Manager Hrm jobs in South Africa
HR MANAGER / PEOPLE & CULTURE MANAGER
Michelle Taylor Recruitment
Divisional Hr Manager - Durban
findojobs-za
Divisional Hr Manager - Durban
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Operations Manager: HR & Sales Excellence
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OutsideCapital
HR Manager – Hillcrest, KwaZulu-Natal
North Coast Labour Consultants CC
HR Manager | Managed People Solutions | Cape Town
Managed People Solutions
HR MANAGER / PEOPLE & CULTURE MANAGER
Job summary
A recruitment agency is seeking an HR Manager based in Johannesburg, South Africa. The role involves creating clear HR policies, managing staff records, and supporting the leadership team in fostering a positive culture. The ideal candidate should possess strong people skills, be organized, and understand South African labor law. This position supports both the staff and leadership in building a healthy workplace, ensuring fairness, compliance, and supporting staff welfare initiatives.
Qualifications
- Proven experience as HR Manager or in other HR executive roles.
- Strong ability to manage conflicts and difficult conversations.
- Familiarity with HR software and processes.
Responsibilities
- Create and maintain HR policies and ensure compliance.
- Manage leave and attendance processes.
- Maintain accurate staff records and files.
- Support leadership in performance and disciplinary matters.
- Oversee onboarding and offboarding processes.
- Build a positive organizational culture and communication.
Skills
Growing company situated in the Edenvale area seeking a HR Manager to build clear systems, strong policies, and a healthy people culture in order for leadership team to focus on growth, service delivery, and clients.
- Create structure and clarity for staff
- Reduce admin, confusion, and people-related issues
- Ensure fairness, consistency, and compliance
- Support coaches so they can perform at their best
- Protect the business legally and culturally
- Create, maintain, and improve HR policies, including :
- Leave management
- Discipline & misconduct procedures
- Code of conduct
- Grievance processes
- Attendance & punctuality standards
- Performance management frameworks
- Use of company equipment
- Ensure policies are :
- Practical (not corporate nonsense)
- Easy to understand
- Aligned with labour law
- Additional duties :
- Keep all HR documents updated and accessible
- Ensure POPIA compliance for staff records
- Goal : Clear rules = fewer problems.
- Manage and approve :
- Annual leave
- Sick leave
- Family responsibility leave
- Special requests
- Maintain accurate staff files for all coaches and staff :
- Contracts
- IDs and identification documents
- Qualifications and certifications
- Criminal record checks
- First aid certificates
- Staff photos
- Support leadership with :
- Performance warnings and feedback
- Disciplinary processes
- Investigations
- Hearings (where required)
- Improve and manage :
- New staff onboarding experience
- Probation tracking
- Role clarity and expectations
- Resignations, terminations, and exits
- Exit feedback to identify trends and risks
- Be a trusted point of contact for staff and help build a culture of :
- Accountability
- Growth
- Respect
- Clear communication
- Support leadership initiatives around :
- Team development
- Recognition programs
- Staff wellbeing
- Provide regular updates to leadership on :
- Staff numbers and headcount
- Leave trends and patterns
- Performance concerns
- Risk areas
- Strong people skills, but firm when needed
- Organised, structured, and process-driven approach
- Understanding of labour law (South African context)
- Comfortable working with a young, dynamic coaching team
- Not afraid of conflict or difficult conversations
- Can work independently and proactively
- Values culture, fairness, and accountability
- Experience in education, sport, or service industries
- Experience with fast-growing teams
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.