Human Capital Manager at Unitrans

Job Advert Summary


To provide tactical human capital leadership and execution across multiple operational units by translating divisional Human Capital (HC) strategies into effective local action.
The role partners closely with General Managers and MANCO teams to enhance workforce effectiveness, deliver business-aligned HC interventions, and ensure consistent, compliant HC service delivery.
The Human Capital Manager leads the deployment of talent, performance, culture, and employee relations initiatives at country, depot, hub, or cluster level, ensuring alignment with group standards, labour legislation, and business priorities.


Minimum Requirements

Experience Requirements


A Bachelor's Degree (minimum 3 years) at NQF Level 7 is essential, with a specialisation in Human Resources, Industrial Psychology, Management Sciences, or a related discipline.


The qualification must provide a solid grounding in:


Human resource management principles
Labour relations and employment legislation
Organisational behaviour and workforce management
Business and management fundamentals
Professional registration with the South African Board for People Practices (SABPP) as a Human Resource Professional (HRP) is advantageous
6-10 Years progressive Human Capital Experience, 3-5 Years Human Capital Business Partnering Experience. Experience must include hands-on exposure across the end-to-end HR value chain, with a strong operational focus


Competencies


HC Functional Depth: Strong understanding of the full HC value chain at business unit level
Workforce Planning & Talent Execution: Ability to deliver future-fit workforce solutions
ER/IR Leadership: Expertise in managing complex and high-risk employee relations matters
Tactical Execution: Converts strategy into effective operational delivery
Coaching & People Development: Coaches leaders and develops junior HC team members
Analytical Thinking: Uses data and insights to guide decision-making
Stakeholder Influence: Builds credibility and trust with line management
Change Agility: Adapts and leads effectively in dynamic, changing environment


Duties & Responsibilities

Strategic HC Execution and Advisory


Translate divisional HC strategies into executable operational HC plans aligned to business unit goals
Partner with operational executives and MANCO teams to influence HC decision-making through workforce insights and practical solutions
Advise line managers on organisational structure, workforce design, and capability deployment


Talent Management and Workforce Planning


Lead workforce planning and talent review processes across supported business units
Drive succession planning and pipeline development, identifying readiness gaps and required interventions
Collaborate with Centres of Expertise (CoEs) on internal mobility, attraction, and retention strategies


Employee Engagement and Culture


Lead and coordinate the implementation of divisional culture, DEI, wellness, and engagement initiatives across sites
Analyse engagement survey results, identify focus areas, and co-create action plans with business leadership
Champion the Employee Value Proposition (EVP) to foster a positive, high-performance culture


Performance and Capability Enablement


Drive performance management processes, coaching leaders on goal setting, feedback, and development conversations
Partner with Learning & Development to support skills development plans and learning interventions
Monitor performance trends and implement corrective actions where required


Organisational Effectiveness and Change Enablement


Support organisational design reviews, structure proposals, and change management initiatives at operational level
Lead job profiling, grading alignment, and competency calibration exercises within supported business units
Act as a change agent, driving HC-related change initiatives and adoption


HC Process Governance and Oversight


Ensure effective implementation of the HC lifecycle, including onboarding, offboarding, contract management, and employee transitions
Oversee and quality-check HC process execution by Consultants and Coordinators to ensure policy compliance and data integrity
Partner with Shared Services to resolve escalated HC service and process issues


Employee Relations (ER/IR) Leadership


Lead and manage complex employee relations matters, including grievances, misconduct, poor performance, and disputes
Represent the organisation at CCMA and Bargaining Council proceedings
Facilitate retrenchment and transfer processes in collaboration with Legal and Divisional HC
Monitor ER trends and implement proactive risk mitigation strategies
Guide HC Consultants in case handling, ensuring procedural fairness and proper documentation


Project Implementation


Drive the local execution of HC projects such as system implementations, engagement programmes, and change initiatives
Coordinate resources, communication, and timelines to ensure successful delivery across sites
Provide feedback to Divisional HC and CoEs on lessons learned and improvement opportunities


Data, Analytics and Reporting


Analyse workforce metrics (turnover, absenteeism, ER trends, vacancies) across business units and sites
Compile and present monthly dashboards and HC reports to business leadership
Use data-driven insights to inform decisions and highlight priority intervention areas


Closing Date


2026/04/28