PRIMARY ACCOUNTABILITIES
Strategic HR Partnering:
Build trusted partnership with agency management team; understand business strategy, challenges, and talent implications.
Provide talent and culture insights informing business decisions (e.g., expansion plans, restructure, performance challenges, retention risk).
Translate Collective HR strategy and policies into agency context; advocate for consistency while enabling local adaptation.
Partner with agency leaders on talent planning, succession planning, and capability development aligned to business priorities.
Advocate for adoption of people management fundamentals and best practices.
Day-to-Day HR Operations & Employee Relations:
Be the first point of contact for employees on HR matters: questions, concerns, career development, benefits, policies.
Administer People processes: onboarding, offboarding, leave management, benefits administration, contract management.
Support people managers on employee relations matters: performance management, conduct discussions, disciplinary procedures, difficult conversations.
Handle and escalate employee relations issues; maintain fairness, consistency, and legal compliance.
Ensure adherence to HR policies and procedures, flag policy gaps or inconsistencies to Senior Manager.
Talent Management & Development:
Partner with agency leaders on talent identification and high-potential development.
Coordinate onboarding; ensure new hires integrate quickly and productively.
Support succession planning for agency middle management roles.
Promote learning and development opportunities to agency employees; coordinate programme enrollment with the Talent and Learning team.
Facilitate engagement surveys and action planning; translate survey insights into local improvements.
People & Culture Operations:
Maintain accurate HRIS data (employee records, leave, benefits, training history, performance).
Administer compensation and benefits; respond to employee questions; ensure timely processing.
Coordinate payroll, benefits administration, statutory requirements (POPIA, UIF, tax, BEE reporting).
Generate local people metrics and dashboards; provide data to Senior Manager for Collective-wide analysis.
Manage recruitment coordination with talent acquisition partners; ensure positive candidate experience.
EXPERIENCE & QUALIFICATION
Education:
Bachelor's degree in human resources, Business Administration, or related field (minimum).
HR professional certification preferred (CIPD, SABPP, or similar).
Professional Experience:
Minimum 3-5 years' HR experience, preferably in HR operations, employee relations, or HR business partnership roles.
Experience administering HR processes (HRIS, payroll, benefits, leave).
Experience supporting people managers and coaching on HR practices.
Exposure to multi-location or matrix environments helpful.
Experience in professional services, advertising, media, or creative industries preferred but not essential.