Description
Oversee day‑to‑day HR administration, policies, and systems to ensure smooth and consistent delivery of HR services.
Develop, implement, and maintain HR policies, procedures, and governance frameworks aligned with labour legislation and company strategy.
Monitor HR metrics (turnover, headcount, absenteeism) and prepare regular management reports with actionable insights.
Drive process improvements and digitisation initiatives to enhance HR efficiency and employee experience.
Ensure compliance with all statutory and regulatory requirements, including Employment Equity and Skills Development.
Lead end‑to‑end recruitment strategies for all levels, ensuring attraction of high‑calibre talent aligned with workforce plans.
Guide the team in interviewing, selection processes, and appointment approvals.
Partner with external agencies, professional networks, and educational institutions to build talent pipelines.
Provide expert guidance on labour law, disciplinary procedures, grievance handling, and workplace conflict resolution.
Chair or support complex investigations, hearings, and consultations, ensuring procedural and substantive fairness.
Build capability in line management to manage ER matters proactively and ethically.
Maintain constructive relationships with unions and employee representatives, anticipating and mitigating potential disputes.
Oversee payroll processes, ensuring accuracy, compliance, and confidentiality of all payroll transactions.
Partner with Finance to ensure statutory deductions, benefits administration, and reconciliations are accurate and timely.
Continuously review and improve payroll systems and processes, ensuring alignment with HR data management and reporting needs.
Resolve payroll‑related queries escalated by the HR or Finance teams.
Act as a trusted advisor to senior leadership, providing expert insights on people‑related strategies and risks.
Build and maintain strong relationships with key internal stakeholders (line managers, executives) and external stakeholders (regulators, service providers).
Facilitate cross‑functional collaboration to ensure alignment between HR initiatives and business objectives.
The list of tasks or duties and responsibilities herein is not exhaustive, and the employer is entitled to instruct the employee at any time to carry out additional duties or responsibilities, which fall reasonably within the ambit of the role profile, or in accordance with operational requirements.
Proactively engage with stakeholders to understand their needs, manage expectations, and drive shared outcomes.
Represent the organisation at industry forums, regulatory engagements, and key talent markets to strengthen employer positioning.
Lead and develop an HR team, fostering a culture of accountability, innovation, and continuous learning.
Act as a trusted advisor to the Executive: HR & Corporate Services, providing insight on people‑related risks, opportunities, and strategies.
Collaborate cross‑functionally with all departments to ensure HR practices support organisational goals.
Champion diversity, equity, inclusion, and employee well‑being initiatives.
Lead the development and delivery of HR dashboards and analytics to support evidence‑based decision‑making.
Analyse workforce data (e.g., headcount, turnover, absenteeism, ER cases) to identify trends, risks, and opportunities.
Prepare and present regular and ad hoc reports to senior management, highlighting insights and recommendations.
Ensure data integrity within HR systems and drive continuous improvement in reporting accuracy and timeliness.
Use analytics to inform workforce planning and other initiatives.
Requirements
Grade 12 or Equivalent (Essential);
BCom degree in Human Resources, Industrial Psychology, or a related discipline (Essential);
Postgraduate Honours degree in HR or Business Leadership (Essential);
Master’s degree in HR or Business Leadership (Advantageous);
10-12 years’ experience in a HR-related role, of which, 5 years must be in a management role (Essential);
Experience in HR systems, process automation, and data analytics (Essential);
Experience managing a diverse HR team across multiple functional areas (Essential);
Aviation experience (Advantageous);
Excellent knowledge and understanding of Human Resource procedures and relevant legislation (BCEA, EEA, Codes of Good Practices);
Sound knowledge of Employment laws, practices Skills Development and Employment Equity;
Knowledge of Human Resources Information Systems (preferable Sage People 300) and Microsoft office (with exceptional skills in Excel);
Strong knowledge of HR technology and data analytics for tracking HR metrics.
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