HR Manager Manufacturing (Twini) at AkzoNobel

About this role


We're looking for a strong HR generalist with deep Employee & Industrial Relations expertise to partner closely with leaders and shape a positive, compliant and high-performing workplace. This role is at the center of operational HR delivery, supporting the business to achieve its objectives through trusted coaching, practical guidance, and hands-on leadership across ER/IR matters.
You'll work within the HR Operating Model (HRBP, People Services and Centres of Expertise) to deliver a seamless employee experience, drive engagement, and ensure consistent execution of HR processes, while also taking the lead in union engagement, consultations, disputes and statutory forums when required.


Responsibilities

HR Partnership & Employee Lifecycle Support


Coach and support managers to deliver key annual people processes (Performance & Development, talent reviews, reward cycles, etc.).
Facilitate Performance & Development and Talent calibration sessions.
Lead operational workforce planning in partnership with relevant business teams.
Provide day-to-day guidance to managers on recruitment, development, restructuring support (in line with approval processes), performance management and absence management.
Support job evaluation and reward discussions in collaboration with the Regional Rewards CoE.
Identify learning needs with leaders and coordinate delivery with regional CoE partners.
Support local talent identification, succession planning and pipeline building.
Drive engagement locally through communication and site initiatives; champion company values and leadership behaviours.


Employee & Industrial Relations (Core Focus)


Lead and represent the company in labour relations matters, including collective bargaining and consultation forums.
Build productive relationships with unions, works councils and key external stakeholders (e.g., Department of Labour, Bargaining Councils, CCMA and Labour Court where applicable).
Ensure implementation and governance of ER policies, frameworks and collective agreements.
Proactively reduce time lost through conflict by developing and implementing ER interventions (discipline, grievances, disputes, suspensions, etc.).
Provide strategic ER guidance to HR leaders and line managers, ensuring fair, consistent and legally sound outcomes.
Support transformation and change initiatives by managing ER impact and ensuring compliance with legislation and agreements.
Track legislative and industry developments and embed relevant best practices into ER approaches.
Design and implement workplace forums and initiatives that strengthen trust and collaboration between employees, management and organised labour.
Build ER capability through training and coaching for line managers, HR operations teams and shop stewards.


Operational Excellence & HR Service Delivery


Drive standardisation and continuous improvement across local HR delivery.
Ensure global HR processes are implemented effectively in your area of responsibility.
Guide employees and managers to the right HR channel (self-service, People Services, CoE).
Take ownership for improving data quality and addressing inaccuracies with relevant teams.
Act as a local "champion" for CoE offerings (e.g., reward, learning), supporting rollouts and adoption.
Monitor service quality and provide feedback to strengthen HR delivery continuously.


Compliance & Risk Management


Ensure full compliance with South African labour legislation and local HR policy requirements (engaging external legal support where needed).
Promote awareness of the Speak Up process and participate in investigations when required.
Support audits and internal compliance processes (e.g., "In Control").
Counsel managers/employees on ER procedures and support resolution of labour disputes.


Role Requirements
Qualifications & experience


Bachelor's Degree (NQF Level 7) or equivalent.
5 - 7 years' HR generalist experience, with ~70% focus on Industrial Relations.
Proven experience in labour relations including mediation, arbitration and litigation exposure.
Strong working knowledge of the South African legislative framework (labour and HR-related laws).
Fluent English (written and spoken) and local language proficiency (where applicable).
Willingness to travel when needed.


Key skills & behaviours


Strong influencing, problem-solving and stakeholder management capability.
Confident decision-making and courage to challenge constructively.
High integrity, sound judgement and a balanced, pragmatic approach to conflict resolution.
Customer- and solution-oriented mindset; able to operate effectively in ambiguity.
Strong business acumen with a conceptual, analytical, results-driven approach.
Excellent communication skills and ability to work at all levels in a fast-paced environment.