Job Region: Gauteng

About the Role

As a Product Risk Analyst, you will play a key role in delivering daily risk metrics and analytics, providing insight that directly supports trading decisions. You’ll ensure the integrity of reported risk figures while contributing to continuous improvements in systems and reporting processes.

Key Responsibilities

Produce daily market risk and exposure reports, including Value-at-Risk (VaR), scenario analysis, and stress testing
Maintain accurate position data and ensure consistency across internal systems
Investigate and resolve discrepancies in reported risk figures
Collaborate with traders, risk managers, and finance to assess new business proposals and trading strategies
Assist in the development and enhancement of risk tools and dashboards
Support end-of-day processes and contribute to system testing when required

About You

Strong academic background in finance, mathematics, economics, engineering, or a related discipline
Solid understanding of market risk principles, financial instruments, and commodity markets
Proficient with Excel; familiarity with Python or SQL is an advantage
Highly analytical with excellent attention to detail
Strong communication skills and a collaborative mindset
Comfortable working in a fast-paced, high-pressure environment

go to method of application »

Apply via company website ( https://www.networkrecruitment.co.za/ ) or

 

KEY OUTPUTS: 

Risk Management 

Develop and maintain the risk control framework; 
Implement and maintain the risk assessment process and risk profile of SA Tourism; 
Investigate and analyse root causes, patterns or trends of the risk assessment; 
Develop and maintain the SA Tourism risk register and consult with business unit heads and line management to establish, maintain and improve risk management capabilities. 

Governance and Compliance 

Review key business activities to ensure compliance with standards, policies and regulations; 
Ensure compliance to risk management policies, procedures and systems; 
Ensure high risk compliance and governance areas are proactively identified and mitigated; 
Manage compliance education and awareness campaigns; 
Ensure policies and procedures are understood throughout SA Tourism; 
Communicate new or revised policies across SA Tourism. 

Reporting

Collate risk and compliance reporting requirements from each of the other departments; 
Prepare monthly and quarterly reports; 
Customise GRC presentations for different audiences. 

Stakeholder Engagement and Communication 

Establish, support, and maintain relationships with key stakeholders to promote the South African brand through collaboration and partnerships with trade. 

QUALIFICATIONS AND EXPERIENCE: 

Bachelor’s degree in Commerce in Auditing and Accounting; 
Honours degree in Risk Management will be advantageous; 
Registration with the Institute of Risk Management (IRMSA) or Institute of Internal Auditors (IIASA) or equivalent 
6 – 10 years’ collective experience of which years 5 should be at a management level. 

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Apply via company website ( https://www.southafrica.net/ng/en/travel ) or

 

About the job
What will you do? 

Duties:

Defined legal, statutory and regulatory compliance is appropriately implemented and maintained at the required standards for the team
Manage Operational Quality Assurance Processes
Maintain Product Standard Definitions (Master Policies) for all the products administered
Ensure that the requirements set by the Insurers are applied on all documentation and sign off received on key elements from the insurer
Identify opportunities to improve processes
Resolve operational employee and client conflicts
Set achievable yet challenging delivery targets/objectives and motivate the team to operate in a mutually supportive manner to ensure successful delivery
Track, achieve and maintain defined SLA’s internally and 3rd party adminstrators
Evaluate, enhance and implement processes and systems to improve, effectiveness and organisational risk
Manage reporting of the operations measurements
Plan and implement operational changes within the area of responsibility to respond to important external influences
Provide input into the business plan for the department and interpret this into an operational plan for the team
Implement business plans in a manner that supports operational and quality standards and sets defined departmental priorities
Manage the operational performance of the team as per Human Capital frameworks and policies to ensure delivery to agreed standards and objectives
Provide appropriate staff development, coaching and mentoring and retain skilled and engaged employees within the team and Medscheme
Support transformation through valuing diversity within the team and department
Ensure appropriate, active and informative relationships with 3rd party adminsitrators and insurers are successfully maintained

Generic Objectives

Specific deliverables:

Operational Leadership:
Select, retain and grow high performing teams
Create highly motivated and engaged client operating environments
Operating Model:
Track, achieve and maintain defined scheme client support service level agreements and turn around times at the defined and approved quality
standards
Evaluate, enhance and implement processes and systems to improve scheme profitability, effectiveness and organisational risk

Qualifications and Experience: 

Bachelor’s degree in business, finance, IT or a related field required
Post-grad degree will be advantageous
3 – 5 years of relevant experience as a team leader and / or junior manager in operations,
3 – 5 years Health insurance experience understanding of the insurance industry, health insurance and/ or medical aid including compliance
Understanding of business functions such as Finance, HR, Marketing etc.

Apply via company website ( http://www.afrocentric.za.com/ ) or

www.linkedin.com

 

Job Purpose

As a Business Partner at TIH Advisory, you will play a crucial role in giving businesses and individuals peace of mind, through comprehensive insurance solutions. We are seeking motivated professionals with a proven track record in commercial insurance advisory services.

Responsibilities

Conduct thorough needs analysis and advising clients on suitable insurance solutions.
Develop and implement customized insurance solutions strategies to meet clients’ commercial and personal insurance needs.
Provide ongoing support and guidance to clients, reviewing their portfolio regularly and adjusting as needed.
Build and maintain strong relationships with clients through proactive communication and exceptional service.
Stay informed about industry trends and regulations, continuously enhancing your knowledge and skills to better serve clients.
Collaborate with team members to achieve collective goals and contribute to the overall success of the organization.

Education

RE 5 (Essential); Bachelor’s degree in Finance, Business Administration, or related field (for recent graduates); Preferred; Short-Term Insurance certificate (preferred)

Experience

Minimum 2 years of experience in financial advisory services  (Commercial & Non-life preferred); Proven track record of success in insurance sales and client relationship management; Strong understanding of insurance products and industry regulations; Excellent communication and interpersonal skills, with the ability to build rapport and trust with clients; Demonstrated ability to work independently and collaboratively in a fast-paced environment
 

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Apply via company website ( ) or

 

Requirements: 

A degree in Human Resource Management, Human Resource Development, Learning and Development, or Industrial and Organisational Psychology Coupled with a minimum of seven (7) years’ experience in Training and Development, including design, delivery, and management, three (3) years of which should be at managerial level ? Recognition of Prior Learning (RPL) and relevant on-the-job experience may be considered during the selection process.

Key Performance Areas: 

Human Resources Development (HRD) & Skills Development  : Serve as the appointed Skills Development Facilitator(SDF) for PSiRA 
Define and manage HRD processes, including training and development, and career development services (career pathing) 
Ensure compliance with the Skills Development Act, Skills Development Levies Act, and the National Skills Development Strategy 
Oversee the compilation of the Workplace Skills Plan (WSP), Annual Training Report, and Training Plan 
Analyse individual and departmental performance reports informed by developmental plans and performance management system 
Ensure coordination of ABET programmes
Manage skills development structures/committees and facilitate skills development levy claim processes
Learning and Development Strategy: Work collaboratively with stakeholders to conduct an annual training needs analysis in line with the business, strategic and developmental requirements 
Identify and implement training interventions based on organisational needs 
Develop and maintain a Learning and Development strategy aligned with organisational and Human Capital Management Strategy goals Promote a continuous learning culture 
Learnership, and internship programmes: Oversee and manage learnerships and internship programmes and in-service training to ensure that value for money is realized with the adoption and implementation of these programmes and initiatives 
Induction/Orientation Programme: Co-ordinate the development, monitoring and implementation of induction/orientation programmes 
Policy Development: Develop and implement policies and procedures in the learning & development unit, to ensure that employees are managed and supported 
Training Material Development: Liaise with all departments to prepare  and develop relevant training materials and documentation 
Performance Management: In liaison with the Senior Manager: Human Capital, develop, implement and manage a credible employee performance management system within the organisation 
Change Management: Plan, implement, manage and report on internal change and culture transformation initiatives Employee Wellness/Assistance Programme: Manage the development and management of employee wellness/assistance programmes to ensure that they contribute and support overall employee wellbeing 
Staff Development: Lead and empower staff to be able to meet the objectives of the units and broader organisational objectives 
Reporting: Produce management reports and accurate HR statistics as and when required so that management has access to real-time HR information on an ongoing basis 
Budget: Compile, monitor, and the training budget  and ensure that the expenditure is in line with the organisational strategy.

go to method of application »

Apply via company website ( http://www.psira.co.za ) or

 

Description

Cash Flow Management

Manage cash flow to ensure the current account does not go into overdraft and that all cash movements are accounted for.
Optimise available cash.
Manage accurate processing of custodian current accounts.

Financial Operations Management

Improve internal workflow processing.
Manage completion of accurate month-end journals and reconciliations by due dates.
Minimise audit queries.
Prepare Year End Audit Files
Communicate effectively with third parties.
Participate in Projects and tender evaluation
Participate in the operational due diligence process

Financial Reporting

Produce accurate financial reports for timeous submission to the various internal departments and external stakeholders.
Assist in the preparation of Annual Financial Statements.
Prepare Investment Schedules for submission to the FSCA.
Prepare monthly smoothed investment returns

Investment Administration Support

Oversee the quality and output of others in the department, ensuring their performance is regularly monitored and coaching them for development and continuous improvement.
Assist colleagues to reduce logging of calls by providing expertise in investment accounting and administration.
Make recommendations on increasing the efficiencies of investment administration processes.
Assist with utilisation of Everest Accounting capability
Attending to audit requests and provision of financial information during the audit

REQUIRED MINIMUM EDUCATION/TRAINING

Relevant bachelor’s degree in related field accounting, or finance

REQUIRED MINIMUM WORK EXPERIENCE

At least 6 years’ experience in an accounting/ financial/payroll environment, preferably in a pension fund environment.
At least 2 years’ experience in a management role (where relevant).
Audit experience advantageous

Apply via company website ( N / A ) or

eppf.mcidirecthire.com

 

The Recruitment and Talent Manager role at Malander Advisory is pivotal in driving the firm’s talent acquisition and management strategies, ensuring the delivery of exceptional recruitment solutions tailored to client needs. This position combines leadership, strategic planning, and operational excellence to oversee the recruitment process, build strong client relationships, and mentor team members
Oversight and performing talent acquisition duties, which includes managing a database of permanent, temporary and contractor finance resources.

With key duties including:
Recruitment

Sourcing, screening and documentation
Initial Screening: Conduct preliminary interviews to assess candidates’ skills, experience, and career aspirations.
Skill Verification: Verify certifications, licenses, and other qualifications required in the finance sector.
Competency Testing: Use finance-specific assessment tools to evaluate technical expertise, such as accounting principles, financial modeling, or compliance knowledge.
Notify Other Candidates: Inform candidates who were not selected, providing constructive feedback to maintain goodwill and leave a positive impression of the firm.

Decision and Offer Preparation

Evaluation Meeting: Convene with the interview panel to discuss the candidate’s performance, ensuring alignment on the decision.
Document Findings: Use scorecards or notes to compare candidates objectively.
Draft the Offer: Prepare a comprehensive offer letter detailing the role, salary, benefits, and any additional terms.

Offer Presentation and Negotiation

Extend the Offer: Contact the selected candidate to verbally extend the offer and address any immediate questions.
Negotiate Terms: Be prepared to discuss and adjust aspects like salary, benefits, or start dates based on candidate feedback.
Formalise the Offer: Send the official offer letter and contract for signature.

Reference and Background Checks

Reference Verification: Contact previous employers, supervisors, or colleagues to validate the candidate’s experience, achievements, and work ethic.
Background Screening: Conduct checks such as education verification, employment history confirmation, and criminal record checks as necessary.

Pre-Onboarding

Confirm Start Date: Finalise the candidate’s start date and ensure all pre-employment formalities (e.g., signed contracts, tax forms, and certifications) are completed.
Prepare for Onboarding: Communicate with the HR and operations teams to arrange equipment, system access, and an onboarding schedule.
Internal Handover and Communication
Team Notification: Inform the relevant teams about the new hire, including their start date, role, and responsibilities.
Handover Documentation: Provide the onboarding team with all relevant information about the new employee to ensure a smooth transition.

Follow-Up and Final Touches

Check-In with the Candidate: Maintain regular communication with the new hire before their start date to address any concerns or questions.
Evaluate the Process: Gather feedback from candidates and internal stakeholders to refine the recruitment process for future hires.

Candidate database management

Data Entry and Organisation
Candidate Profiles: Enter detailed candidate information, including personal details, qualifications, skills, experience, and preferences.
Resume Management: Upload and organize resumes and supporting documents in a structured manner.
Categorization: Classify candidates by industry, job roles, skills, and geographic location for easier search and filtering.

Regular Data Updates

Profile Updates: Regularly update candidate information, such as new skills, certifications, or job changes.
Communication Records: Log interactions with candidates, including emails, calls, and interview feedback.
Employment Status: Track whether candidates are actively looking for roles or are currently employed.

Compliance and Data Security

GDPR/Privacy Compliance: Ensure all candidate data handling complies with relevant data protection laws and regulations.
Database Security: Implement measures to safeguard the database against unauthorized access or breaches.

Search and Filtering

Keyword Optimization: Use relevant keywords and tags for easy retrieval of candidate profiles.
Advanced Filtering: Implement filters to quickly identify candidates based on criteria such as location, skills, or availability.
Shortlisting: Create lists of potential candidates for specific job openings based on predefined criteria.

Candidate Communication

Email Campaigns: Use the database to send job alerts, newsletters, or updates to candidates.
Follow-Ups: Set reminders for follow-up communications with candidates regarding roles or opportunities.
Personalization: Leverage data to tailor messages and create a better candidate experience.

Data Quality Assurance

Duplicate Removal: Regularly clean the database to eliminate duplicate profiles or outdated information.
Error Checking: Correct inaccuracies or incomplete information in candidate profiles.
Standardization: Ensure uniformity in data entry formats for names, contact information, and qualifications.

Reporting and Analytics

Talent Pool Insights: Generate reports on the size, diversity, and skill composition of the candidate database.
Performance Metrics: Track metrics such as database growth, candidate engagement, and placement rates.
Gap Analysis: Identify skill shortages or areas requiring more candidate outreach efforts.

Candidate Engagement

Proactive Outreach: Use the database to identify and contact candidates for potential roles.
Pipeline Maintenance: Keep high-potential candidates engaged through regular updates and check-ins.
Reactivation: Reach out to inactive candidates to update their information and assess their current availability.

Collaboration with Teams

Sharing Profiles: Coordinate with Pod leaders and senior management to share candidate profiles for open roles.
Feedback Integration: Update the database based on feedback from interviewers or hiring managers.
Knowledge Sharing: Maintain notes and comments on candidate interactions for team-wide visibility

Alumni and key candidate Engagement

Building and Maintaining Connections
Database Management: Maintain an up-to-date alumni database, including contact details, career progress, and current roles.
Regular Communication: Send newsletters, updates, and firm achievements to keep alumni informed and engaged.
Personalized Outreach: Congratulate alumni on career milestones, promotions, or achievements through emails or calls.

Networking Opportunities

Alumni Events: Host networking events, such as reunions, webinars, or roundtable discussions, to maintain personal connections.
Mentorship Opportunities: Encourage alumni to mentor current employees or participate in training sessions.
Professional Forums: Create online communities or groups on platforms like LinkedIn to foster ongoing engagement.

Business Development

Referrals: Leverage alumni for client referrals or introductions to potential business opportunities.
Collaboration Opportunities: Explore consulting opportunities with alumni in leadership roles at other organizations.
Brand Advocacy: Encourage alumni to act as ambassadors for the firm, enhancing its reputation and reach.

Engaging Key Potential Candidates

Proactive Candidate Identification
Talent Mapping: Identify and track high-potential candidates through industry research, job boards, and networking events.
Social Media Engagement: Interact with potential candidates on LinkedIn and other platforms to establish connections.
University Outreach: Build relationships with students and graduates from target universities through career fairs and guest lectures.

Relationship Building

Regular Updates: Share insights, industry trends, and opportunities with potential candidates to keep them engaged.
Personalised Communication: Tailor outreach efforts to match candidates’ career interests and expertise.
Referral Programs: Leverage existing employees and alumni to refer promising candidates.

Hosting Events and Programs

Alumni-Candidate Networking: Organize events where alumni and potential candidates can interact and learn about the firm.
Thought Leadership: Invite alumni and candidates to webinars, panel discussions, or thought leadership sessions.
Exclusive Programs: Develop programs such as internships, fellowships, or ambassador initiatives to attract top talent.

Digital and Content Engagement

Social Media Strategy: Post success stories, alumni spotlights, and candidate engagement initiatives on platforms like LinkedIn.
Alumni Portals: Create a dedicated alumni portal for resources, job opportunities, and firm updates.
Blog Contributions: Invite alumni and key candidates to contribute guest articles or blogs, enhancing their connection to the firm.

Building Long-Term Loyalty

Career Support: Offer career advice or support to alumni and candidates, even if they are not actively seeking roles with the firm.
Recognition: Acknowledge alumni and key candidates in firm communications to highlight their achievements and maintain goodwill.

Metrics and Feedback

Engagement Tracking: Measure the effectiveness of alumni and candidate outreach through participation rates and feedback.
Feedback Collection: Regularly solicit feedback from alumni and candidates to refine engagement strategies.
Talent Conversion Metrics: Monitor how many engaged candidates eventually join the firm or contribute to business development.

Business Development

Client Growth and monitoring
Selling, Cross-Selling and Upselling
Explore opportunities to offer additional recruitment services to existing clients.
Propose innovative solutions that provide added value to the client’s business.
Identifying and reaching out to potential new clients.
Revenue Tracking and Reporting
Monitor progress against internal revenue and client acquisition targets.

Requirements and Qualifications:

Qualifications: BCom or equivalent 
Experience: 3-5 years experience recruitment management role and HR experience in a consulting or similar environment

Apply via company website ( http://www.malander.co.za ) or

recruitcrm.io

 

Key Performance Areas

Vetting and Loading of all new suppliers

On approval of new vendors, ensure that an end-to-end process is followed in EFTsure with the vendors to be uploaded and approved in line with the procurement rules and policy. 

Stakeholder Engagement 

Engage with the business on the requests for new suppliers and ensure all compliance documents and relevant motivations are in place. 
Engage with suppliers on required and expired documents and/or queries. 

Supplier Database Management

Update and maintain supplier contact information, certifications, and performance records. 
Ensure supplier data is compliant with internal systems and regulations.
Conduct routine data clean-up to ensure database accuracy and maintain data integrity.

Supplier Compliance Monitoring (Non-Contractual Suppliers)

Maintain compliance documents for non-contractual suppliers. 
Maintain the vendor database ensuring it is always updated with up-to-date compliance documents

Supplier Communication & Relationship Management

Serve as the point of contact for supplier queries and concerns.
Coordinate and resolve supplier issues / queries.
Maintain positive relationships with key suppliers to ensure ongoing collaboration and continuous improvement.

Document Control & Record Keeping

Ensure that all procurement-related documentation is stored properly (e.g., contracts, performance reports).
Maintain up-to-date supplier certifications and compliance documentation
Track and organize all procurement related paperwork in compliance with company and regulatory requirements. 

Experience

2 Year experience in office administrative duties / Procurement vendor administration

Education

Matric, or Administration/Procurement Qualification

Apply via company website ( N / A ) or

growthpoint.mcidirecthire.com

 

About the job

Our Client – a global leader in Logistics and Supply Chain solutions, with a presence in over 70 countries and operations spanning every continent, is recruiting for a Managing Director. The successful incumbent will drive success by managing and providing strategic direction through the development and execution of a strategy and operating model for the Business.

Key Performance Areas:

Strategic Leadership: Oversee the Road Freight Business Across 6 Operating Units.
Finance: Manage P&L, balance sheet, measure ROI and Cash Flows.
Operations: Highly intensive, with many being 24/7 operations, labour intensive, tight margins, strict client requirements
Management: Lead and Manage a Cross-Functional Team, Including Finance, HSE, Technology, Human Resources, and Technical Departments
High-Performance Culture: Foster an environment that promotes accountability, innovation, and continuous improvement
Stakeholder Engagement: Foster Strong Relationships with Key Stakeholders to Ensure Alignment and Drive Collaboration across the continent
Sales Strategy: Strategic Planning, Development, and Implementation of Effective Sales Strategies

Requirements:

Bachelors Degree and Post Graduate Diploma
At least 10 years Business Leadership Experience at a Managing Director Level
Knowledge of Business and Operations Management
Strong Commercial Skills with a proven ability to analyse market trends, identify business opportunities, and develop strategies that drive profitability and growth.
Management of P&L and ROI
Transportation of Dangerous Goods

go to method of application »

Apply via company website ( http://synper.co.za/ ) or

 

Description

IT Management

Lead and develop technology strategic plans and implementation strategies.
Investigate and implement new technologies that ensure the business can meet its goals and objectives.
Actively participate as a member of the Management Team.
Develop and manage all aspects of IT operations, business systems, and IT infrastructure.
Establish and maintain configuration management by identifying and documenting the components of the environment and the relationships between them.
Work with Department Managers regarding their reporting and ICT needs.
Manage the IT Administrator and set priorities between implementation, maintenance, and operations.
Ensure users operate computers within the IT policy and guidelines.

Project Management

Respond quickly to genuine business needs to deliver a sustainable business advantage.
Deliver complete gap analysis covering both IT and commercial issues.
Manage changes as a quantifiable and qualitative package.
Facilitate the introduction of new services through training, documentation, and user groups.
Smoothly deploy reliable new services.
Deploy new services on time.

System Maintenance

Maintain the integrity of systems by ensuring applications and ICT infrastructure is secure and not vulnerable to attack/misuse.
Establish and maintain an appropriate ICT disaster recovery capability and business continuity plans.
Ensure Web performance and functionality are maintained and enhanced to meet business needs.
Administer the Windows Servers/Apple Servers/Print Server.
Administer LAN/WAN, VPN, and data communications architecture across multiple sites.
Establish and monitor Service Level Agreements.
Oversee telecommunications.

Requirements

Qualifications and Experience:

A tertiary qualification is highly desirable.
MSCE or a relevant IT qualification.
7 Years of experience in the IT department.

go to method of application »

Apply via company website ( N / A ) or