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275 People Culture jobs in South Africa

People & Culture Assistant

Cape Town, Western Cape The Legends Agency

Posted 11 days ago

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Job Description

About the job People & Culture Assistant

Job Title: People and Culture Assistant

Reporting to: People and Culture Business Partner

Department: People and Culture

Working Hours: 8 AM TO 5 PM

WHAT YOU WILL BRING TO THE COMPANY

The People and Culture Assistant will be passionate about delivering a high-level service to the business through their outstanding administrative and communication skills. The individual thrives in a fast-paced environment, superb at problem-solving, efficient in scheduling, and precise in managing the recruitment process. The People and Culture Assistant will support a respective People and Culture Business Partner (BP), striving to learn and develop in their career whilst having a positive impact on the overall performance of the People and Culture team!

WHAT YOU WILL BE RESPONSIBLE FOR

Recruitment:

Manage recruitment campaigns with People Managers, ensuring approval to recruit forms are signed and job descriptions are assembled and filed for all roles.
Writing and placing adverts and liaising with online and agency recruiters
Tracking candidates, interviews, rejections, and joiners, ensuring a good candidate experience (Minimum candidate experience score of 8+)
Managing agency relationships, negotiating fees, and forging preferred supplier relationships
Management of employment reference process
Ensuring recruitment process remains legally compliant, ensuring fairness and GDPR compliance

Employee Lifecycle:

Onboarding:

Work closely with Line managers to ensure an effective onboarding experience for all new starters. This includes effective communication to IT for workspace setup and accountability to ensure induction plans are created by managers using relevant onboarding platform
Full management of employee onboarding platforms (SoftStart). Ensuring all new starters are added to the system in a timely manner
Carrying out People and Culture inductions for necessary client groups
Ensuring all employment documentation is signed ahead of the employee start date, including offer letter, Contracts of Employment, etc.
Ensuring all due diligence documents are obtained ahead of start date (e.g., right to work checks)

Leavers:

Oversee leaver admin process, including processing leavers on People systems, supporting respective BP in exit interviews as required
Ensuring necessary departments are made aware of leavers and overseeing the exit checklist

Systems:

Management of PeopleHR system for respective client groups, ensuring documentation is up to date and signed where required
Support People and Culture BP to ensure an effective annual leave rollover process
Support People and Culture BP to track employee absence levels, raising concerns to BP as required, and supporting as needed in return-to-work meetings/formal attendance hearings
Ensure systems are updated with accurate employee personal data, including bank details, probation end dates, etc.
Work with BP to track and chase management on outstanding documentation (e.g., outstanding 1-2-1 forms)
System reporting as and when required

Training:

Management of logging completed training on PeopleHR
Support BP in coordinating and booking required training

Employee Relations:

Supporting respective BP with note-taking on any discipline issues, informally or formally, with guidance

Strategy (Support the full P&C team:

Support as required in consistent review and creation of company policies that meet the needs of the business, ensuring policies remain legally compliant in light of legislation changes and best practice guidelines
Supporting in the achievement of team KPIs and quarterly objectives

This list is not exhaustive; your monthly 1-to-1 meetings with your Manager will clearly define your objectives and KPIs.

YOUR ACCOUNTABILITIES

Understand and support the strategic direction of the business from a People and Culture perspective, working in close partnership with BP to ensure the execution of department KPIs
Work closely with all members of the People & Culture team to ensure effective communication and collaboration as well as support the function as a whole with strategic projects and activities as needed
Support in driving change that focuses on valuing people, driving a positive working culture
Support respective BP in administration for client groups
Forge strong relationships with business stakeholders

KPIs:

Onboarding experience score: 8/10 minimum

WHO YOU ARE

KNOWLEDGE:

Experience within a corporate HR environment -Preferably CIPD Level 3 qualified or working towards.
Good working knowledge of current UK employment law and best practice guidelines.
Good working knowledge of IT, including MS Office, Outlook, and HRIS.
Proven experience in an HR administration support role

SKILLS:

Excellent interpersonal and communication skills, both verbal and written
Ability to work under pressure and deal with multiple tasks
The ability to develop trusting relationships with relevant stakeholders
Strong organizational and administrative skills
Proven ability to manage a heavy workload while maintaining high attention to detail
Successful in developing meaningful relationships with key stakeholders
Ability to manage those with conflicting opinions, demands, and activities
Ability to deal with conflict and sensitive situations effectively in a calm and confidential manner
Resourceful and able to find creative solutions, thinking beyond current approaches
Ensures discretion and confidentiality consistent with applicable regulations and policies

ATTITUDE/BEHAVIOURS:

Leads by example in terms of enthusiasm, positivity, and a can-do approach
Reads cues from others to assess communication approach
Empathetic and active listening ability to understand others; encouragement to speak their minds to capture the real motivators and emotions
Responsive, with a service-driven approach to deliver the wow factor
Reliable and committed to delivering right, first time, and to deadlines
Passionate about the company and being successful in the workplace
Always striving to find better ways of doing things; identifying solutions and committed to delivering positive change
Takes ownership and accountability; taking the lead when change needs to happen
Friendly and supportive of others, showing compassion and empathy
Professional and discreet, maintaining a high level of confidentiality across the organization

#J-18808-Ljbffr

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Freelance Culture Writer

Midrand, Gauteng Edge Executives

Posted 25 days ago

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Job Description

Freelance Culture Writer
Location: South Africa | Remote | Freelance

Write what’s real. Spot what’s next.

This is a unique freelance opportunity for a culture-savvy writer with a fresh voice and a sharp eye for what’s happening on the ground in South Africa — before it hits the mainstream.

What You’ll Do

Write 2–4 pieces a month covering music, fashion, sneakers, street culture, and more
Create snappy interviews, opinion pieces, news bites, or recaps
Pitch fresh ideas and spot trends early
Attend events or digital moments and deliver timely coverage
Collaborate with the editorial team on content tone and direction

What You Bring

A distinct writing style and a passion for local pop culture
Ability to produce well-researched, relevant pieces
Confident, self-motivated, and collaborative attitude
Bonus: experience with youth-focused platforms and short-form content for IG, TikTok, or Threads

What Success Looks Like

Authentic, compelling stories that resonate with a plugged-in audience
A steady stream of timely, fresh cultural coverage
A clear, standout voice in the local scene

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People & culture assistant

Cape Town, Western Cape The Legends Agency

Posted today

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Job Description

permanent

About the job People & Culture Assistant Job Title: People and Culture Assistant Reporting to: People and Culture Business Partner Department: People and Culture Working Hours: 8 AM TO 5 PM WHAT YOU WILL BRING TO THE COMPANY The People and Culture Assistant will be passionate about delivering a high-level service to the business through their outstanding administrative and communication skills. The individual thrives in a fast-paced environment, superb at problem-solving, efficient in scheduling, and precise in managing the recruitment process. The People and Culture Assistant will support a respective People and Culture Business Partner (BP), striving to learn and develop in their career whilst having a positive impact on the overall performance of the People and Culture team! WHAT YOU WILL BE RESPONSIBLE FOR Recruitment: Manage recruitment campaigns with People Managers, ensuring approval to recruit forms are signed and job descriptions are assembled and filed for all roles. Writing and placing adverts and liaising with online and agency recruiters Tracking candidates, interviews, rejections, and joiners, ensuring a good candidate experience (Minimum candidate experience score of 8+) Managing agency relationships, negotiating fees, and forging preferred supplier relationships Management of employment reference process Ensuring recruitment process remains legally compliant, ensuring fairness and GDPR compliance Employee Lifecycle: Onboarding: Work closely with Line managers to ensure an effective onboarding experience for all new starters. This includes effective communication to IT for workspace setup and accountability to ensure induction plans are created by managers using relevant onboarding platform Full management of employee onboarding platforms (Soft Start). Ensuring all new starters are added to the system in a timely manner Carrying out People and Culture inductions for necessary client groups Ensuring all employment documentation is signed ahead of the employee start date, including offer letter, Contracts of Employment, etc. Ensuring all due diligence documents are obtained ahead of start date (e.g., right to work checks) Leavers: Oversee leaver admin process, including processing leavers on People systems, supporting respective BP in exit interviews as required Ensuring necessary departments are made aware of leavers and overseeing the exit checklist Systems: Management of People HR system for respective client groups, ensuring documentation is up to date and signed where required Support People and Culture BP to ensure an effective annual leave rollover process Support People and Culture BP to track employee absence levels, raising concerns to BP as required, and supporting as needed in return-to-work meetings/formal attendance hearings Ensure systems are updated with accurate employee personal data, including bank details, probation end dates, etc. Work with BP to track and chase management on outstanding documentation (e.g., outstanding 1-2-1 forms) System reporting as and when required Training: Management of logging completed training on People HR Support BP in coordinating and booking required training Employee Relations: Supporting respective BP with note-taking on any discipline issues, informally or formally, with guidance Strategy (Support the full P&C team: Support as required in consistent review and creation of company policies that meet the needs of the business, ensuring policies remain legally compliant in light of legislation changes and best practice guidelines Supporting in the achievement of team KPIs and quarterly objectives This list is not exhaustive; your monthly 1-to-1 meetings with your Manager will clearly define your objectives and KPIs. YOUR ACCOUNTABILITIES Understand and support the strategic direction of the business from a People and Culture perspective, working in close partnership with BP to ensure the execution of department KPIs Work closely with all members of the People & Culture team to ensure effective communication and collaboration as well as support the function as a whole with strategic projects and activities as needed Support in driving change that focuses on valuing people, driving a positive working culture Support respective BP in administration for client groups Forge strong relationships with business stakeholders KPIs: Onboarding experience score: 8/10 minimum WHO YOU ARE KNOWLEDGE: Experience within a corporate HR environment -Preferably CIPD Level 3 qualified or working towards. Good working knowledge of current UK employment law and best practice guidelines. Good working knowledge of IT, including MS Office, Outlook, and HRIS. Proven experience in an HR administration support role SKILLS: Excellent interpersonal and communication skills, both verbal and written Ability to work under pressure and deal with multiple tasks The ability to develop trusting relationships with relevant stakeholders Strong organizational and administrative skills Proven ability to manage a heavy workload while maintaining high attention to detail Successful in developing meaningful relationships with key stakeholders Ability to manage those with conflicting opinions, demands, and activities Ability to deal with conflict and sensitive situations effectively in a calm and confidential manner Resourceful and able to find creative solutions, thinking beyond current approaches Ensures discretion and confidentiality consistent with applicable regulations and policies ATTITUDE/BEHAVIOURS: Leads by example in terms of enthusiasm, positivity, and a can-do approach Reads cues from others to assess communication approach Empathetic and active listening ability to understand others; encouragement to speak their minds to capture the real motivators and emotions Responsive, with a service-driven approach to deliver the wow factor Reliable and committed to delivering right, first time, and to deadlines Passionate about the company and being successful in the workplace Always striving to find better ways of doing things; identifying solutions and committed to delivering positive change Takes ownership and accountability; taking the lead when change needs to happen Friendly and supportive of others, showing compassion and empathy Professional and discreet, maintaining a high level of confidentiality across the organization #J-18808-Ljbffr

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Head Culture, Change & Transformation

Gauteng, Gauteng ATNS SOC Limited

Posted 16 days ago

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Job Description

Job category: Others: RandD, Science and Scientific Research

Location: Bedfordview

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Head Culture, Change & Transformation (Peromnes Grade 6) based at Head Office, Bruma. The successful applicant will be reporting to the Chief Strategy, Research, Development & Innovation OfficerPurposeTo provide strategic and operational leadership in the development, implementation and management ofan effective Culture, Change & Transformation strategy as well as related policies aligned to the visionand overall business strategy of ATNS. To be the coordinating office in facilitating change initiatives from business units to ensure smooth transition per initiative. Responsible for providing the required guidance and support to the CEO and other senior leaders to ensure the development full facilitation of the change management and culture road maps; anddesigning, developing, and applying interventions to address predictable and unpredictable human dynamics. To coordinate and oversee efforts to build commitment to and ultimately realize ATNS’ Strategic Plan and ensure that all staff are prepared for the transformation by focussing on managing the human aspects of executing change as ATNS’ transformation is planned and executed. To Build and maintain strong relationships with stakeholders across the ATNS community as part of ensuring buy-in and alignment with change initiatives.

Strategy Implementation - Provides overall leadership and management to the Culture, Change & Transformation function to enable achievement of the SRD&I and ATNS business strategies. Develop, implement and articulate the Culture, Change & Transformation strategy and value proposition to the organization aligned to the SRD&I and business strategies. Lead conceptualization, designing and implementation of the Culture, Change & Transformation operating model aligned to the business needs, ATNS’ vision, and business strategy. Manage and own implementation of the functional strategy and operational model post formulation to ensure achievement of the objectives. Drive delivery of the required projects/initiatives within the Culture, Change & transformation strategy to be on time, within budget and to the required standard. Lend and provide support to the efforts towards integration of Culture, Change & Transformation strategies with overall ATNS strategy. Set clear targets for the function and ensure the achievement of such targets by cascading the targets throughout the function. Implement processes to collect feedback on how aspects as per Culture, Change & Transformation strategy are being received in the business. Provide the Culture, Change & Transformation input into the long-term ATNS strategy. Develop an integrated annual business plan for Culture, Change & transformation to enable achievement of the function’s business and ATNS strategies and targets. Drive the vision, mission, and values of ATNS within the function whilst ensuring that the activities and outputs are also aligned. Support and co-ordinate implementation of the corporate transformation strategy in Culture, Change & Transformation aligned with relevant legislation.

O perationalizing Culture, Change and Transformation - Provide a strategic Culture, Change & transformation thought leadership into the organization aligned to the vision and overall business strategies. Conceptualize and define the Culture, Change & Transformation operating model based on end-user requirements, benchmarking and strategic objectives. Conduct research and statistical analysis to improve efficiency across the function. Benchmark service delivery of Culture, Change & Transformation against global best practices. Establish Culture, Change & Transformation as a respected function within ATNS. Provide specialist advice with regards to Culture, Change & Transformation issues in the organization. Maintain, promote and continuously improve the Culture, Change & Transformation efficiency and related processes. Keep abreast of the Culture, Change & Transformation processes’ efficiency evolutions. Drive cost-effectiveness and efficiencies in the function’s operations through implementation of appropriate initiatives and methods. Formulate and implement appropriate Culture, Change & Transformation policies and practices to guide processes within the function. Drive system improvements to ensure availability of the most effective systems and tools to enable efficiency within the function. Identify and undertake the Culture, Change & Transformation related projects to enable achievement of the ATNS business strategy and related initiatives. Attend seminars, conferences, workshops, etc. on Culture, Change & Transformation related matters to remain abreast of the current and future landscape.

Building Organizational Commitment & Cascading Sponsorship - Foster all levels of the organization to commit to achieving ATNS’ transformation. Articulating levels of commitment needed, assessing commitment, and planning the actions necessary to drive higher levels of commitment from key individuals and groups of ATNS constituents. Understand the structural integrity of ATNS sponsorship cascades and relationships within them including processes for extending the reach of sponsorship from the initiating sponsor to all levels of ATNS change targets. Planning and execution of activities that will ensure a strong sponsorship network remains in place throughout ATNS transformation. Work directly with ATNS sponsors at multiple levels to help strengthen their individual sponsorship skills.

Assessing & Architecting Culture, Adaptation Capacity - Articulate the desired mindsets and behaviors that must be in place for ATNS’ transformation to be fully realized. Assess ATNS’ current culture versus the desired culture to ascertain the overall degree of consistency and to identify specific gaps that need to be addressed. Work closely with ATNS leadership to declare the degree of culture shift necessary to achieve realization and to be sure that need is clearly stated in the overall ATNS strategic intent. Develop and execute a plan that will drive sponsors and targets to understand, embrace, and institutionalize the desired mindsets and behaviors. Periodically assess ATNS’ adaptation capacity and change load. This includes the ability to understand constituencies that will be affected by specific changes; to understand the nature, degree, and timing of that impact; and to share that perspective with those ATNS constituencies in a timely manner so that capacity risk can be mitigated. Provide a portfolio view of changes and impacts for key ATNS constituencies to create a complete view of the change load for potentially overloaded groups of ATNS change targets. As necessary, options for mitigating overload should be presented to sponsors; these options may include delaying some changes, taking things off individual plates, and preparing group of targets for changes in order to provide a sense of indirect control.

Managing Business Transformation - Understand current state and required steps to transition users in the business to new tools and processes. Continually look for opportunities to innovate and improve processes. Work with other relevant departments to help drive alignment and standardization of requirements and processes where possible. Coordinate the daily activities of the team to meet performance targets. Develop business cases for each project and presenting it to senior leadership for approval. Monitor the progress of each project throughout its life cycle to ensure that deadlines are met and objectives are achieved. Developing a detailed plan for implementing the new system or process based on the needs identified in the business case. Coordinate with IT teams to design and develop new systems or processes Conduct training sessions for employees on new procedures or programs to ensure that they are able to use them effectively. Determining how to allocate resources within the organization to meet project goals and deadlines. Analyze data to determine where improvements can be made to increase efficiency or effectiveness of processes. Establishing communication plans to notify clients, partners, and other stakeholders about changes in processes or procedures.

Stakeholder Management - Identify key Pact stakeholders (individuals and groups) who will play a key role in ATNS’ commitment to the transformation. Plan and execute actions and interventions that drive greater levels of commitment. Build and maintain effective collaborative relationships with all relevant business functions and teams within ATNS to enable the required alignment and optimal operational delivery of all enterprise projects Develop overall communications strategies and plans to support ATNS’ commitment to its intended future state. This includes a multi-channel portfolio of communications that are delivered over an extended period of time. Draft and deliver individual, compelling, consistent communications “events” called for in the communications plan. Adapt operational delivery as practically as possible to meet client needs and expectations.

Financial and Costs Management - Lead development, utilization and management of the Culture, Change & Transformation budget. Ensure effective leadership in the management of operational costs to enable efficient utilization of financial resources. Ensure compliance to the financial policies and procedures applicable in ATNS. Ensure accountability and reporting on all costs incurred against the approved budget.

Governance, Monitoring, Compliance & Reporting - Lead the planning, reporting and governance of ATNS’ Culture, Change & Transformation Custodian of ATNS’ Culture, Change & Transformation Governance Framework, ensuring continuous maturity in project governance, portfolio management and execution. Collaborate across ATNS to plan, monitor and report the performance of the portfolio of programs and projects, identifying opportunities to optimize portfolio outcomes.

People Management - Ensure the availability of skilled and competent staff in the Culture, Change & Transformation function to meet the current and future needs aligned to the departmental and overall business strategies. Promote high levels of discipline and performance standards to achieve the ATNS strategies. Lead and manage the Culture, Change & Transformation team to utilize their skills and expertise to support an integrated approach to research and innovation in the company. Manage performance outputs of the team by using the performance management system and taking corrective action promptly and effectively. Mentor and coach staff as required to ensure continuous development and availability of the required at all times. Ensure the transfer of knowledge and skills to enable sustainability within Culture, Change & Transformation from a succession management perspective. Perform talent management aligned to the HR policies and procedures. Manage implementation of the transformation initiatives within Culture, Change & Transformation to ensure an inclusive environment. Drive employee engagement and retention within Culture, Change & Transformation function.

Interested applicants are requested to register their CV’s and apply on by no later than 04 February 2025.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups, as per the Employment Equity Act of 1998, are encouraged to apply.

P eople with disabilities are encouraged to apply.

Minimum Qualifications

Post graduate degree in Industrial Psychology/ Sociology/ Psychology or related field.
Recognized Certificates in Change Management/ Culture or Transformation.

Minimum Years of Experience:

8 years’ experience in designing and implementing culture, change & transformation projects in a highly complex technology environment, 5 of which must have been spent in a managerial level role.

Do you need assistance with the website? #J-18808-Ljbffr

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Accountant - High performance culture!

Johannesburg, Gauteng Square1 Recruitment

Posted today

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Job Description

Job Description

A financial services business based in Sandton is seeking a dedicated accountant to join their team.

Qualifications: BCom degree with 2-3 years of corporate experience.

Key Attributes: Motivated, ambitious, and eager to grow within the organization.

Culture: High-performance environment with significant opportunities for growth for proactive individuals.

If you meet these requirements and are interested in this opportunity, please apply here.

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People & Culture Business Partner

Sandton, Gauteng Monocle Solutions Group

Posted 13 days ago

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Job Description

About the job People & Culture Business Partner

The People & Culture Business Partner plays a pivotal role in driving, managing, and operationalising the People & Culture strategy, specific to a Client Consulting or Internal team.

They are responsible for supporting, partnering with, and empowering Partners, Directors, and Associate Directors in fulfilling their accountability to lead and develop their teams.

The People & Culture Business Partner will be responsible for the following:

Ensure alignment between people strategy and overall business strategy and priorities.
Deliver the full suite of People & Culture offerings and initiatives to Client Consulting and/or Internal teams.
Serve as a trusted advisor to Partners, Directors, and Associate Directors on all people-related matters, providing tailored support and guidance to both leadership and employees.
Operationalise People & Culture capabilities within their assigned business units.
Strengthen people-related processes and establish a centralised point of contact for all people matters.
Guide and, where possible, coach leaders through the implementation of people strategies and processes.
Ensure the end-to-end execution of the people lifecycle, including:
Talent attraction and recruitment
Onboarding
Talent management and development
Learning
Performance enhancement
Retention
Remuneration
Execute tactical people initiatives aligned to business needs.
Contribute meaningfully to Client Management Committees (Mancos) (where applicable) and driving a strategic people agenda.

Required Qualifications and Experience:

A relevant postgraduate qualification (ideally in Industrial/Organisational Psychology).
5-7 years relevant experience in a corporate environment.
Experience in the Financial Services industry is advantageous, but not required.

Key Competencies and Attributes:

Strong ability to align people strategy with business objectives.
Skilled in relationship building across various levels of the organisation.
Comfortable navigating organisational complexity and ambiguity.
Balances leadership expectations with employee needs effectively.
Takes initiative and delivers with a strong bias for action in a high-performance culture.
Demonstrates ethical leadership and professional maturity.
Builds trust and acts as a Monocle brand ambassador at all times.

#J-18808-Ljbffr

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People & Culture Business Partner

Cape Town, Western Cape Monocle Solutions

Posted 13 days ago

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Job Description

About the job People & Culture Business Partner

The People & Culture Business Partner plays a pivotal role in driving, managing, and operationalising the People & Culture strategy, specific to a Client Consulting or Internal team.

They are responsible for supporting, partnering with, and empowering Partners, Directors, and Associate Directors in fulfilling their accountability to lead and develop their teams.

Monocle's Employee Value Proposition:

Monocle embraces an ongoing and active approach to amplifying the talents of our people, empowering them to unlock their full potential and feel fulfilled in their careers. Our vibrant culture thrives through our shared growth mindset, collaboration, support, and social connection, fostering a space where everyone can flourish. We are committed to continuous learning and provide ongoing technical training, industry certification support, and personal development opportunities through mentorship and executive engagement. Ultimately, we strive to create an environment that nurtures ambition, supports well-being, embraces diversity, upholds integrity, and inspires individuals to make a positive and lasting impact on the world around us.

Monocle offers:

Unlimited training and development - Investment in our peoples development is at the heart of Monocles company ethos. That is why we prioritise the upskilling of every employee.

Unparalleled growth and exposure - Monocle is uniquely positioned in the market to undertake projects across a wide spectrum of critical and exciting areas of the financial services industry. Our consultants deliver mission critical projects at the most prestigious banks and insurers in Johannesburg, Cape Town, London and Amsterdam.

Unique and vibrant company culture - At Monocle, we believe friends work better together than colleagues. We love nothing more than partaking in a wide variety of activities through our company sponsored clubs.

Ultra-competitive compensation - At Monocle, we want the best talent to join our team, so we understand that those individuals need to be recognised and rewarded for their true value.

The People & Culture Business Partner will be responsible for the following:

Ensure alignment between people strategy and overall business strategy and priorities.

Deliver the full suite of People & Culture offerings and initiatives to Client Consulting and/or Internal teams.

Serve as a trusted advisor to Partners, Directors, and Associate Directors on all people-related matters, providing tailored support and guidance to both leadership and employees.

Operationalise People & Culture capabilities within their assigned business units.

Strengthen people-related processes and establish a centralised point of contact for all people matters.

Guide and, where possible, coach leaders through the implementation of people strategies and processes.

Ensure the end-to-end execution of the people lifecycle, including:

Talent attraction and recruitment

Onboarding

Talent management and development

Learning

Performance enhancement

Retention

Remuneration

Execute tactical people initiatives aligned to business needs.

Contribute meaningfully to Client Management Committees (Mancos) (where applicable) and driving a strategic people agenda.

Required Qualifications and Experience:

A relevant postgraduate qualification (ideally in Industrial/Organisational Psychology).

5-7 years relevant experience in a corporate environment.

Experience in the Financial Services industry is advantageous, but not required

Key Competencies and Attributes:

Strong ability to align people strategy with business objectives.

Skilled in relationship building across various levels of the organisation.

Comfortable navigating organisational complexity and ambiguity.

Balances leadership expectations with employee needs effectively.

Takes initiative and delivers with a strong bias for action in a high-performance culture.

Demonstrates ethical leadership and professional maturity.

Builds trust and acts as a Monocle brand ambassador at all times.

Recruitment Process:

During the interview process, you will meet with different Monocle representatives including both People and Culture representatives and the C-level Partner you would report to. A critical aspect of the interview process will be determining whether Monocle will be a good fit for you and your career aspirations, so please come prepared with any questions you may have.

The application process P&C Meet and Greet

A personal meeting with People & Culture to get to know you and tell you more about Monocle.

C-level Interview

A discussion with either our CEO, COO or CFO on various topics.

A final offer is made by the P&C team to the candidate.

Take your career to the next level at a dynamic and innovative management consulting firm.

*Please note that on clicking 'Apply Now' you will be redirected to our third-party career portal

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Location

People and Culture Manager

Cape Town, Western Cape Set Consulting

Posted 25 days ago

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Job Description

People and Culture Manager

R1.8m plus bonus

Cape Town

Excellent career opportunity with global FMCG market leader for a highly seasoned HR expert. Reporting to the Director P&C you will be responsible for for playing a meaningful role in crafting their people strategy. Planning, developing and implementing the People and Culture products whilst dealing with labour relations disputes across the organisation.

Key performance areas.

Talent & Performance Management.
Labour Relations & Dispute Management.
Change Management & Employee Engagement.
Compensation & Benefits.
Diversity & Inclusion.
Resourcing & Employer Branding.

Qualifications and experience
• A relevant HR or Business degree
• 10+ years of HR experience, including at least 5 years in HR management or as a Senior Business Partner
• 5+ years of hands-on Labour Relations experience,
• Strong FMCG or pharmaceutical demonstrable experience is advantageous
• Solid knowledge of South African labour legislation

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Head of People & Culture

Johannesburg, Gauteng Edge Executives

Posted 25 days ago

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Job Description

Location: South Africa

Type: Permanent | People Strategy & Development

Lead transformation. Shape the experience.

This is a senior HR leadership role for a dynamic professional ready to embed talent, learning, and change across a function. If you're passionate about aligning people strategies to business goals — and driving engagement, culture, and capability — this is your opportunity to lead the people agenda.

About the Role

You’ll champion talent, development, and change initiatives aligned to business strategy. From learning pathways and succession planning to leadership development and culture transformation, you’ll work with CoEs and function heads to create a great place to work.

What You’ll Do

Align people and business strategy to deliver functional effectiveness

Drive the sourcing strategy to build future capability ahead of need

Implement talent processes: succession planning, career development, and talent reviews

Lead integration of Management Trainees and functional learning pathways

Oversee L&D reporting and the execution of leadership and learning initiatives

Act as change ambassador and culture champion

Collaborate with CoEs to drive employee engagement and organisational development

Facilitate leadership-level interventions that improve effectiveness and adoption

Embed a function-specific curriculum aligned with Tiger’s L&D strategy

What You Bring

Bachelor’s degree or equivalent professional qualification

8–10 years’ experience in HR, including talent, L&D, and change

Strong track record of implementing people development programmes

Deep business partnering experience and understanding of commercial drivers

Strong communication, facilitation, and stakeholder engagement skills

Collaborative leadership style and strategic mindset

What Success Looks Like

High-impact talent and development initiatives with measurable results

Strong alignment between business needs and HR strategy

A culture of learning, engagement, and change-readiness

A business unit recognised as a great place to work

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Head Culture, Change & Transformation

Gauteng, Gauteng ATNS SOC Limited

Posted today

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Job Description

Job category: Others: RandD, Science and Scientific Research

Location: Bedfordview

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Interested applicants are requested to register their CV’s and apply on by no later than 04 February 2025.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

P eople with disabilities are encouraged to apply.

Minimum Qualifications

Post graduate degree in Industrial Psychology/ Sociology/ Psychology or related field.
Recognized Certificates in Change Management/ Culture or Transformation.

Minimum Years of Experience:

8 years’ experience in designing and implementing culture, change & transformation projects in a highly complex technology environment, 5 of which must have been spent in a managerial level role.

Do you need assistance with the website? #J-18808-Ljbffr

This advertiser has chosen not to accept applicants from your region.

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275 People Culture jobs in South Africa

People & Culture Assistant

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Freelance Culture Writer

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People & culture assistant

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Head Culture, Change & Transformation

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Accountant - High performance culture!

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People & Culture Business Partner

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People & Culture Business Partner

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People and Culture Manager

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Head of People & Culture

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Head Culture, Change & Transformation

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