Executive Manager - Human Resources

Ekurhuleni Water Care Company; Gauteng; On-site; ZAR 200 000 - 300 000; Full time

Job summary

A public utility company in South Africa is looking for an experienced HR Director to provide strategic leadership and direction in managing human capital. The role involves developing HR strategies, policies, and systems, enhancing employee engagement, and ensuring compliance with HR and labour legislation. The ideal candidate will have over 10 years of experience in human capital management, excellent leadership skills, and the ability to foster a collaborative work environment.

Qualifications

• 10+ years of experience in Human Capital Management in a medium to large organization.
• 7+ years of experience at senior management level.
• Strong understanding of HR systems, processes, and policies.

Responsibilities

• Develop and implement HR strategies that align with organizational goals.
• Monitor and enhance HR process efficiencies.
• Advise on workforce planning and organizational effectiveness.
• Ensure compliance with relevant legislation and organizational policies.

Skills

Strategic leadership

Human capital management

Labour legislation knowledge

Performance management

Employee engagement strategies

Education

Bachelor's Degree in HR Management or Industrial Psychology

Postgraduate degree (advantage)

Job description

Overview

Provide strategic leadership and direction in the management of the organisation’s human capital. The role is responsible for developing and implementing HR strategies, policies and systems that align with the organisation’s overall strategy and mandate.

Key Responsibilities / Deliverables

1. Strategic Effectiveness
   • Develop short-, medium- and long-term strategies.
   • Keep abreast of political, technical, economic and social environment, and identify threats and opportunities.
   • Monitor emerging trends in HR and labour markets, advising Executive Management on strategic implications of ineffective workforce planning and employee engagement.
   • Understand and monitor organisational requirements to develop appropriate best practices and strategies.
   • Formulate policies and procedures to achieve the strategic plan.
   • Manage the implementation and communication of strategies.
2. Internal Processes Effectiveness
   • Ensure the development of systems to monitor HR process efficiencies, continuously improving service delivery to the organisation.
   • Ensure the alignment of recruitment processes with organisational objectives by implementing systems and procedures that will assist with the attainment of the best available candidates.
   • Continuously evaluates human resource systems, processes, policies and procedures to determine the extent to which it supports the strategic objectives and takes appropriate action and address variances.
   • Ensure duties performed are in line with the Municipal Financial Management Act (MFMA) and Municipal Systems Act (MSA).
   • Lead the adoption of modern HR practices, tools, and technologies to improve efficiency and effectiveness.
   • Promote digital transformation initiatives within HR, including Human Resource Information Systems (HRIS), analytics, AI enabled recruitment, and automation.
3. People Effectiveness
   • Establishing and maintaining an effective performance management system that supports compensation for performance.
   • Ensure the development and maintenance of training initiatives to facilitate the development of employees and to ensure a constant supply of component internal employees according to organisational strategic requirements.
   • Continuously evaluate the organisational requirements for resources across disciplines according to organisational strategic objectives to ensure a competent and stable workforce.
   • Develop and implement a remuneration strategy that considers all strategic issues to ensure the attraction and retention of the best professional skills.
   • Manage the implementation and administration of HR policies and standard operating procedures by ensuring that it is aligned to ERWAT needs, implemented and communicated to all staff.
4. Financial Effectiveness
   • Annually develop and adjust Departmental budget, taking into consideration planned initiatives.
   • Track, monitor and report on organization manpower.
   • Manage and monitor the Departmental budget to ensure effective and efficient functioning, and cost control.
   • Continuously review and monitor employee benefits and rewards to ensure affordability and relevance.
5. Internal, External Partners and Client Effectiveness
   • Create and manage relationships with the City of Ekurhuleni (CoE).
   • Ensure effective HR support is provided to all departments.
   • Advise the Executive leadership team and Board on HR strategy, workforce planning, and organizational effectiveness.
6. Organisational Effectiveness
   • Develops and executes the HR business plan through the formulation of objectives, the allocation of human/fiscal resources and ensure continuous adjustment accordingly.
   • Ensure organizational structures are aligned to meet the strategic objectives of the organization.
   • Ensure all disciplinary matters and employee grievances are addressed fairly, promptly, and in full compliance with relevant legislation and organizational policies.
   • Support leadership in change adoption.
   • Conduct organisational assessments, including climate surveys and employee feedback, to identify opportunities for improvement.
   • Advise senior management on workforce planning, capability development, and strategies to enhance organisational effectiveness.
   • Implement talent management and succession planning programs to ensure leadership continuity and critical skill retention.
   • Identify HR-related risks, including workforce, reputational, operational, and legal risks, and develop mitigation strategies.
   • Integrate HR risk assessments into the organization’s overall risk management framework.
   • Monitor potential exposure to labour disputes, turnover, or skills shortages, and implement proactive interventions.
   • Ensure HR policies and practices minimize organizational risk while supporting strategic objectives.
7. Professional Effectiveness
   • Foster and maintain collaborative relationships with all departments to ensure that Human Resources is regarded as a trusted strategic partner, and that timely advice and guidance is sought when required.
   • Provides appropriate guidance and advice in areas of specialisation, which is acted upon and leads to improvements or resolution of problems.
8. Compliance and Corporate Governance
   • Ensure compliance to the relevant legislation e.g. Labour Legislation, Water Act, Occupational Health and Safety Act, etc.
   • Ensure adherence to all ERWAT policies and procedures.
   • Ensure and report on adherence and non-adherence to compliance and oversee the development of remedial actions.
   • Ensure workplace skills plan is compiled in line with organizational needs and submitted timeously.
9. HR Analytics and Reporting
   • Ensure HR metrics and dashboards are developed and maintained to monitor workforce trends, performance, and HR process effectiveness.
   • Provide regular reports to Executive Management and Board on workforce composition, turnover, retention, performance, and other key HR indicators.
   • Analyse HR data to identify patterns, risks, and opportunities that support strategic decision-making.
   • Ensure accuracy, integrity, and confidentiality of HR data in all reporting systems.
   • Support evidence-based decision-making in recruitment, talent management, succession planning, and workforce planning.
10. Employee Engagement and Wellbeing
    • Develop and implement strategies to enhance employee engagement, morale, and overall satisfaction.
    • Promote a culture of recognition, inclusion, and collaboration across the organization.
    • Monitor and report on engagement levels, identifying areas of concern and implementing corrective actions.
    • Advise management on initiatives to retain talent and maintain a motivated, productive workforce.
11. People Management
    • Lead, mentor, and develop the HR team to ensure high performance, accountability, and professional growth.
    • Establish clear roles, responsibilities, and performance expectations for all HR team members.
    • Conduct regular performance reviews, provide constructive feedback, and implement development plans.
    • Foster a collaborative, inclusive, and motivating work environment within the HR department.
    • Monitor team workload, allocation of resources, and capacity to ensure efficient service delivery.
    • Promote knowledge sharing, continuous learning, and adherence to HR best practices across the team.
    • Provide guidance and support to team members in handling complex HR matters across the organization.

Minimum Requirements

• A Bachelor of Art/Bachelor of Commerce Degree (NQF Level 7) in Human Resources Management, Industrial Psychology, or equivalent.
• A minimum of 10 years’ experience in Human Capital Management, in a medium to large organization
• A minimum of 7 years’ experience at senior management level (inclusive of the operational experience)

Advantages

• A relevant postgraduate degree
• Local Government and Water Sector experience will be an advantage

Special Requirements

• Own transport and a valid driver’s license
• Minimum competencies as per the MFMA. A person who does not have the minimum competencies will be given 18 months from date of appointment to acquire the qualification.
• In depth knowledge of labour and employment legislation.
• Ability to operate effectively in a unionised environment