Key Dimensions:
Reports to : Regional CEO and Group Head-HR (Functional)
Direct reports: HR Business Partners, L&D Manager, HR Manager, Compensation and Benefits Manager
Geography : South Africa and Support: Mozambique, Namibia, Zambia
Peer interaction: All Heads of Department
Key responsibilities:
i.Strategic HR Leadership
a.Develop and communicate a clear HR strategy aligned with business goals, fostering a culture of continuous improvement.
b.Develop, manage, and maintain effective Human Capital strategies and tactical plans, ensuring they are communicated and implemented across the Company in support of business objectives.
c.Lead organizational development initiatives to enhance the company’s culture, capabilities, and overall effectiveness.
d.Facilitate organizational assessments, culture surveys, and feedback mechanisms to identify areas for improvement.
e.Assess the current organizational structure and recommend adjustments to optimize efficiency and effectiveness.
f.Ensure clear job descriptions, reporting lines, and responsibilities across the organization.
g.Collaborate with senior management to design and implement change initiatives that support organizational transformation.
h.Develop and execute change management plans, including communication strategies, training programs, and resistance management initiatives.
i.Monitor the impact of change initiatives and adjust strategies as required to ensure successful implementation.
ii.HR Policy and Compliance
a.Advise Senior Management on HR policies, procedures, and actions required to maximize the effective utilization of employees.
b.Ensure the maintenance of all necessary HR procedures and systems to support effective workforce planning, management, and regulatory compliance.
iii.Workforce Planning and Recruitment
a.Develop and execute a comprehensive talent acquisition strategy aligned with organizational goals.
b.Collaborate with senior leadership to understand workforce needs and forecast talent requirements.
c.Lead workforce planning initiatives to identify current and future staffing needs.
d.Strengthen and promote the organization’s employer brand to attract top talent.
e.Analyze workforce trends and proactively recommend strategies to address future talent requirements.
f.Evaluate and implement recruitment technologies to improve efficiency and effectiveness.
g.Champion diversity and inclusion initiatives within the recruitment process.
iv.Performance Management
a.Develop and implement a comprehensive performance management strategy aligned with organizational goals and objectives.
b.Collaborate with leadership to establish key performance indicators (KPIs) and performance metrics.
c.Foster a performance-driven culture through recognition and reward programs.
d.Formulate, review, and update performance management policies and procedures.
e.Ensure performance management practices comply with relevant employment laws and regulations.
f.Design, implement, and manage an effective performance appraisal system.
g.Establish a framework for continuous feedback and coaching conversations between managers and employees.
v.Talent Management and Development
a.Develop and execute a comprehensive talent development strategy aligned with organizational goals.
b.Lead learning, training, and development initiatives in support of the Group’s business plan, ensuring employees have the necessary skills to achieve their objectives and maximize their potential.
c.Oversee the development of effective evaluation and feedback processes for all learning and development initiatives, including ROI assessment.
d.Foster a learning culture that encourages continuous skill development and knowledge sharing.
e.Design and implement an integrated Talent Management strategy, including frameworks for assessing, managing, and developing talent across the organization.
f.Oversee comprehensive talent review and succession planning processes to identify high-potential talent for leadership and technical roles.
g.Lead the development and implementation of scalable tools for leadership assessment, identification, and development planning.
h.Direct the design of talent management programs utilizing industry best practices to strengthen employee development, retention, and organizational capability.
i.Oversee the development of talent frameworks encompassing succession planning, performance management, and leadership development.
j. Lead leadership development initiatives to build a strong and capable leadership pipeline.
vi.Employee Relations
a.Foster a positive and inclusive workplace culture through effective employee relations programs.
b.Build and maintain harmonious relationships between management and employees.
c.Develop and implement strategies to measure and enhance employee engagement, satisfaction, and workplace culture.
d.Lead initiatives that support employee well-being, including wellness and work-life balance programs.
vii.Labour Relations (Manufacturing)
a.Maintain harmonious relationships with unions.
b.Negotiate labour contracts and resolve labour disputes and grievances.
c.Ensure compliance with collective bargaining agreements.
viii.Security
a.Collaborate with security teams to establish and enforce security protocols within HR operations, safeguarding sensitive employee and company information.
b.Lead regular audits and assessments of company property to identify vulnerabilities and implement corrective actions to mitigate theft risks.
c.Establish frameworks for the secure management and monitoring of company vehicles and equipment to prevent theft and misuse.
d.Develop strategic crisis management initiatives to ensure preparedness and effective response to unforeseen events.
e.Maintain updated security guidelines and ensure employees have access to relevant resources and reporting channels for security concerns.
ix.Compliance and HR Administration
a.Oversee all administrative activities, including preventive and corrective maintenance of company facilities, statutory compliance requirements (including business licenses for all branches), office supplies, and transportation.
b.Manage HR facility administration, including office space, equipment, and supplies, to maintain a productive work environment.
c.Lead preventive and corrective maintenance activities to ensure the safety and functionality of HR-related facilities.
d.Oversee HR administration, including record-keeping, documentation, and reporting.
e.Implement effective HRIS systems to support streamlined data management and reporting.
f.Conduct regular audits to ensure HR processes and practices comply with legal and regulatory requirements.
g.Lead initiatives to strengthen data privacy and security within HR operations.
h.Ensure HR policies and practices comply with data protection, privacy laws, and other regulatory requirements to minimize legal and operational risks.
x.HR Analytics
a.Define and monitor HR metrics and KPIs aligned with business objectives.
b.Establish benchmarks and performance indicators to evaluate the effectiveness of HR programs.
c.Oversee the collection and analysis of HR-related data, including recruitment, retention, performance, and employee engagement metrics.
d.Utilize statistical methods and analytical tools to derive actionable insights from HR data.
e.Evaluate and implement HR analytics tools and technologies, ensuring integration with existing HR systems for efficient reporting and analysis.
xi.Compensation and Benefits
a.Lead the design and administration of competitive compensation and benefits programs.
b.Conduct regular market benchmarking to ensure the organization’s total rewards remain competitive and aligned with industry standards.
c.Provide guidance on salary structures, bonuses, and incentive programs.
d.Oversee the administration of employee benefits, including medical, retirement, and other employee welfare programs.
e.Ensure compliance with compensation- and benefits-related laws, regulations, and standards.
4. Budgetary responsibilities: In collaboration with the Group HR Officer and country CEO, develop and monitor the Company’s HR budget to ensure HR services are delivered effectively and aligned with the Company’s strategic objectives.
1. Qualifications required:
i.Minimum academic qualification:
Bachelor’s degree in Business, HR Management or related field.
ii.Qualifications as an added advantage:
A postgraduate degree/ master’s in Marketing or LLB
iii.Professional Qualification and Membership: Member of SABPP
2. Experience required:
i.General work experience (years): 15 - 20 Years
ii.Specific to the position (level/discipline/years): Minimum 5-7 years hands-on leadership HR role within Africa.
iii.Industry: Any Manufacturing
iv.Other Experience/ Exposure:
- Proven capability in HR Leadership role with the complexity of multiple sites.
- Good understanding of business management.
3. Key competencies and skills:
- Communication & Interpersonal skills: The ideal candidate must possess exceptional verbal and written communication skills.
Strong interpersonal skills are crucial for building rapport with employees, management, and external partners
Effective presentation skills for training sessions, meetings, and reports.
Skillful negotiation and conflict resolution abilities to facilitate positive outcomes.
- Adaptability: They should be open to change, able to pivot HR strategies as needed, and agile in response to evolving employee needs.
- Empathy and Listening Skills:These qualities are vital for understanding and addressing the concerns and needs of employees.
HR leaders should be approachable, compassionate, and skilled at active listening.
- Conflict Resolution Skills:The ability to handle conflicts and difficult conversations with diplomacy and professionalism is a must.
HR heads should strive to create harmonious working environments.
- Strategic Thinking:HR leaders should possess strategic thinking capabilities, enabling them to align HR initiatives with the overall business objectives of the organization.
They should be forward-thinking and able to anticipate HR needs and trends.
4. Language requirements:
i.English
ii.Afrikaans
5. Computer literacy:
i.Proficiency in Microsoft Office Suite (Word, PowerPoint, Outlook)
ii.Hands on experience of HRIS System
iii.ERP Systems Proficiency (Preference SAP S/4 Hana)
iv.Effective communication and reporting using digital platforms (example Power BI)
v.Experience with platforms such as Teams, Zoom, or similar
vi.Working knowledge of AI platforms as a tool for HR
