Minimum Requirements:

Qualification

• Bachelor’s Degree or Advanced Diploma in Human Resources or relevant qualification

Experience:

• At least 5 – 8 years’ experience in Human Resource and in the following areas;
• BBBEE knowledge and experience
• Employee Relations experience
• Talent Management
• Change Management

Responsibilities

HR Business Partnering

• Partner with Divisional Leadership and managers to understand business goals and objectives, and provide strategic HR guidance and support.
• Collaborate with key stakeholders to develop and implement people strategies that support the organisation’s growth, performance, and long-term success.
• Proactively identify interconnected problems and determine the impact, patterns and trends thereof to recommend best-fit alternatives, anticipating future challenges to an area of specialisation.
• Act as a trusted advisor on people-related matters, providing insights, recommendations, and solutions to address business challenges and opportunities.

HR Solutions and Services:

• Plan for delivering work outputs related to a particular service or operational area, managing interdependent functional activities, and direct best-practice, priorities, standards and procedures to ensure efficiency related to an area of specialisation.
• Assist and support the seamless Implementation of HR solutions and services that support the achievement of Human Capital objectives, including recruitment, talent management, performance management, and employee engagement.
• Provide guidance and support to business on the effective implementation of HR policies, procedures, and programs.
• Ensure compliance with employment laws, regulations, and company policies in all HR initiatives and activities
• Ensure alignment against set standards and practice guidelines related to HR administrative support that is provided to the business.

 Talent Management :

• Provide consulting support to divisional leadership, managers, and HR teams on people capability management, including talent development, succession planning, and organisational design.
• Conduct needs assessments and gap analyses to identify areas for improvement in people capabilities and assist with the development of tailored solutions to address identified needs.
• Design and support targeted interventions to build sustainable talent pipelines and reduce critical capability risk.
• Establish standardised training and development frameworks to support capability building, leadership effectiveness, and career development across sites.

Employee Engagement and Culture:

• Develop and embed wellbeing frameworks and practices aligned to organisational values

Performance Management:

• Implement performance management processes and frameworks to drive accountability, transparency, and performance excellence across the division.
• Provide guidance to leadership and management on performance management frameworks and key performance indicators and metrics to measure the effectiveness of division and ensure continuous improvement.
• Analyse divisional performance data and metrics to identify trends, insights, and areas for improvement, and provide actionable recommendations to senior leadership.

Organisational Architecture & Governance:

• Lead initiatives to design, implement, and optimise organisational structures, job architecture, and operating models that support business strategy and agility.
• Develop and implement governance frameworks to standardise decision-making, role clarity, and HR practices across divisions.
• Partner with divisional leadership to ensure organisational structures and leadership roles align with performance expectations and future capability needs.
• Provide guidance on spans and layers, reporting lines, and critical roles to strengthen organisational effectiveness and succession planning.
• Establish repeatable tools, frameworks, and documentation to ensure long-term sustainability of organisational design and governance practices.
• Establish and maintain HR standards, frameworks, and practice guidelines to ensure consistency and scalability across the organisation.

End Date: January 27, 2026