Senior HR Generalist

Financial Intelligence Centre (FIC; Pretoria; On-site; ZAR 420,000 - 640,000; Full time

Job summary

Financial Intelligence Centre (FIC) is seeking an experienced HR professional to provide advanced support across recruitment, onboarding, equity, HRIS, policy development, and reporting. The role requires strong analytical ability and solid knowledge of employment legislation, with 5–8 years of HR generalist experience.

You will partner with Corporate Services to implement HR frameworks, manage analytics, and ensure compliance while supporting workforce transformation and wellness initiatives.

Qualifications

• Degree in HR Management and related field at NQF level 7.
• Minimum of 5-8 years of HR generalist experience.
• Strong analytical and reporting capabilities; proficient in HRIS.

Responsibilities

• Facilitate Recruitment and Selection aligned to internal policies and equity plans.
• Onboard new employees following onboarding programmes to drive engagement.
• Contribute to Employment Equity objectives and diversity initiatives.
• Oversee HRIS functionality, data analytics, and reporting for management.
• Develop and review HR policies and procedures in line with legislation.
• Produce consolidated HR operations reports and dashboards for management.
• Coordinate wellness initiatives and monitor program effectiveness.
• Provide day-to-day HR guidance and support to line managers.

Skills

Analytical skills

Communication skills

Employment legislation knowledge

Education

Degree in HR Management (NQF level 7) or related field

Job description

Financial Intelligence Centre -> Corporate Services -> Human Resources

Job Type

Permanent

Education

skilled and academically qualified

Location

Travel

0 - 10%

Desired Race

African, Coloured

Desired Gender

Male

Closing Date

29/10/2026

The FIC is an equal opportunity employer. Preference will be given to suitably qualified applicants in line with our employment targets and our commitment to diversifying our workforce. As part of our recruitment and selection process, persons with disabilities are encouraged to apply. All appointments are subject to satisfactory reference checks and security clearance.

Job Description

JOB PURPOSE:

Provides advanced technical support in functional areas of Human Resources in line with the human resources framework and employment legislations.

KEY PERFORMANCE AREAS

Recruitment and Selection

• Facilitate recruitment and selection and ensure alignment to internal policies, employment equity plan and relevant legislations.
• Act as a technical reference on the recruitment processes and employment programs for the FIC.
• Advise on the tactics, support, and processes for identifying, recruiting, and retaining the human resources FIC needs.
• Assist in the identification and implementation of efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organisation.
• Contribute to the development of guidelines and tools for recruitment processes e.g. screening process and Interview process.
• Monitor / evaluate implementation of recruitment strategies and plans and make recommendations.
• Contribute to the establishment of assessment methods to test candidates on job-related skills (e.g., computer skills test, role-playing activities, and psychometric assessments
• Analyse recruitment metrics, e.g time-to-hire and source of hire and make recommendations and update recruitment tracker.
• Advice management with the overall effective utilization of the e-recruitment platform and implement required changes.
• Consolidate recruitment reports from HR team members for the manager’s review

On Boarding:

• On board new employees in line with the onboarding programme.
• Contribute to the review and maintenance of the onboarding processes/program to ensure high employee engagement and long-term retention of employee.
• Participate in onboarding activities to ensure that new employees are fully integrated to the organisation.

Employment Equity and Transformation

• Contribute in developing strategies to achieve Employment Equity objectives in line with best practice on employment equity implementation.
• Facilitate workforce analysis and provide recommendations.
• Participate in the provision of diversity management and awareness sessions.
• Assist in the functioning of the employment equity governance structures and provide technical advice to the committee.
• Conduct quarterly audit against the approved Employment Equity Plan for manager review.
• Consolidate and submit data for Broad-Based Black Economic Empowerment (B-BBEE) verification process.

Human Resources Information system (HRIS)

• Serve as subject matter expert and act as a key resource of HRIS system selection and implementation, deployment of new functionality, and partnering with HR functional areas on system related process work, and integration project work.
• Contribute to the Identification of efficiencies through automation in the areas of business processes, integrations, and data loads in relation to HRIS.
• Conduct and participate in the development, analysis of workflows and design of functionality and/or improvements to HRIS, ensuring both process and system requirements are fully identified, evaluated, tested, and implemented.
• Conduct people data analytics and reporting capabilities and advise management.
• Serves as liaison between HR, third parties and other stakeholders for HR database design and implementation projects.
• Monitor employment data on the HRIS.
• Advise management on the HR risk.

Policy Development

• Conduct research, consult with stakeholders, and review existing policies and procedures to inform the development of a policy or procedure for management review.
• Draft required policies or procedures in line with the prevailing HR practices and legislation

Statutory and General Reporting

• Compile and consolidate HR operations reports and dashboard for management.

Wellness Management

• Facilitate/coordinate employee wellness initiatives.
• Gathering data and information and using that data to determine what extra steps should be taken to enhance the success of the programs put in place by the service provider.
• Contribute to the development of plans for improving employee health and wellness in FIC using current research and best practices.

Recruitment and Selection

• Facilitate recruitment and selection and ensure alignment to internal policies, employment equity plan and relevant legislations.
• Act as a technical reference on the recruitment processes and employment programs for the FIC.
• Advise on the tactics, support, and processes for identifying, recruiting, and retaining the human resources FIC needs.
• Assist in the identification and implementation of efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organisation.
• Contribute to the development of guidelines and tools for recruitment processes e.g. screening process and Interview process.
• Monitor / evaluate implementation of recruitment strategies and plans and make recommendations.
• Contribute to the establishment of assessment methods to test candidates on job-related skills (e.g., computer skills test, role-playing activities, and psychometric assessments
• Analyse recruitment metrics, e.g time-to-hire and source of hire and make recommendations and update recruitment tracker.
• Advice management with the overall effective utilization of the e-recruitment platform and implement required changes.
• Consolidate recruitment reports from HR team members for the manager’s review.

On Boarding:

• On board new employees in line with the onboarding programme.
• Contribute to the review and maintenance of the onboarding processes/program to ensure high employee engagement and long‑term retention of employee.
• Participate in onboarding activities to ensure that new employees are fully integrated to the organisation.

Employment Equity and Transformation

• Contribute in developing strategies to achieve Employment Equity objectives in line with best practice on employment equity implementation.
• Facilitate workforce analysis and provide recommendations.
• Participate in the provision of diversity management and awareness sessions.
• Assist in the functioning of the employment equity governance structures and provide technical advice to the committee.
• Conduct quarterly audit against the approved Employment Equity Plan for manager review.
• Consolidate and submit data for Broad‑Based Black Economic Empowerment (B‑BBEE) verification process.

Human Resources Information system (HRIS)

• Serve as subject matter expert and act as a key resource of HRIS system selection and implementation, deployment of new functionality, and partnering with HR functional areas on system related process work, and integration project work.
• Contribute to the Identification of efficiencies through automation in the areas of business processes, integrations, and data loads in relation to HRIS.
• Conduct and participate in the development, analysis of workflows and design of functionality and/or improvements to HRIS, ensuring both process and system requirements are fully identified, evaluated, tested, and implemented.
• Conduct people data analytics and reporting capabilities and advise management.
• Serves as liaison between HR, third parties and other stakeholders for HR database design and implementation projects.
• Monitor employment data on the HRIS.
• Advise management on the HR risk.

Policy Development

• Conduct research, consult with stakeholders, and review existing policies and procedures to inform the development of a policy or procedure for management review.
• Draft required policies or procedures in line with the prevailing HR practices and legislation

Statutory and General Reporting

• Compile and consolidate HR operations reports and dashboard for management.

Wellness Management

• Facilitate/coordinate employee wellness initiatives.
• Gathering data and information and using that data to determine what extra steps should be taken to enhance the success of the programs put in place by the service provider.
• Contribute to the development of plans for improving employee health and wellness in FIC using current research and best practices.

Performance Management

• Facilitate and implement performance management process and policies
• Coach, empower and advise management and employees on the performance management system / performance management framework.
• Contribute to the enhancement of the performance management framework.

Labour Relations

• Monitor the internal environment for potential conflicts, acting proactively to prevent conflict.
• Advice managers in respect of labour relations matters in line with FIC relevant policies and legislations.
• Facilitate the speedy resolution of grievances and disputes in line with the prevailing policies.

Training and Talent Development

• Support talent development function with training and development initiatives.

General HR

• Provide advice, guidance and empower management and employees on HR framework.
• Collaborate closely with the HR team.
• Liaise with relevant HR service providers in the sourcing and delivery of standard.
• Review and maintain personnel records/information in accordance with the applicable laws as well as FIC ’s policies and procedures.
• Be a technical reference coach and review work of generalists and administrators.
• Act as a technical reference on day‑to‑day human resources administrative e.g., exit process, probation etc.
• Review all HR submission or HR related documents before they are submitted to HR management.
• Ensures confidentiality and professionalism is maintained when dealing with sensitive and confidential information.
• Perform any other duty as assigned.

Change Management

• Assist in the facilitation of HR interventions, processes or systems through adopted change management approaches.

SKILLS AND EXPERIENCE

• Degree qualification in HR Management NQF level 7 or related field
• Minimum of 5-8 years’ HR (generalist) experience in provision and execution of human resources framework
• Strong analytical skills
• Demonstrated communication and writing skills.
• Demonstrated knowledge of employment legislation