464 Performance Management jobs in South Africa

Sanlam Fintech is a newly established digital first business within the Sanlam Group on a mission to democratize financial advice and solutions for everyone across the African continent. We exist to pioneer inclusive financial confidence helping people build strong foundations to bridge the gap in generational wealth.

As a data analyst, your work is a canvas for change, painted with the data you explore and the insights you uncover. You're not just joining a team; you're embarking on a mission to reshape the financial landscape for all Africans, making tomorrow not just different, but better.

This is a data analyst role in the Performance Management capability. This role is central to how leaders at Sanlam Fintech measure success, understand drivers, and intervene to achieve success. You will design, maintain, and deliver a consistent set of KPIs and drivers that power performance management across SFT.

You will work with business, product, commercial, and operations leaders to ensure metrics are well-defined, trusted, and actionable, and bring them to life through insightful dashboards and performance stories.

• Develop a trusted and aligned metrics framework across key pillars: Work with Exco and business units (BU) leaders to co-define success metrics and their drivers.
• Deliver curated performance metric visualisations that connect SFT top-level KPIs to their drivers.
• Embed Performance Management in leadership rhythms: Partner with Exco and BUs to ensure that Performance Management capability becomes the foundation of cluster-wide performance discussions and OKR reviews.
• Generate interventions that change outcomes: Performance facts fuel deeper investigation and learning loops conducted by data scientists and analyst within BUs and targeted interventions.

• 3+ years in insights producing role as a data scientist/analyst
• Proven track record of defining KPIs/metrics that influenced decision-making
• Strong proficiency in SQL and experience with at least one BI/visualisation tool (Tableau, PowerBI)
• Experience partnering with senior business stakeholders
• Strong data storytelling and communication skills, comfortable engaging with non-technical executives.

You focus on outcomes, not outputs. Ensuring metrics drive interventions that improve customer and business results. You’re high agency, looking for ways to do, instead of reasons not to.

• Storytelling with data, moving leaders from numbers to actions
• Being in a high ownership, high ambiguity, high autonomy environment where the impact of your work matters.
• Learn from the best. Get guidance from some of the most seasoned professionals around.
• Diving into projects that touch the lives of millions. Making a real difference in how people manage their money and plan their lives.
• Working with modern technologies, from Snowflake to DBT, Airflow and Tableau
• A chance to be one of the first data analysts in a newly formed domain team!

We’re all about building strong, lasting relationships with our employees. We know that you have hopes for your future – your career, your personal development and of achieving great things.

The Sanlam Group is committed to achieving transformation and embraces diversity. This commitment is what drives us to achieve a diverse, inclusive and equitable workplace as we believe that these are key components to ensuring a thriving and sustainable business in South Africa.

Senior Data Analyst, Performance Management

Date: 1 Oct 2025

Location: Cape Town, Western Cape, ZA

Sanlam Fintech is a newly established digital first business within the Sanlam Group on a mission to democratize financial advice and solutions for everyone across the African continent. We exist to pioneer inclusive financial confidence helping people build strong foundations to bridge the gap in generational wealth. Our culture is that of agility and constant deployment, we believe in learning fast, learning cheap and learning forward. Our aim is to provide a work environment where knowledge workers can accelerate the development of their ideas and bring innovation to market, at the same time provide compelling career and development proposition that will enable them to realize their dreams.

As a data analyst, your work is a canvas for change, painted with the data you explore and the insights you uncover. You’re not just joining a team; you’re embarking on a mission to reshape the financial landscape for all Africans, making tomorrow not just different, but better. Turning data into pathways, obstacles into stepping stones, and potential into reality. Together, we can build lasting financial confidence across Africa, one insight at a time.

This is a data analyst role in the Performance Management capability. This role is central to how leaders at Sanlam Fintech measure success, understand drivers, and intervene to achieve success. You will design, maintain, and deliver a consistent set of KPIs and drivers that power performance management across SFT. You will work with business, product, commercial, and operations leaders to ensure metrics are well-defined, trusted, and actionable, and bring them to life through insightful dashboards and performance stories.

This is not just a reporting role; it is about building a culture of measurement and learning. You will shape how leaders steer the business with confidence. Your ability to explore and interrogate data, generate impactful visualizations, and deliver data-driven stories will be key in shaping the success of performance management: ensuring Sanlam customers experience better outcomes and value, while the business improves its overall performance.

• We have a trusted and aligned metrics framework across key pillars: Work with Exco and business units (BU) leaders to co-define success metrics and their drivers, ensuring shared definitions, consistent baselines, and traceability from BU-level measures to SFT-wide outcomes.
• We always know how well SFT is performing and roughly why: Deliver curated performance metric visualisations that connect SFT top-level KPIs to their drivers. Make it easy for leaders to zoom from outcomes (e.g., revenue, cost-to-serve, client engagement) into underlying drivers, and explain performance movements with clear narratives.
• Performance Management is embedded in leadership rhythms: Partner with Exco and BUs to ensure that Performance Management capability becomes the foundation of cluster-wide performance discussions and OKR reviews.
• We generate interventions that change outcomes: Performance facts fuel deeper investigation and learning loops conducted by data scientists and analysts within BUs and targeted interventions.

• 3+ years in insights producing role as a data scientist/analyst
• Proven track record of defining KPIs/metrics that influenced decision-making
• Strong proficiency in SQL and experience with at least one BI/visualisation tool (Tableau, PowerBI)
• Experience partnering with senior business stakeholders
• Strong data storytelling and communication skills, comfortable engaging with non-technical executives

You focus on outcomes, not outputs. Ensuring metrics drive interventions that improve customer and business results.

· You’re high agency. Looking for ways to do, instead of reasons not to.

· Where some see impossible, you see a way: Turning obstacles into opportunity, chance into change.

· You love creating more with less. Knowing that the biggest impact is born of the smallest acts.

· You seek out and value different perspectives. Believing that when we change how we look at things, how things look for us also changes. Making tomorrow not just different, but better.

• Storytelling with data, moving leaders from numbers to actions
• Being in a high ownership, high ambiguity, high autonomy environment where the impact of your work matters. The ideal environment for your capability growth
• Learn from the best. Get guidance from some of the most seasoned professionals around. Our mentorship vibe is all about growing together, both professionally and personally
• Diving into projects that touch the lives of millions. Making a real difference in how people manage their money and plan their lives
• Working with modern technologies, from Snowflake to DBT, Airflow and Tableau
• A chance to be one of the first data analysts in a newly formed domain team

We’re all about building strong, lasting relationships with our employees. We know that you have hopes for your future – your career, your personal development and of achieving great things. We pride ourselves in helping our employees to realise their worth. Through its five business clusters – Sanlam Fintech, Sanlam Life and Savings, Sanlam Investment Group, Sanlam Allianz, Santam, as well as MiWay and the Group Office – the group provides many opportunities for growth and development.

The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of managers.

The Sanlam Group is committed to achieving transformation and embraces diversity. This commitment is what drives us to achieve a diverse, inclusive and equitable workplace as we believe that these are key components to ensuring a thriving and sustainable business in South Africa. The Group's Employment Equity plan and targets will be considered as part of the selection process.

The Department of Cultural Affairs and Sport, Western Cape Government has an opportunity for a qualified and competent individual to co-ordinate and review the processing of requisitions for goods and services.

An appropriate 3-year B-Degree (equivalent or higher qualification); A minimum of 3 years supervisory level experience in Supply Chain or Logistics Management

None.

Managing the Logistics Management function; Render support services during the creation and processing of orders for goods and services; Develop and monitor processes to ensure proper Performance and Contract Administration; Provide additional support to the Division Demand and Acquisition Management Unit; Provide support to line function; People Management; It will be advantageous to have experience in Contracts and Performance Management; A valid driving license( Code B or higher).Note: Pe ople with disabilities that restrict driving abilities but have reasonable access to transport may also apply.

Knowledge of the following: Logistic Information System (LOGIS); Policy development; Financial norms and standards (Public Finance Management Act-PFMA; National Treasury regulations (NTR's), Provincial Treasury Directives/Instructions-PTI's); General Conditions of the Contract; Contract Management Guidelines; Preferential Procurement Policy Framework Act and PPPFA Regulations. BEE; Procurement activities; Procurement policies/procedures/contract management; Document management Enterprise Content Management (ECM), inclusive of registry services and policy and procedures governing these functions.

Skills needed: Computer literacy in MS Office Package (Word, Excel, PowerPoint etc); Ability to work independently and as part of a team; Communication skill (written and verbal); Report writing.

R per annum (Salary level 9)

Note on remuneration: Cost-to-employer (CTE) remuneration packages for certain occupation-specific dispensations (OSD), the middle-management service (MMS) and contract positions are inclusive of all costs related to service benefits or obligations including basic salary, 13th cheque, medical assistance, housing assistance, pension-fund contributions, etc. MMS remuneration packages are flexible and may be individually structured as prescribed. Where remuneration is not indicated as CTE, employees' service benefits or obligations are funded or co-funded in terms of the applicable prescripts or collective agreements.

Note: Only applications submitted online at: or will be accepted.

Shortlisted candidates will be required to submit copies of their documentation for verification purposes. These candidates will be required to attend interviews on a date and time as determined by the department and may also be required to undergo competency assessments/ proficiency test. The selection process will be guided by the EE targets of the employing department. Kindly note that technical support is only available from Monday to Friday from 8:00 to Should you experience any difficulties with your online application you may contact the helpline at Please ensure that you submit your application on or before the closing date as no late applications will be considered.

As the Head of Talent Management, you will play a critical role in developing and executing talent management/HR strategies that enable the organisation to attract, retain and develop top talent. You will lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values. You will also work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

• Lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values.
• Work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

• Seniority level : Mid-Senior level
• Employment type : Full-time
• Job function : Human Resources

Job category: Human Resources and Recruitment

Contract: Permanent

Remuneration: Market Related

EE position: Yes

WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all.

To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE.

Results Delivery

• Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year
• Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives.
• Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.
• Plan and implement resources in a cost-effective manner while still meeting timelines and standards.
• Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.
• Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness

• Build and maintain internal and external client relationships to meet business needs
• Engage with stakeholders continually to ensure needs to meet and satisfaction achieved
• Build professional networks to ensure best practice people solutions
• Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions

• Develop and position L and D strategies to deliver on Transformation and JSE objectives
• Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required.
• Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps.
• Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks
• Source and select external vendors to deliver on identified people development solutions
• Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations
• Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed.
• Analyse L and D information to provide trends and information to HR team for use in their business areas
• Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget.
• Ensure correct recording and allocation of all expenses as per budget.
• Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds.
• Manage BBBEE Skills Development Mandates for maximising scorecard
• Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process
• Manage and execute bursar selection and funding process in line with trust mandates
• Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy
• Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering
• Assist line management and HRBPs with career management and leadership development
• Market the coaching and mentoring offering to HRBPs and Line management
• Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles
• Provide development consulting to determine leadership needs and monitor delivery
• Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions
• Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development.
• Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions
• Design and develop frameworks, methodologies, standards and policies for Career management
• Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement
• Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles
• Design and develop frameworks, methodologies, standards and policies for Performance Management
  Implement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews
• Manage the Employment Equity and DEIB Function for the organisation.
• Design and Develop DEIB Strategies as well as execute an implementation plan.
• Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates
• Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act.

• Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management
• Keep abreast of changes in legislation or standards by conducting research and utilising networks
• Upskill team and other professionals by sharing knowledge and research results
• Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards
• Ensure all team members understood and supported JSE vision and divisional strategy
• Take accountability for making others successful by removing obstacles to team performance and success
• Participate in recruitment processes to ensure selection contributing to success of team
• Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures
• Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans
• Ensure each team member has a job profile that profiles team member with a view of full performance in the job
• Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded
• Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards
• Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued
• Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions
• Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results
• B Com Degree in HR/ Business Management or related qualification
• Honours Degree in HR/Business Management or related qualification
• Registration with SABPP and/or IPM would be advantageous
• 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level

• Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management
• Business Communication: Client service, communication strategies, business writing and terminology
• Technical Proficiency: MS Office & standard software applications
• Analytics & Research: Salary benchmarking and research methodology
• Administration & Planning: Office procedures, resource/capacity planning, change management

What’s in it for you:

The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential.

We offer a range of benefits designed to support your well-being and professional development, including:

• Hybrid ways of work for flexibility and balance
• Market-related total cost to company remuneration package
• Employee Assistance Programme for personal and professional support
• Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance
• Gender Neutral Parental Leave policy
• Free onsite gym , and an onsite coffee & salad bar
• Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs

Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry.

Financial Intelligence Centre -> Corporate Services -> Human Resources

Job Type: Permanent

Location: 0 - 10% travel

Education: Bachelor’s Degree or equivalent

skilled and academically qualified

Closing Date: 10/10/2025

Develop and execute talent management strategies and programs to ensure optimal organizational performance and sustainability in line with FIC strategic objectives.

• Develop and maintain talent acquisition strategies and support the execution to improve recruitment and business performance.
• Collaborate with recruitment teams to understand staffing needs and create job descriptions/profiles.
• Lead the implementation and maintenance of the FIC’s Employee Value Proposition
• Develop and maintain onboarding program and oversee the execution to ensure integration of new employees.

• Develop and deliver learning and development programs, competency models, career paths and talent assessments to enhance the skills and capabilities of the workforce as well as supporting a culture of growth and continuous learning.
• Facilitate leadership development initiatives to ensure organizational readiness for future leadership roles.

• Oversee the performance appraisal process and improvement plans, ensuring it aligns with organizational goals.
• Provide guidance to managers on performance management best practices and employee feedback.

• Develop and maintain succession plans to ensure continuity in leadership and critical roles.
• Monitor and evaluate the effectiveness of succession planning efforts.

• Develop strategies to foster and maintain a positive work environment that enhances employee engagement and retention.
• Conduct employee surveys and analyse feedback to inform talent management initiatives.
• Foster a positive organisational culture that promotes collaboration and inclusivity.

• Partner with HR, divisions, and senior leadership to align talent initiatives.

• Utilise HR metrics and analytics to assess the effectiveness of talent management programs and identify opportunities for improvement.
• Prepare reports and presentations for management on talent management initiatives and outcomes.

Best Practice - Stay current with industry best practices and emerging trends in talent management, including digitisation and readiness for the fourth industrial revolution.

• Manages workflows and plans and ensures clarity around accountabilities in order to meet objectives and deliver agreed results
• Encourages and enables teamwork
• Coaches and performance manage the team
• Manages the development of the team

• Directly plans and reports on units’ outputs and workplans and implement alternative plans
• Develops and plans functional units quarterly plan in line with the area’s annual plan

• Manage allocated resources to ensure effective and efficient delivery
• Makes recommendation on resources and budgetary requirements for annual planning purposes
• Controls costs through effective management of principle business or operating process variables

• Develop and maintain talent management practices, policies, procedures and systems.
• Manage the provision and maintenance talent management relevant reporting and data management
• Ensure compliance with code of conduct, policies. procedures and legislative requirements
• Contribute to the development and maintenance of divisional and organizational policies

EDUCATION

• Bachelor’s degree in human resources or related (NQF7)
• Post graduate degree or certifications in talent management or organizational development will be preferable.

• Legislative Framework (SAQA requirements, Skills development statutory requirements) knowledge
• Change management skills
• Good verbal, written, interpersonal and leadership skills
• Ability to collaborate with cross functional teams, influence stakeholders and gain commitment with senior stakeholders including driving change
• Ability to analyse data and make strategic decisions
• Ability to analyse and interpret data and measure effectiveness of talent initiatives
• Ability to manage multiple projects simultaneously
• Self-driven, creative and strong ability to prioritise

• 8 years’ experience in talent management
• Minimum 5 years’ experience managing a talent management function
• Proficiency in HR software and data analysis tools and learning solutions
• 5 years’ experience in successfully implemented learning interventions through close partnership with key stakeholders from learning needs analysis to learning design and delivery

We are seeking for an experienced the Talent Management Consultant. The candidate will play a pivotal role in shaping and executing the organisation’s human capital strategy. The purpose of the role is to design, implement, and continuously enhance integrated talent management frameworks that enable the organisation to attract, develop, engage, retain, and deploy the right people to the right roles at the right time. The role spans across talent acquisition, workforce planning, succession management, learning and development, retention strategies, and advisory services to leaders. The consultant ensures that all talent practices support transformation, diversity and inclusion objectives, and comply with South African labour legislation and skills development frameworks.

What you'll do:

• Workforce Planning: Help managers plan ahead by forecasting staffing needs and building a strong pipeline of skilled people aligned to business goals.
• Smart Talent Sourcing: Use digital tools, social media, and partnerships with universities and colleges to find and attract the right people.
• Fair and Inclusive Hiring: Ensure recruitment is based on skills and potential, while meeting Employment Equity (EE) requirements and promoting diversity.
• Succession Planning: Identify and prepare employees to step into key roles, ensuring smooth transitions and business continuity.
• Career Development Support: Work with staff and managers to create personalised development plans and promote internal growth opportunities.
• Training and Skills Development: Design and deliver training programmes that close skills gaps and meet SETA and WSP/ATR compliance standards.
• Digital Learning Promotion: Encourage the use of online learning platforms and bite-sized courses to make learning accessible and flexible.
• Employee Engagement Retention: Use surveys and feedback to improve employee experience, boost morale, and retain top talent.
• HR Advisory Support : Provide managers with expert advice and insights on talent management, team development, and workforce strategy.
• Labour Law Compliance Best Practice: Ensure HR practices follow South African labour laws (LRA, BCEA, EE Act, Skills Development Act, POPIA) and reflect industry standards.

Your Expertise:

• 4â€6 years†roven experience in Talent Acquisition, Management, Organisational Development, or Learning Development.
• Demonstrated expertise in succession planning, workforce planning, and employee engagement.
• Experience with SETAs, B-BBEE scorecard compliance, and EE reporting.
• Proficiency in HRIS, ATS, and e-learning platforms.

Qualifications:

• Bachelor†degree in human resources, Industrial/Organisational Psychology, or related field (postgraduate advantageous)

Other information applicable to the opportunity:

• Permanent position
• Location: Midrand

Why work for us?

Connected Industrial Eco-systems:

The organisation provides Industrial OT solutions to drive sustainability of our communities. With a community of specialist OT system integrators who span across all industry segments in Sub Saharan Africa and OEM partnerships we are able to Design and Build as well as Optimize Industrial connectivity. Connecting people with trusted information and insights to drive responsible use of the world†resources.

One of the leading Tech companies in the country:

• The organisation fosters an inclusive work culture, we collaborate and solve together.
• Great career development , an opportunity to work on great technology which creates value for our communities.
• Values based organisation , with bold and courageous people centred leadership.
• Opportunity to harness your skills and be innovative.

iOCO is an equal opportunity employer with an obligation to achieve its own unique EE objectives in the context of Employment Equity targets. Therefore, our employment strategy gives primary preference to previously disadvantaged individuals or groups.

My client, a group of companies in multiple industries has a vacany in the HR team:

Talent Management Coordinator will provide administrative and project support for the Human Resource Department's talent management functions including but not limited to coordinating recruitment, onboarding, offboarding, performance reviews, training and career development initiatives. The role will be responsible for attracting, developing and retaining employees through initiatives that align with the company's policies and strategic goals.

Duties include but not limited to:

Administrative support: Provide efficient administrative support to the HR department and managers

Talent Acquisition: Manage the recruitment process by collecting vacancy requests, acquiring approvals, sourcing and placing.

Job Database: Drafting and maintaining a database of job descriptions for use in talent acquisition

Onboarding: Implement and manage an onboarding process for new hires to ensure smooth entry and integration into the companies

Offboarding: Implement and manage an offboarding process for exiting employees including return of company assets, exit interviews and reporting

Performance Management: Support the tracking and management of employee reviews and cycles as well as poor performance interventions

Skills Development: Work in conjunction with HR Managers and HR Compliance Coordinator to organize and coordinate training programs and ensure seamless reporting for compliance purposes

Record Keeping: Maintain accurate employee records and HR databases in conjunction with the HR Department

Employee Engagement: Support initiatives aimed at improving the employee experience and work environment

General: Support the HR department in HR initiatives as required

Qualifications, Experience, Skills & Competencies

Relevant tertiary academic record from a nationally recognized institution along with relevant certification

Minimum 3 year's experience in recruitment or talent management

Minimum 3 year's experience in skills development

Minimum 3 year's in HR Administration

Experience in policy implementation process will be an added advantage

Experience in ICT and Construction sectors will be highly beneficial

Experience working in a group of companies in multiple industries

Strong HR Generalist knowledge and experience

Ability to work independently

Time management

Ability to manage duties in a dual-reporting role

Highly adaptable

Ability to work under pressure and handle large number of vacancies simultaneously