JOB PURPOSE
Reporting to the Executive Director: People and Culture, the incumbent will lead the implementation of a people strategy that supports institutional excellence, ensures compliance, and advances institutional transformation.
RESPONSIBILITIES
The successful incumbent's key responsibilities are, but not limited to:
Strategic Operational Leadership
Lead and optimise the Human Resources function by providing strategic operational oversight across all HR portfolios, driving digital transformation, innovation, capability development, and organisational excellence.
Financial and Resources Management
Direct the effective planning, allocation, and management of HR budgets, employee costs, and resources through cost-efficient practices that support institutional priorities and service excellence.
Governance, Risk and Compliance
Drive sound HR governance by managing risks, maintaining regulatory compliance, and aligning HR policies and practices with institutional and legislative requirements.
Talent Sourcing and Management
Lead the development and implementation of integrated talent and workforce strategies that attract, develop, and retain high-performing academic, professional, and research talent in support of the University's long-term goals, succession planning, and transformation agenda.
Leadership and People Management
Promote a high-performance, accountable, inclusive, and service-oriented culture while advancing the University's transformation, diversity, equity, and inclusion objectives.
Rewards, Performance Management, and Benefits
Provide strategic leadership of remuneration, rewards, and benefits frameworks to ensure competitiveness, equity, compliance, organisational performance, talent retention, and financial sustainability.
Project Management
Lead and govern major HR transformation initiatives through effective project governance, stakeholder engagement, risk management, and organisational change practices.
Liaison, Governance and Strategic Negotiation
Provide governance oversight and strategic stakeholder engagement by supporting key institutional committees and maintaining constructive relationships with labour, regulatory bodies, government, and sector partners.
Employee Relations and Wellness
Oversee employee relations, collective bargaining, dispute resolution, and employee wellness programmes to foster a positive, legally compliant, healthy, and productive work environment.
MINIMUM REQUIREMENTS
A Master's degree in Human Resources Management, Industrial Psychology, or a related field.
At least 10 years of leadership experience within a large and complex organisation with at least 5 years at a senior management level.
Extensive knowledge of labour legislation, governance frameworks, and HR best practices.
A minimum of five(5) years of proven senior management experience in the following:
Organisational change and leadership development.
Leading the implementation of HR or people strategy in medium to large organisations.
Labour relations and collective bargaining, including engagement with unions and management of complex disciplinary and dispute processes.
Policy development, implementation, and oversight in line with legislative requirements and organisational needs.
Leading a full-spectrum HR function, including but not limited to: employee relations, talent management and development, change management and organisational development, workforce planning, remuneration, rewards and benefits, organisational design, HR governance and compliance.
Advanced working knowledge of South African labour legislation and employment practices.
Professional registration with the South African Board for People Practice as a Master HR Professional.
REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):
Excellent knowledge and application of key legislation such as the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Protection of Personal Information Act, and the Immigration Act.
Understanding of the Higher Education Act, DHET frameworks, and governance structures within universities.
Advanced knowledge across all the functional areas of Human Resources, including talent management, remuneration and benefits, performance management, employee relations, organisational development, change management, HR operations, compliance and risk management.
Ability to lead organisational transformation, culture change and HR digital transformation initiatives and understanding of transformation imperatives, equity targets, and inclusive workforce strategies.
Exceptional communication (written and verbal) skills.
Strong analytical and systems thinking capability and decision making.
Ability to translate institutional strategy into an integrated human capital strategy, aligning talent, structure, culture, and performance to long-term goals.
Extensive knowledge of labour legislation, governance frameworks, and HR best practices.
Advanced digital acumen, including the strategic use of HR information systems, workforce analytics, and technology-enabled HR solutions.
Knowledge and understanding of the University's financial policies and their application.
Knowledge of budgeting, financial controls, and cost optimisation within the HR functions.
Ability to communicate complex HR, legal, and strategic matters clearly to diverse audiences, including executive management.
Ability to build and sustain collaborative partnerships across academic and professional services departments.
Ability to lead and improve HR practices through technology, process improvement, and best practice benchmarking.
Excellent negotiation, interpersonal, relationship and conflict management skills; and
Ability to interact and relate with a diverse group of institutional stakeholders.
ADDED ADVANTAGES AND PREFERENCES
A postgraduate management qualification.
Senior management experience in Human Resources at an institution of higher learning.
A thorough understanding of the higher education sector and environment, both nationally and internationally.
Exposure to international HR practices or global mobility frameworks.
Advanced knowledge of academic Human Resources.
REMUNERATION
The annual remuneration package will be commensurate with the incumbent's level of appointment, as determined by UP policy guidelines. UP subscribes to the BESTMED and UMVUZO medical aid schemes and contributes 50% of the applicable monthly premium.
CLOSING DATE: 14 AUGUST 2026