Position Title: HR Manager Department: Human Resources Reporting To: Executive Director / Chief Executive Officer Direct Reports: HR Officers / HR Administrators / Payroll Specialist Salary Grade / Band: R60,000 – R90,000 Total Cost to Company (TCT) per month Location: [Insert Location]

1. Job Purpose

The HR Manager is responsible for leading the strategic alignment and operational execution of all Human Capital functions across the organization. This role acts as a strategic business partner to executive leadership while maintaining full oversight of South African labour compliance, talent management, employee relations, performance management, organizational development, and skills strategy.

2. Key Performance Areas (KPAs) & Primary Responsibilities

A. Strategic HR & Business Partnering (25%)

• Develop and execute an overarching HR strategy that aligns with business objectives and long-term organizational goals.

• Serve as a trusted advisor to senior management on organizational design, workforce planning, change management, and executive coaching.

• Monitor key HR metrics (e.g., turnover, absenteeism, time-to-hire, training ROI) to drive data-informed decision-making.

B. Employee Relations, Industrial Relations & Compliance (25%)

• Ensure strict organizational compliance with all South African labour legislation (LRA, BCEA, EEA, SDA, OHSA).

• Oversee end-to-end disciplinary, grievance, and incapacity procedures, ensuring procedural and substantive fairness.

• Represent or prepare the company for CCMA referrals, conciliations, and arbitrations where required.

• Manage relationship with union representatives or employee forums if applicable.

C. Talent Management, Training & Development (20%)

• Design and implement robust learning, skills-development, and talent-pipeline strategies.

• Manage the Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions to relevant SETAs to maximize SETA grants and mandatory refunds.

• Oversee onboarding, induction, and career-progression programs across all business units.

D. Performance Management & Culture (15%)

• Drive the annual performance management lifecycle, ensuring goals are cascaded, reviewed, and linked to reward frameworks.

• Build initiatives that foster a high-performance, accountable, and inclusive company culture.

• Lead employee wellness, engagement, and retention strategies.

E. Employment Equity & Transformation (10%)

• Chair or guide the Employment Equity (EE) Committee, ensuring statutory meetings are held and documented.

• Formulate, implement, and submit annual EE plans and reports to the Department of Employment and Labour.

• Drive B-BBEE transformation agendas related to the HR and Skills Development elements.

F. Departmental Leadership & Administration (5%)

• Manage and mentor the internal HR team, setting KPIs and monitoring performance.

• Manage the departmental HR operational budget and salary administration oversight.

3. Key Performance Indicators (KPIs)

1. Legislative Compliance: Zero successful procedural/substantive unfairness claims at the CCMA; 100% on-time submission of EE reports and WSP/ATR filings.

2. Talent Retention & Performance: Retention rate of key/critical talent above 85%; 100% completion rate for biannual performance reviews.

3. Training Execution: Delivery of agreed annual training schedule within budget, maximizing SETA levy recoveries.

4. Time-to-Fill: Key vacancies filled within the target timeframe (e.g., within 45–60 days).

4. Minimum Qualifications & Experience Requirements

• Education:

  • Bachelor’s Degree or Advanced Diploma (NQF Level 7) in Human Resources Management, Industrial Psychology, Labour Law, or related field.

  • Honours degree or SABPP Chartered/Professional registration is advantageous.

• Experience:

  • Minimum of 8 years of progressive HR experience, with at least 3–5 years in a managerial or senior HR BP capacity.

  • Proven track record handling CCMA matters, EE strategies, and skills-development compliance.

  • Demonstrated experience managing HR teams and advising executive leadership.

• Technical Knowledge & Skills:

  • Deep practical knowledge of South African Labour Law (LRA, BCEA, EEA, SDA).

  • Advanced proficiency in performance management systems, talent mapping, and job profiling.

  • Excellent conflict resolution, negotiation, executive coaching, and stakeholder management skills.