The Human Resources Manager plans, develops, and implements all Human Resources related operational components within the area of responsibility, working in close collaboration with the Payroll Manager, Assets Human Resources Manager and Management.
Reports to: Human Resources Director, Sub-Saharan Africa
Package: Market-related salary, retirement fund, and medical aid benefits
Minimum Qualifications & Experience
Grade 12
Human Resources Management Degree
Minimum of 5 years' experience at HR Manager generalist level
Experience in a large, multinational organisation advantageous
Key Responsibilities
Primary responsibilities include, but are not limited to:
Organisational Design
Driving the right culture and resultant climate
Talent acquisition, onboarding and Induction
Talent management and Succession planning
Learning and development
Performance management
Employee relations, disciplinary and grievance matters
Remuneration and benefits
Employee engagement and retention initiatives
HR reporting and analytics
Manpower planning
HR policies, procedures, and legislative compliance
Employment Equity and BBBEE
Guiding line management on HR-related matters
Essential Skills
Proven HR Generalist management experience at the required level
Project management
Change management methodology
Sound knowledge of South African labour legislation: BCEA, LRA, SDA, BBBEE, EEA
Intermediate proficiency in MS Office (Word, Excel, PowerPoint)
Strong analytical and problem-solving ability
Strong administrative and organisational skills
Self-motivated and able to work independently as well as collaboratively
Aptitude for continuous improvement, system enhancements and automation
Fluent in English (written and spoken)
Desirable Skills
Knowledge of Sage Payroll & HR software
Knowledge of SAP SuccessFactors
Competencies
Planning and Organising — Plans and prioritises HR activities systematically; manages multiple workstreams simultaneously; anticipates resourcing needs and manages time effectively.
Deciding and Initiating Action — Takes responsibility for HR processes, initiatives, decisions and outcomes; acts with confidence and urgency; introduces positive change into people processes without waiting to be directed.
Delivering Results and Meeting Customer Expectations — Delivers HR services to a consistently high standard within agreed timelines; takes accountability for quality and outcomes; maintains a strong focus on internal and external client needs.
Leading and Supervising — Provides clear direction and guidance to line management on people matters; motivates and empowers others; coaches for performance; sets and upholds appropriate standards of behaviour and conduct.
Adapting and Responding to Change — Embraces and actively supports organisational change; adjusts HR plans and priorities in response to shifting business needs; remains effective in ambiguous or fast-moving environments.
Persuading and Influencing — Gains commitment from others through well-reasoned argument and negotiation; influences line managers and senior stakeholders effectively on HR matters.
Analysing — Interrogates HR data and workforce analytics to identify trends and root causes; applies sound judgement to complex people-related problems; makes evidence-based recommendations.
Coping with pressure and setbacks — Demonstrates a consistently positive attitude at work, remains effective and productive in high-pressure environments, manages emotions well during challenging situations, responds constructively to feedback and uses it as a learning opportunity, and successfully balances professional and personal commitments.
High attention to detail and accuracy
Ability to effectively communicate and present information