KEY RESPONSIBILITIES

1) Human Resources Management

• Manage full HR lifecycle: recruitment, onboarding, employee records, contracts, probation, performance management, development, and offboarding.
• Ensure HR policies and procedures are current, compliant, and consistently applied.
• Provide management with HR advice on employee relations, disciplinary processes, grievances, and labour law compliance.
• Drive HR reporting, analysis, and employee metrics (turnover, absenteeism, staff costs, etc.).
• Coordinate and manage training needs, skills development plans, and career planning initiatives.
• Support organisational culture initiatives, staff engagement, and internal communication.
• Manage all policies and procedures relating to employees
• Manage a KPI framework

2) Payroll Administration & Payroll Compliance (Core Accountability)

• Manage payroll processing end-to-end, ensuring accuracy, timeliness, and compliance.
• Maintain payroll records and ensure data integrity in payroll systems.
• Conduct all payroll calculations, including:
• PAYE, UIF, SDL calculations and submissions
• Leave accruals, overtime, bonuses and allowances
• Severance calculations, termination payouts
• Salary structuring and payroll cost analysis
• Ensure compliance with payroll-related legislation including BCEA, LRA, SARS requirements, UIF, COIDA and related statutory obligations.
• Manage monthly and annual payroll reconciliation and statutory reporting.
• Ensure IRP5/IT3(a) generation and annual payroll reporting.
• Respond to payroll queries from employees and management and resolve discrepancies.

3) B-BBEE Management

• Manage the full B-BBEE process, including preparation for verification and certification.
• Maintain and track B-BBEE scorecard elements, ensuring correct regulatory classification and levels are maintained.
• Ensure compliance with regulatory definitions, measured entity requirements, and transformation reporting obligations.
• Track and maintain documentation for:
• Ownership structure and related documentation
• Skills Development records and training evidence
• Supplier Development & Enterprise Development contributions
• Preferential Procurement reporting and supplier classification data
• Socio-Economic Development contributions
• Work closely with finance and procurement to ensure ongoing compliance and evidence collection throughout the year.
• Liaise with verification agencies and consultants, ensuring deadlines are met and documentation is audit-ready.

4) ICASA Licensing Compliance

• Manage compliance obligations linked to ICASA licensing and regulatory requirements.
• Maintain up-to-date knowledge of applicable ICASA conditions and ensure business adherence.
• Coordinate licensing renewals and compliance submissions within required timeframes.
• Maintain compliance registers and ensure supporting documentation is available and up to date.
• Liaise with internal stakeholders and external consultants/regulatory bodies as needed.
• Identify compliance risks and implement corrective action plans.

5) General Compliance & Governance

• Maintain HR and compliance audit readiness (documentation, processes, statutory records).
• Ensure the organisation complies with relevant legislation and statutory obligations.
• Maintain records related to employment equity, workplace skills plans, and SDF activities (where applicable).
• Compile reports and present compliance status updates to leadership.
• Promote ethical HR practices and ensure confidentiality across all HR and payroll processes.