Senior HR Manager & Dev

Jackie Cory Recruitment; Oos-Kaap; On-site; ZAR 1,200,000 - 1,800,000; Full time

Job summary

The Senior Manager: Human Resources and Development in Makhanda (Grahamstown), Eastern Cape, provides strategic leadership of the full HR function, aligning people strategies with organisational objectives and advising the CEO on workforce planning, employee relations and governance.

Minimum requirements include a Bachelor’s Degree in HRM or related field, 8+ years’ HR experience with 5+ years in middle management, and proven capability in labour relations in a unionised environment.

Qualifications

• Sound knowledge of LRA, BCEA, EEA, SDA and Codes of Good Practice.
• Experience in strategic HR planning, recruitment, training and HR reporting.
• Ability to develop, review and implement HR policies and governance.

Responsibilities

• Lead HR strategy, workforce planning and policy development aligned with SALB’s objectives.
• Oversee recruitment, onboarding, retention and succession planning.
• Drive organizational development, change management and HR transformation.
• Manage employee and labour relations, collective bargaining and CCMA representation.
• Oversee remuneration, payroll and HR data management.
• Lead performance management, training and skills development.

Skills

HR management experience

Middle management experience

Education

Bachelor’s Degree (NQF 7) in HRM/related field

Postgraduate qualification (advantage)

Job description

Senior Manager: Human Resources and Development

Makhanda (Grahamstown), Eastern Cape

Market related salary

The Senior Manager: Human Resources and Development provides strategic leadership, direction and oversight of the full HR function, aligning human capital strategies, policies and operations with strategic objectives. The incumbent advises the CEO and management on people management, organizational effectiveness, workforce planning, sound employee relations, employee development and HR governance, ensuring compliance with labour legislation and applicable public-entity prescripts.

MINIMUM REQUIREMENTS:

• Bachelor’s Degree (NQF Level 7) in Human Resources Management, Industrial Psychology, Labour Relations or a related field. A postgraduate qualification in a relevant field will be an added advantage.
• A minimum of eight (8) years’ relevant experience in Human Resources Management, of which at least five (5) years must have been at middle management level within the HR function.
• Proven experience in managing a comprehensive HR function at strategic and operational levels.
• Proven experience in employee and labour relations within a unionized environment, including disciplinary and grievance management, trade union engagement, collective bargaining, dispute resolution and representation of the employer at the CCMA and Bargaining Councils.

REQUIRED EXPERIENCE, KNOWLEDGE AND COMPETENCIES

• Sound knowledge and practical application of the LRA, BCEA, EEA, SDA and relevant Codes of Good Practice.
• Experience in strategic HR planning, recruitment, organizational development, performance management, employment equity, skills development, payroll oversight and HR reporting.
• Ability to develop, review and implement HR policies, lead organizational change and manage HR governance, risk and statutory compliance.
• Knowledge of the PFMA, Treasury Regulations, POPIA, PAIA and public-sector governance prescripts will be advantageous; public-sector HR experience is an added advantage.
• Strong strategic leadership, people management, negotiation, conflict resolution, stakeholder engagement, report-writing and communication skills.
• High ethical standards, confidentiality, analytical ability, sound judgement and commitment to disability inclusion and transformation.
• Ability and willingness to undertake official travel within South Africa, with reasonable accommodation where applicable.

KEY PERFORMANCE AREAS

• Lead HR strategy, workforce planning, talent stewardship, budgeting, forecasting and HR policy development aligned with SALB’s strategic objectives.
• Oversee recruitment, selection, onboarding, retention, succession planning and employee separation processes.
• Drive organizational development, job evaluation, organizational design, change management and HR transformation.
• Manage employee and labour relations, disciplinary and grievance processes, trade union engagements, collective bargaining and employer representation at the CCMA and Bargaining Councils.
• Oversee remuneration, employee benefits, payroll, conditions of service and personnel records management.
• Lead performance management, staff training, skills development, career development and related statutory reporting.
• Lead employment equity planning, implementation and monitoring, and act as Employment Equity Manager.
• Promote employee wellness, disability inclusion, effective workplace relations and a positive organizational culture.
• Ensure HR governance, regulatory compliance, risk management, HR systems and accurate management, statutory and Board reporting.
• Provide HR advisory services, lead in executing confidentiality and adherence to POPIA law whilst reporting to the CEO, management, Board and relevant committees, leading and coaching a dynamic HR team.