Job Title
Senior Human Resource Manager
Employment Type
Full Time
8 to 10 years
Job Published
14 July 2022
Job Reference No.

Job Description

Our client in Employment seeks the expertise of a Senior HR Manager to join their team. The ideal candidate will be tasked to plan, lead, direct, develop, and coordinate the policies, activities, and staff of the HR department, ensuring legal compliance and implementation of the organization’s mission and talent strategy.


  • Degree in human resource, psychology or similar.
  • Post-graduate degrees preferred
  • 8-10 years in human resources, and at least 3 years in a senior management role.
  • Experience in leading change management
  • Experience in leading culture change initiatives.
  • Experience in aligning an organisation’s overall strategy with employee development and succession planning.
  • Intimate knowledge of behavioural economics and how it can inform incentives, KPIs, etc.
  • Deep understanding of B-BBEE legislation and policy and Labour Laws.
  • Driver’s license and own vehicle.
  • Track record of building employee value propositions and employee engagement programmes
  • Track record of building a high-performance values-based culture
  • An added advantage to have : mentorship and coaching, strategic planning, Technology and 4IR experience

Main Responsibilities:

  • Strategy:
  • Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, succession planning, development, incentives, and retention.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
  • People and Performance Management:
  • Facilitate the process of performance reviews for the entire organisation as per company requirement.
  • Driving, overseeing, and improving the performance management framework.
  • Employment Equity/BBBEE/WSP:
  • Manage the implementation and ensure compliance to the Employee Equity BBBEE plan/strategy Monitor and report on Employee Equity/BBBEE compliance.
  • Following governance and policy with all supplier decisions, invoicing, and budgeting.
  • Administration, Systems & Records:
  • Administers or oversees the administration of human resource programmes including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Payroll Management
  • Manage exit processes for staff, carrying out exit interviews and make sure that the exit clearance form is fully completed.
  • Coordinate all performance management results and liaise with the HODs and the board when necessary.
  • Manage all disputes and relevant IR conflicts:
  • Represent the organisation at Conciliation and Arbitration (Con-Arb) at CCMA.
  • Communicate clearly and regularly with employees /management on relevant employee matters.
  • Recruitment and Selection:
  • Ensure succession planning by building excellent relationships with external recruiting agencies, websites, academic & FET stakeholders.
  • Provide IR related advice, coaching and direction to staff at all levels:
  • Advising managers on all IR matters as well as labour law developments and discussing IR issues that needs urgent attention by the management and the board.
  • Provide an HR service to the business:
  • Monitors and ensures that compliance with Labour Law, BCEA and B-BBEE policy, laws, and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Develops and implements departmental budget.
  • Development, succession, and incentive planning
  • Establish a process of retaining talent to ensure a return on the training investment and keep the strategic plan on track.
  • Development, succession, and incentive planning:
  • Establish a process to recruit employees, develop their skills, and prepare them for advancement in line with its overall strategy.
  • Establish a process of retaining talent to ensure a return on the training investment and keep the strategic plan on track.