HR Executive (Automotive Group)

Kontak Recruitment; Johannesburg; On-site; ZAR 1 000 000 - 1 450 000; Full time

Job summary

A growing automotive group in Johannesburg North is seeking an experienced HR Executive to manage the HR function across 10+ branches with over 300 employees. The ideal candidate will have extensive experience in HR leadership within the motor industry and will be responsible for strategy implementation, employee relations, and compliance. This is a senior role offering significant authority and the opportunity to influence company culture. Competitive salary package offered.

Benefits

Potential EXCO exposure

Leadership influence across multiple branches

Travel opportunities as required

Qualifications

• 8-10 years of senior HR leadership experience is required.
• Experience managing HR across multiple branches is essential.
• Minimum 5 years’ experience in the motor industry is a must.

Responsibilities

• Oversee the HR function across all branches.
• Develop and implement HR strategy to align with business goals.
• Ensure compliance with labor legislation and internal governance.

Skills

Strategic HR leadership

Compliance

Employee relations

Change management

Stakeholder management

Education

Bachelor’s degree in human resource management or related field

Postgraduate qualification in HR or Behavioral Science

Tools

Sage VIP

HR metrics and reporting systems

Job description

HR Executive (Automotive Group) – Johannesburg North.

A fast-growing automotive group is seeking a senior, hands-on HR Executive to lead and own the full HR function across 10+ branches and 300+ employees.

This is a high-impact leadership role suited to someone who understands the motor trade environment, can drive people strategy, and can professionally balance the human element with commercial outcomes.

Salary: R1M – R1,45M CTC per annum.

10+ branches | 300+ staff.

Travel: Required as needed.

What’s in it for you?

• You’ll oversee all HR operations, lead strategic HR planning, drive organisational progression, and play a key role in leadership—with strong potential to form part of EXCO.
• Step into a head-of-HR role with real authority and influence across a multi-branch group. Work in a business that’s growing exponentially—plenty of scope to implement structure, process and strategy.
• Potential EXCO exposure and involvement in high-level decision‑making.
• Own the HR roadmap end‑to‑end and build a strong, scalable people function.

Minimum Requirements:

Qualifications:

• Bachelor’s degree in human resource management, Industrial Psychology, Organisational Psychology, or Human Capital Management is essential.
• Postgraduate qualification in Industrial Psychology or a related HR / Behavioural Science field will be highly advantageous.

Experience:

• 8–10 years senior HR leadership experience (HR Manager / Senior HRBP / HR Executive level).
• Proven experience managing HR across multiple branches/sites.
• Proven experience managing HR for 300+ staff.
• Minimum 5 years’ experience in the motor industry (non‑negotiable).
• Demonstrated ability to lead change, implement strategy, and drive compliance across a group environment.

Systems & Tools:

• Sage VIP experience is essential.
• Strong working knowledge of HR systems, reporting, and workforce data (HR metrics, dashboards, trends).

Core Competencies:

• Strategic HR leadership with a practical, operational mindset.
• Strong ER/LR capability (discipline, incapacity, grievances, CCMA preparation support).
• Confident stakeholder management at senior leadership level.
• Policy development, process implementation, and governance.
• Hands‑on, visible leadership style with the ability to travel and be present at branches when required.

Other:

• Willingness and ability to travel to branches as required.
• Valid driver’s license.

Duties and Responsibilities:

1) Group HR Leadership (Head of Function):

• Lead and oversee the full HR function across all branches and departments.
• Act as the senior HR authority for the group—driving standards, structure, and consistency.
• Build and maintain an HR team / HR support structure aligned to business growth.
• Ensure HR is positioned as a strategic partner while remaining operationally strong.

2) Strategy, Planning & Organisational Progression:

• Develop and implement the group HR strategy aligned to business goals and growth plans.
• Support leadership with workforce planning, succession planning, talent pipelines, and organisational design.
• Drive initiatives that improve performance, accountability, culture, and staff retention.
• Contribute to leadership planning and decision‑making (potential EXCO involvement).

3) Employee Relations & Compliance:

• Oversee employee relations across the group, ensuring fair, consistent processes.
• Guide and support disciplinary processes, investigations, hearings, and dispute management.
• Ensure compliance with South African labour legislation and internal governance.
• Maintain and update HR policies, procedures, and employment practices.

4) Recruitment, Onboarding & Talent Management:

• Oversee recruitment strategy for the group (role prioritisation, approvals, process consistency).
• Improve hiring quality through structured processes and strong line‑manager support.
• Drive onboarding standards and performance probation processes.
• Implement performance management frameworks suited to a motor trade environment.

5) Payroll Oversight & HR Administration (Sage VIP):

• Oversee payroll processes and controls in collaboration with payroll/finance.
• Ensure accurate employee data management, contracts, letters, HR records, and reporting.
• Ensure Sage VIP is maintained and optimised for accurate HR and payroll outputs.
• Monitor leave management, overtime controls, and workforce data integrity.

6) Training, Development & Culture:

• Drive learning and development initiatives across branches (skills upliftment, leadership development).
• Support managers with people leadership, difficult conversations, and team performance.
• Build a strong, aligned company culture that supports growth and staff engagement.

7) Multi‑Branch Support & Visibility:

• Travel to branches as needed to support managers, resolve HR matters, and maintain standards.
• Ensure consistent HR implementation across sites while allowing for operational realities.
• Build trusted relationships across the group—branch managers, departmental heads, and leadership.