processes
• Proactively engage with all stakeholder to "feel the pulse" of the Business unit and actively communicate with operational teams on changes and challenges taking place; ensuring resolution
• Work with management and staff to implement the Sun Way Culture and Sun values
• Work with management and staff to facilitate and improve employee engagement projects

HR Data Integrity & Reporting

• Capture changes in the HR System in line with operational changes and changes to employee's personal information and employment
• Facilitate the flow of paperwork to support these changes, ensuring that all stakeholders (e.g. payroll) are informed timeously
• Update personnel files
• Update the data integrity in the HR system ensuring that it is complete and accurate
• Prepare audit documentation in line with policy and procedure and implement any remedial action plans
• Leave liabilities and sick leave balances are tracked and addressed with relevant HODs
• Compile and monitor reports on all people processes and analytics for the business
• Compile relevant reporting for the unit; and track Employment equity and skills development statistics for the business unit

Performance Consulting

• Facilitate the performance management process, and assist operators with any challenges or concerns they may have from a process perspective
• Tracks and analyses performance results across the business operations to identify individual opportunities and performance gaps.
• Where trends are identified conduct analyses (including observations / interviews) to investigate issues being experienced in the operations, diagnose and identify the root cause of the issue.
• Make recommendations to improve performance
• In collaboration with the COE, facilitate learning solutions relevant to identified gaps
• Be a change agent and communicate on change plans within area of responsibility.
• Participate and assist operators with the implementation talent and career processes
• Implement transformation plans and initiatives for the business unit in line with targets and policy

HR Governance

• Understand and execute against the standard operating procedures for HR Processes
• Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools
• Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International;
• Escalate areas of concern to HR Management in order address and resolve.

HR Project Implementation

• Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects
• Co-ordinate and implement HR projects and deliver work as defined in the project plan and deadlines
• Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations
• Provide feedback to HR Management on any challenges, obstacles, successes to implementation
• Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility
• Update electronic files to ensure that all information is appropriately documented
• Trouble shoot and support the operators by providing relevant information or escalating when required to ensure resolution
• Encourages the integration of organisational values, with the culture and the Employees' ways of working
• Assist with the scheduling of communication and other events to implement change practices and ready the unit for changes taking place
• Prepare communication as required
• Provide input around identified risks and recommendations linked to the project

Learning & Development Administration

• Capture and update training events and records in the learning system
• Capture all skills spend in the system
• Track skills spend and documentation for BBBEE reporting
• Assist in the compilation of skills development data for reporting purposes
• Co-ordinate induction processes to support onboarding
• Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP
• Co-ordinate logistical arrangements for facilitated learning programs on site
• Co-ordinate and track learnership contracts and documentation for the business unit
• Co-ordinate logistics and prepare filing for audits taking place on site

Stakeholder Engagement

• Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding, performance management, employee relations and labour legislation
• Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues.
• Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines ;
• Stay informed of HR practices, policies and labour legislation.
• Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams
• Act as a point of contact for learning providers and BBBEE auditors

Education

B. Degree in Human Resources Management

Experience

Minimum 5 years experience in HR, including 3 years experience as an HR Officer

Skills and Knowledge

Core behavioural competencies

• Planning
• Decision-making
• Evaluating & Developing HR competence
• Results orientation
• Developing relationships
• Service orientation
• Analytical thinking
• Managing risk
• Motivating others

Technical / proficiency competencies

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge – including recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Project Management
• Proficiency in MS Office; Peoplesoft
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

Equity

Preference will be given to employees from the designated groups in line with the provisions of the Employment Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans.

The HR Consultant II is responsible for managing more complex HR functions and delivering efficient first-time call resolution. They provide superior service and excellent employee experience, manage talent acquisition, employee relations, and training and development, ensuring adherence to policies and procedures. Additionally, they assist line managers and employees with effective utilization of self-service options and maintain employee data and reporting.

Key Responsibilities:

• Deliver efficient first-time call resolution while providing an all-round superior service and excellent employee experience
• Responsible for talent acquisition including sourcing, screening, assessment coordination and placement of candidates
• Provide employee relations advice and support
• Provide support and advice related to, among others:
• Talent Acquisition
• Employee Relations
• Training and Development
• Performance and Transformation
• OD and Reward
• Maintain and ensure adherence to agreed policies and procedures
• Assist and advise line managers and employees on the effective utilisation of relevant self-service options
• Maintain employee data and reporting
• Adhere to service level agreements and quality standards

Qualifications and Experience:

• HR related Diploma, Degree or Postgrad is preferred
• 2 – 3 years' experience in HR
• Cross function HR knowledge (Non- negotiable)
• Good MS Office (Excel) skills
• Customer service / user experience passion
• Continuous improvement performance mindset
• Understanding of the TFG business context

Skills:

• Review and Reporting
• Managing Change
• Business Case Contribution
• Business Process Modeling (BPM)
• Enterprise Readiness Assessment
• Perform Gap Analysis
• Human resources systems and tools
• Presentation Creation
• Spreadsheet Expertise
• Employee Relations
• Learning Solutions Development

Behaviours:

• Business Insight - applies market and business insights in order to drive organisational objectives
• Collaborates - effectively works with others to achieve shared goals
• Communicates Effectively - conveys information and communicates ideas in a clear, concise and impactful manner
• Decision Quality - consistently makes timely, well-rounded and informed decisions
• Ensures Accountability - takes accountability and ensures others are held to account on agreed upon performance targets
• Manages Complexity - interprets and simplifies complex and contradictory information when resolving organisational problems
• Optimizes Work Processes - assesses and improves the efficiency, effectiveness, and quality of various work processes
• Tech Savvy - leverages new technology to enhance productivity, improve problem solving, and support business growth

Please ensure that your Line Manager is aware of your application.

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

4557 HR Consultant (P8)

RESOURCES AND OPERATIONS Human Resources

Bloemfontein Campus

Main purpose of the job

To act as a primary contact point for HR related services to management and staff of the University

Main tasks

• Implement and monitor HR policies and procedures and ensure compliance with the University requirements as well as relevant legislation
• Provide HR services to management and employees within the allocated sector
• General administrative duties

Nature of appointment: Permanent Support Service

Minimum salary scale (Total Cost to Company): R per annum

Note: CUT applies an internal parity model to determine remuneration that complies with the principle of "equal pay for work of equal value". Accordingly, the preferred candidate may expect an offer that is in line with their qualifications and years of similar experience. Please contact the Recruitment office for more information on the applicable salary scale.

Minimum Qualification/ Knowledge and/or Experience

• Three-year qualification in Human Resources or Industrial Psychology.
• Three years' experience in a generalist HR environment.
• Working knowledge of an HR administration system.
• Working knowledge of applicable South African labour legislation.
• Registration with SABPP.

Desired Qualification, Knowledge and/or Experience

• Postgraduate studies in Human Resources or equivalent.
• At least five years' experience in a generalist HR environment.

Job-Related Enquiries: Ms. H. Kotze )

Remuneration, Benefits and Process Enquiries: Recruitment Office )

To find out more or to apply, visit or

CLOSING DATE FOR APPLICATIONS – 19 September 2025

Company Description

At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek.

Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems.

Deloitte offers career opportunities across Internal Client Services, Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T).

Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level.

Job Description

About the Division

It takes a high-powered network of internal support professionals to keep Deloitte going strong. The internal services function provides a wide variety of support services to our organisation and people.

Rewarding career opportunities are available in:

• Human resources
• Information technology
• Marketing and Communications
• Financial support services, and much more.

As with all the functions in Deloitte, a core set of competencies is associated with each internal service area. An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen, and the instinct to think and act globally are essential for advancement within Internal Client Services.

What impact will you make?

Every day, your work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance. As the undisputed leader in professional services, Deloitte is where you'll find unrivalled opportunities to succeed and realize your full potential.

Main Purpose of Job:

Support the Human Resource Manager in the execution and delivery of the People and Purpose strategy to internal clients in the region. High quality support and delivery over the full HR Employee Lifecycle, creating a distinctive and consistent Talent and Employee Experience across the region/s.

Responsibilities for the role

• Support over all standard processes, including hires, exits, reporting, bi/annual reviews, compensation/bonus processes, talent and business reviews and talent boards, data integrity, governance and analytics excellence, transfers, maternity, job descriptions/grading, etc.
• Contractor / flexible workforce management.
• Compilation/amendments of Job Descriptions to support Talent Acquisition in their recruitment process.
• Collaboration with the reward team for grading of Job descriptions where applicable.
• Collaboration with Talent Acquisition to ensure the finalization of EE Deviations where applicable.
• Review of recruitment packs to ensure that all due diligence/governance aspects are complied with.
• Logistic arrangements for on boarding for business specific induction and support with virtual/in-site onboarding presentations.
• Management of the probation process.
• Ensure high quality and timeous payroll input is provided to the relevant administrators for the various aspects of the HR Lifecycle (e.g. new hires, terminations, maternity, unpaid leave etc).

Office of the General Counsel:

• Support the HRM in the execution of Misconduct Matters: Investigatory sessions & minutes of meetings.
• Collaboration with RIL to provide business with appropriate Talent Recommendations.
• Independent management of routine non-complex matters.

Performance Management:

• Administration of GPE system including all reporting and the uploading and mapping of KPC's. Resolution of GPE technical enquiries.
• Train new hires and provide refresher training to existing employees on the GPE system.
• Support the HRM in the embedding and full adoption of the GPE. In addition to support the HRM in the execution of Business and Talent Reviews and Talent Boards.
• Support to business in their facilitation of all performance management matters
• Management and support of the Audit Trainee EAT system and processes and the monitoring and compliance of the SAICA Training Regulations.

Projects

• Support to the HRM in the execution of HR related projects as required by the service lines/regions.

Qualifications

Required

• National Diploma in relevant function and studying towards degree.
• 3 years working experience within the relevant function.

Desired

• Bachelor's degree in HR.
• 2 years at a consultant level within the function

Additional Information

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We seek to create and leverage our diverse workforce to build an inclusive environment across the African continent.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams, here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent's data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

Job Title: Industrial Psychologist Country: South Africa Area: Western Cape Cape Town, WC Monthly Salary: Market Related Industry: All Ready to Redefine the Employee Experience at Faircape Group? Are you passionate about transforming how people experience work? Do you thrive on translating strategy into purposeful action, with integrity, empathy, and resilience guiding your every move? If so, we'd love to connect with you. At Faircape Group, we operate across diverse industries - Healthcare, Retirement Holdings, Telecommunications, ISP, Utility Management, Property Management, and Infrastructure Installation. But at the heart of our success are high-performing teams that are collaborative, values driven, and committed to delivering excellence together. We're seeking a forward-thinking Industrial Psychologist or HR professional to join our dynamic team. You'll be more than a support function, you'll be a trusted strategic partner, shaping the culture, performance, development, and wellbeing of our people at every stage of their journey. What You'll Be Driving Strategic HR Partnering Serve as a consultant and sounding board to managers and the executive team, helping embed a culture of ownership, trust, and alignment. Co-create solutions for people challenges that reflect both strategic vision and lived experience on the ground. Learning & Development that Matters Lead and evolve our training framework to meet changing skill demands across industries. Design learning that's not only compliant, but compelling - turning gaps into growth stories. Drive monthly insights from training data and collaborate to refine and future-proof development plans. Oversee training & development efforts, using our internal tracking platform and align with managers to ensure that annual plans are drafted and executed. Submit annual training reports and workplace skills plans to our relevant SETAs in collaboration with the HR Generalist, utilising this as a foundation to drive and improve learning efforts. Performance with Purpose Ensure job design and KPIs align with SMART principles and performance structures. Enable managers to have performance conversations that are honest, future-focused, and tied to tangible growth paths. Support succession planning that safeguards institutional knowledge and nurtures emerging leaders. Onboarding with Intention Manage onboarding journeys that are structured yet personal, so every new joiner feels confident and connected from before day one. Review and refine the onboarding experience quarterly, turning feedback into action. Wellness & Engagement Champion wellness that's woven into daily life, not isolated to once-off events. Curate initiatives rooted in data, ensuring wellness and engagement are both impactful and inclusive.This includes setting up plans and positioning it for approval and execution on an annual basis, reviewing impact & effectiveness for reporting back to management with supporting metrics. Compliance & Operational Excellence Keep our HR infrastructure efficient, ensuring policies, processes, and practices remain compliant, consistent, and people-centric. Act as a strategic advisor on key labour issues, bringing clarity and fairness to the table. Retention & Culture Turn insights from satisfaction surveys into meaningful improvements. Curate culture-building efforts - from recognition and engagement plans to internal branding, that promote connection and purpose at every level. What You'll Bring to the Role Required: Honours degree in Industrial/Organisational Psychology or Human Resources Management with broad HR generalist background (depth in OD, ER, talent development, and policy frameworks). Desired: HPCSA registration as an Industrial/Organisational Psychologist (preferred) Strong grasp of South African labour laws, performance structures, change management principles, and talent management. Standout communication and facilitation skills - you connect with empathy and confidence. A sharp eye for trends, patterns, and practical solutions. We're looking for a data-driven and action-oriented individual that can use qualitative and qualitative information to shape initiatives that are truly impactful. A values-aligned, collaborative mindset (you lead change with courage, kindness, compassion, confidence, and credibility). This role is an opportunity to create the kind of workplace you'd want to work in. If you're ready to help us build a culture that unlocks human potential across sectors, we can't wait to meet you. Specific Requirements Solid and positive written references Clear credit record No criminal record Normal working hours are Mondays to Fridays from 08h00 until 17h00 with a 45 minute lunch break. The company allows employees, by approval of the direct manager, to work flexi time between 06h30 and 18h30.

Job Type: Full-time

Work Location: In person

MAIN PURPOSE OF JOB

To design, maintain and implement talent frameworks focused on strategic workforce planning, succession, competency and skills development, and assessments. As the appointed Supervising Industrial Psychologist, the role ensures governance and ethical application of assessments across the division. This role plays a key part in aligning future workforce capability to divisional and organisational priorities by enabling data-driven, fit-for-purpose talent decisions.

KEY RESPONSIBILITY AREAS

• Design and implement divisional strategic workforce planning (SWP) frameworks. Analyse talent demand vs. supply and support capability forecasting to meet current and future business needs.
• Lead the development and governance of behavioural and psychometric assessment practices across the division. Act as the Supervising Industrial/Organisational Psychologist for the organisation.
• Lead the implementation and continuous improvement of a structured and robust succession planning process across the division that identifies critical roles, readiness levels, and development actions
• Develop, update, and embed competency frameworks and skills ontology to inform development plans, role design, and workforce readiness
• Collaborate with HR community, line managers, learning and development and Centre of Excellence Leads to embed tools and frameworks into day-to-day practices
• Generate insights on workforce capabilities, potential, and risks to inform divisional talent decisions

REQUIRED EDUCATION

• Master's degree in Industrial / Organisational Psychology

DESIRED EDUCATION

• Accreditation in various psychometric tool
• Coaching certification

REQUIRED EXPERIENCE:

• Minimum 5 - 7 years' relevant experience in HR, Talent or Organisational Effectiveness with at least 3years at a Specialist or Consultant level leading design frameworks.
• Experience working with various assessment tools
• Experience in organisational development

REQUIRED JOB SKILLS AND KNOWLEDGE

• Strategic Workforce Planning
• Talent management methodologies and practices
• Succession Planning
• Development and maintenance of Competency Frameworks
• Organisational behaviour and development
• Organisational culture transformation
• Change leadership and change management
• Psychometric and Behavioural Assessments
• Performance management process design, implementation and management
• Skills Gap Analysis
• Coaching and Mentoring
• OD intervention design and implementation
• Data Analytics in HR & Reporting
• Stakeholder Engagement and Collaboration
• Ethics in Assessment and Psychological Practice
• Research skills
• Computer skills – MS Office suite

Job Types: Full-time, Permanent

Education:

• Masters (Required)

Experience:

• Specialist or Consultant level leading design frameworks.: 3 years (Required)

License/Certification:

• Coaching Certificate (Preferred)

Work Location: Remote

Position overview

We are seeking a detail-oriented Industrial Psychologist to join our vision to 
transform the way the world experiences entry-level employment
. This role combines scientific rigour with systems analysis, focusing on talent assessment innovation, platform optimization, and strategic client relationships. If you enjoy understanding how systems work, digging into data anomalies, and translating user needs into technical solutions, then we'd love to hear from you

KEY RESPONSIBILITIES

1 Assessment Development & Validation

• Design, develop, and maintain robust psychometric assessment tools using statistical methodologies
• Conduct comprehensive validation studies ensuring assessments meet professional and scientific standards
• Perform ongoing psychometric analyses including reliability, validity, and bias analysis
• Stay current with best practices in assessment development and implement continuous improvements

2 Platform Systems Analysis & Support

• Investigate and diagnose issues when the assessment platform behaves unexpectedly or returns incorrect results
• Collaborate with internal teams to understand user requirements and translate them into clear, structured specifications for the technical department
• Ensure system changes align with business needs and integrate seamlessly with existing platform functionality
• Maintain system documentation and enhance the platform's usability
• Understand how psychometric data flows through the platform, ensuring technical changes maintain measurement integrity

3 Talent Profiling & Analytics

• Create and refine ideal candidate profiles through job analysis and competency mapping
• Conduct comprehensive needs analysis and skills gap evaluations for client organizations
• Interpret and communicate complex predictive statistics to stakeholders
• Develop data-driven insights to enhance talent selection outcomes

4 Client Relationship Management & Consulting

• Build and maintain strong relationships with key platform client accounts
• Provide expert psychometric consultation on assessment strategies and platform utilization
• Guide clients in battery construction, dimension selection, and competency mapping
• Constructing reports and dashboards tailored to customer needs

5 Research & Market Intelligence

• Conduct ongoing research into assessment methodologies and recruitment trends
• Monitor competitive landscape and emerging technologies in talent assessment
• Contribute to thought leadership through reports, presentations, and research publications
• Participate in professional conferences and networking events

ESSENTIAL REQUIREMENTS

Professional Qualifications

• Masters degree in Industrial Psychology, or Psychology Honours with Psychometric accreditation
• Current registration as an Industrial Psychologist with the Health Professions Council of South Africa (HPCSA)
• Expert psychometric skills across the full spectrum of assessment delivery
• Strong understanding of psychometric principles and test development standards

Technical Skills

• Proficiency in statistical analysis software (R Studio, LISREL, JASP)
• Expertise in data visualization and business intelligence tools (Power BI, Tableau)
• Working knowledge of database management and query languages (SQL)
• Understanding of system workflows, user interface logic, and database interactions
• Ability to communicate clearly and translate complex requirements into developer-friendly specifications
• Comfort working with data to track, diagnose, and understand platform behaviour

Professional Experience

• 2-3 years of relevant work experience in industrial psychology or related field
• Proven track record in developing and validating psychometric assessments
• Experience managing client portfolios and building business relationships
• Demonstrated expertise in job profiling and competency modeling
• Strong commitment to scientific rigour and evidence-based practice

DESIRED QUALITIES

Personal Attributes

• Keen analytical mind with strong affinity for systems and structured problem-solving
• Detail-oriented with high standards for accuracy and quality
• Strong communication skills with ability to translate complex concepts for diverse audiences
• Collaborative mindset with ability to work effectively in multidisciplinary teams
• Ability to work independently and take initiative in problem resolution
• Adaptable and innovative approach to emerging challenges

Professional Skills

• Business development acumen and client-facing experience
• Deep psychometric consulting experience
• Project management capabilities
• Presentation and training delivery skills
• Knowledge of employment legislation and ethical guidelines
• Understanding of diversity, equity, and inclusion principles in assessment

Beneficial Experience or Skills

• Exposure to business analysis or systems analysis roles
• Experience with psychometric or assessment platforms
• Familiarity with Jira, Confluence, or similar tools for managing specifications and issues
• Experience in technical requirement gathering and documentation

BENEFITS

• Hybrid model:
   2 remote days per week, work days start anytime between 6am and 9am
• Leave:
   20 days annual leave in year 1 and 25 annual leave days from year 2
• Upskilling:
   Access to Audible and Udemy training on dedicated company time
• No dress code:
   come as you are
• Culture:
   relationships are a core function

Ready to Redefine the Employee Experience at Faircape Group?

Are you passionate about transforming how people experience work? Do you thrive on translating strategy into purposeful action, with integrity, empathy, and resilience guiding your every move? If so, we'd love to connect with you.

At Faircape Group, we operate across diverse industries - Healthcare, Retirement Holdings, Telecommunications, ISP, Utility Management, Property Management, and Infrastructure Installation. But at the heart of our success are high-performing teams that are collaborative, values-driven, and committed to delivering excellence together.

We're seeking a forward-thinking Industrial Psychologist or HR professional to join our dynamic team. You'll be more than a support function, you'll be a trusted strategic partner, shaping the culture, performance, development, and wellbeing of our people at every stage of their journey.

What You'll Be Driving

Strategic HR Partnering

• Serve as a consultant and sounding board to managers and the executive team, helping embed a culture of ownership, trust, and alignment.
• Co-create solutions for people challenges that reflect both strategic vision and lived experience on the ground.

Learning & Development that Matters

• Lead and evolve our training framework to meet changing skill demands across industries.
• Design learning that's not only compliant, but compelling - turning gaps into growth stories.
• Drive monthly insights from training data and collaborate to refine and future-proof development plans.
• Oversee training & development efforts, using our internal tracking platform and align with managers to ensure that annual plans are drafted and executed.
• Submit annual training reports and workplace skills plans to our relevant SETAs in collaboration with the HR Generalist, utilising this as a foundation to drive and improve learning efforts.

Performance with Purpose

• Ensure job design and KPIs align with SMART principles and performance structures.
• Enable managers to have performance conversations that are honest, future-focused, and tied to tangible growth paths.
• Support succession planning that safeguards institutional knowledge and nurtures emerging leaders.

Onboarding with Intention

• Manage onboarding journeys that are structured yet personal, so every new joiner feels confident and connected from before day one.
• Review and refine the onboarding experience quarterly, turning feedback into action.

Wellness & Engagement

• Champion wellness that's woven into daily life, not isolated to once-off events.
• Curate initiatives rooted in data, ensuring wellness and engagement are both impactful and inclusive.This includes setting up plans and positioning it for approval and execution on an annual basis, reviewing impact & effectiveness for reporting back to management with supporting metrics.

Compliance & Operational Excellence

• Keep our HR infrastructure efficient, ensuring policies, processes, and practices remain compliant, consistent, and people-centric.
• Act as a strategic advisor on key labour issues, bringing clarity and fairness to the table.

Retention & Culture

• Turn insights from satisfaction surveys into meaningful improvements.
• Curate culture-building efforts - from recognition and engagement plans to internal branding, that promote connection and purpose at every level.

What You'll Bring to the Role

• Required: Honours degree in Industrial/Organisational Psychology or Human Resources Management with broad HR generalist background (depth in OD, ER, talent development, and policy frameworks).
• Desired: HPCSA registration as an Industrial/Organisational Psychologist (preferred)
• Strong grasp of South African labour laws, performance structures, change management principles, and talent management.
• Standout communication and facilitation skills - you connect with empathy and confidence.
• A sharp eye for trends, patterns, and practical solutions. We're looking for a data-driven and action-oriented individual that can use qualitative and qualitative information to shape initiatives that are truly impactful.
• A values-aligned, collaborative mindset (you lead change with courage, kindness, compassion, confidence, and credibility).

This role is an opportunity to create the kind of workplace you'd want to work in. If you're ready to help us build a culture that unlocks human potential across sectors, we can't wait to meet you.

Specific Requirements

• Solid and positive written references
• Clear credit record
• No criminal record

Normal working hours are Mondays to Fridays from 08h00 until 17h00 with a 45 minute lunch break. The company allows employees, by approval of the direct manager, to work flexi time between 06h30 and 18h30.

With centrally located and modern offices just across from Cavendish in Claremont, Faircape offers market-related salaries, dependent on experience, qualifications, skills and attributes.

Should you not receive a response within 2 weeks of applying, please consider your application unsuccessful.

• Matric.
• Relevant Human Resources qualification.

• Solution-driven.
• Positive attitude.
• Integrity and fairness.
• Excessive communication.
• Attention to detail.
• Prioritising.
• Teamwork.
• Extreme ownership.
• Recognition, accountability, and reliability.

• Address employment relations issues.
• Facilitate retrenchments, including drafting Section 189 notices and conducting meetings.
• Provide daily labour relations and HR assistance to clients.
• Conduct employee counselling sessions for warnings, poor performance, or ill health.
• Chair disciplinary hearings and draft outcomes.
• Draft and administer:
  • CCMA documents (7.11 and 7.13 referrals).
  • Objections to Con/Arb.
  • Rescission and condonation applications.
  • Opposing affidavits (e.g., for condonation and rescission).
• Prepare Con/Arb cases and compile bundles.
• Observe and draft pre-arbitration minutes.
• Represent clients at conciliations and arbitrations.
• Manage multiple correspondences with the CCMA regarding case matters.
• Administer the employee abscondment process.
• Handle UIF registrations and submissions.
• Draft and finalise:
  • Employment contracts.
  • Job descriptions and employee duties/responsibilities documents.
  • HR policies, procedures, codes of conduct, and standards.
  • Notices, agreements, and other HR-related documentation.
• Prepare or update employment documents and records related to hiring, transfers, promotions, and terminations.
• Oversee the hiring process, including coordinating job posts, reviewing resumes, and performing reference checks.
• Process personnel action forms and ensure proper approvals.
• Provide general HR support and daily assistance to clients.

• Prepare, organise, and store information in paper and digital form.
• Handle queries via telephone and email.
• Greet visitors at reception.
• Manage diaries, schedule meetings, and book rooms.
• Take minutes at meetings.
• Type letters and reports.
• Update computer records using a database.
• Print and photocopy documents.
• Maintain office systems.
• Liaise with staff in other departments, such as Finance and HR.
• Process online applications and handle digital documents.
• Draft and distribute HR/IR newsletters.
• Verify sick notes.
• Draft NTAs, suspension letters, warnings (WW, FWW, CFWW), and apply sanction guidelines.

• Manage Employment Equity duties and responsibilities.
• Manage Skills Development duties and responsibilities.
• Maintain client relationships and manage client accounts.
• Oversee client onboarding and develop onboarding plans.