Human Resources: Business Manager

Nedbank; Johannesburg; On-site; ZAR 1,200,000 - 1,800,000; Full time

Job summary

Nedbank is seeking an HR Business Manager to act as the Executive Head’s right hand and run the hub as a high-performing operating unit. The role translates strategy into an executed, governed, cost-disciplined operation, owning budget authority, and leading the operations team to free leadership to focus on strategy, partnering, capability building and talent.

The incumbent will drive the hub's operating rhythm, financial oversight, internal communications, team events, and operational

Qualifications

• Degree in Business, Finance, HR or a related field.
• Finance, governance or transformation credential beneficial.
• Project/PMO, financial management or business administration certification beneficial.

Responsibilities

• Translates the hub strategy into an integrated operating plan with clear priorities and milestones.
• Acts as hub leadership, prepares key decisions and drives governance cadence.
• Owns hub performance framework and scorecard; turns data into decisions.
• Drives hub operating rhythm, financial oversight, internal communications and reporting.
• Leads hub operations team; builds operating capability and drives continuous improvement.
• Manages internal communications, team events and onboarding logistics.
• Coordinates operational reports and leadership packs; tracks metrics and risk.

Skills

Budget management

Team leadership

Governance

Performance metrics

Strategic thinking

Stakeholder management

Transformation

Decision support

Change management

Executive liaison

Education

Degree in Business/Finance/HR

Job description

Title:Human Resources: Business Manager

To act as the Executive Head's right hand and run the hub as a high-performing operating unit. The HR Business Manager translates the hub's strategy and key focus areas into an executed, governed and cost-disciplined operation - owning its performance and governance posture, holding delegated budget authority, leading its operations team, and deputising for the Executive Head. The HR Business Manager owns the hub's operating rhythm, financial oversight, internal communications, team events and operational reporting for the hub - freeing the Executive Head and the HR leadership team from administration so they can spend their time on strategy, partnering, capability building and talent.

Job Responsibilities

Hub operating strategy and leadership

• Translates the Executive Head’s strategy into an integrated hub operating plan with clear priorities, owners and milestones, and drives delivery to outcome.
• Serves as part of hub leadership, prepares key decisions, drives governance cadence and deputises for the Executive Head in defined forums.
• Provides challenge and decision support to the leadership team beyond administration.

Hub operating rhythm and coordination

• Owns the hub’s meeting and governance cadence, aligned to People governance and reporting forums.
• Coordinates agendas, submissions, decisions and actions across HR Executives, Heads and Strategic HRBPs to ensure meetings are well prepared and actions are closed.
• Maintains current plans, commitments and action logs as the team’s single source of truth.

Budget authority and cost-to-serve accountability

• Holds delegated authority for the hub cost centre within the Executive Head’s mandate and makes operating-spend decisions within that delegation.
• Accountable for cost-to-serve, continuous cost optimisation, efficiency and productivity.
• Owns business-case discipline for hub investments and resourcing decisions.

Governance, risk and assurance posture

• Accountable for the hub’s governance and control environment, including the risk register and closure of audit and assurance actions.
• Engages Audit, People Risk and relevant regulators on hub operating and people-data governance matters.
• Ensures decisions, records and controls are sound and defensible.

Performance, insight and decision support

• Owns the hub performance framework and scorecard, working with the Specialist: Data and Analytics to turn data into decisions.
• Tracks progress, closes actions and escalates material issues to the Executive Head and enterprise leadership.
• Provides decision-ready analysis on the hub’s most material choices.

Job Responsibilities Continue

Team leadership and operating capability

• Leads the hub operations team, including the Specialist and Team Coordinator, sets standards and builds operating capability.
• Drives continuous improvement and change in how the hub works.
• Represents the hub operationally to Shared Services, CoE and business HR Executive Heads.

Internal communications and team experience

• Runs hub internal communications, including team updates, leadership messages and wider HR or business communications as needed.
• Plans and delivers team events, offsites and engagement moments with the Team Coordinator.
• Supports team experience through onboarding logistics, tools, access, workspace and day-to-day operational needs.

Operational reporting and pack coordination

• Coordinates operational reports and leadership packs with the Specialist: Data and Analytics and Heads.
• Tracks operational metrics and success measures, including FTE ratios, cost-to-serve, cadence adherence, risk and transformation.
• Ensures packs are accurate, consistent, current and on time.

Preferred Qualification

• Degree in Business, Finance, HR or a related field.
• Finance, governance or transformation credential beneficial.
• Project/PMO, financial management or business administration certification beneficial.

Minimum Experience Level

• 8 - 12 years' experience including chief-of-staff, COO / business-management, transformation or senior operations-leadership roles.
• Proven delegated budget and governance accountability, and leadership of a team or operating unit.
• Track record of turning strategy into governed, cost-disciplined delivery in a large, regulated or matrixed organisation.

Technical / Professional Knowledge

• Operating-model and business-plan execution
• Delegated financial management and cost optimisation
• Governance, risk and assurance
• Performance management and executive decision support
• Executive influence and deputising for a senior leader
• Team leadership and capability building
• Transformation and continuous improvement
• Stakeholder leadership across a complex
• Commercial and analytical judgement
• Discretion and judgement at leadership level or in direct support of senior leadership
• Driving Execution
• Operational Decision Making
• Business Acumen
• Strategic Influence
• Leading Teams
• Monitoring Information