PRIMARY ACCOUNTABILITIES<\/p>\n
Culture & Engagement Leadership:<\/p>\n
\tCo-Own agency culture strategy aligned to Innovation and \u201cInclusive by Design\u201d mandate and DEIB imperatives; facilitate definition of “Collective culture” principles while enabling agency autonomy.
\n\tLead culture assessment, diagnosis, and transformation initiatives addressing identified gaps (leadership accessibility, DEI, psychological safety, innovation culture).
\n\tOperationalize Signature EX framework; ensure consistent, differentiated experience across Collective while respecting agency distinctiveness.
\n\tDrive the \u201cInclusive by Design\u201d DEIB and EE initiatives as culture and competitive advantage differentiator; create belonging for all talent.
\n\tPartnership with Employment Equity committees to drive development and attainment of annual numerical goals and systematically address barriers through implementation of relevant initiatives in line with 2030 objectives.
\n\tLead culture change communications and narrative; inspire adoption of new cultural norms and behaviours.
\n\tSupport the GHRD in building and sustaining a high-performing HR functional culture; model coaching, psychological safety, diversity.<\/p>\n
Employee Experience & Relations:<\/p>\n
\tPartner with Senior Managers on day-to-day employee relations, ensuring consistent, fair, and supportive approach to employee issues.
\n\tCreate visibility of and ensure compliance with employee relations policies, guidelines, and processes (performance management, conduct, grievance, wellness) aligned to labour law and business needs.
\n\tCoach People & Culture partners on difficult employee relations conversations\u00a0 maintain consistency in decision-making.
\n\tManage escalated employee relations cases; represent HR in disciplinary\/grievance proceedings as required.
\n\tOversee wellness and mental health initiatives; build psychological safety culture; support manager wellbeing.<\/p>\n
Fair Compensation, Benefits & Rewards:<\/p>\n
\tPartner with the Group HRD, selected external partners and executive leadership on job OD and job evaluation required to conduct salary benchmarking, pay equity, and reward strategy.
\n\tLead strategic workforce planning discussions and WW Hiring approval process in collaboration with Finance leads and Payroll.
\n\tOwn compensation positioning and recommendations (market competitiveness, internal equity, talent retention risk).
\n\tOversee benefits administration activities in collaboration with HR Operations, to ensure proactive visibility of benefits and optimal utilisation; ensure benefits are competitive, relevant, and well-communicated.
\n\tCollaborate with HR Operations for case management relating to Incapacity, medical boarding, and EWP referrals.
\n\tLead reward and recognition strategy aligned to culture and engagement drivers.
\n\tManage annual compensation review process in collaboration with Finance and payroll and HR; track compensation ratios and other relevant metrics.<\/p>\n
Embedded HR Partnership Model Management:<\/p>\n
Manage People & Culture partner role accountabilities, success measures, and partnership expectations.<\/p>\n
\tDevelop and deliver People & Culture partner training and coaching; build capability for strategic partnering.
\n\tConduct monthly\/quarterly business reviews with agency leaders and People & Culture partners on people metrics, talent status, culture health.
\n\tEnsure consistent application of HR policies, processes, and best practices across agencies.
\n\tEscalation point for strategic people issues; provide guidance to agency leaders on people strategies.<\/p>\n
Strategic Contributions:<\/p>\n
\tPartner with Group HR Director on People & Culture strategy, operating model, and organisational effectiveness initiatives.
\n\tContribute to succession planning and leadership development for senior leadership roles.
\n\tRepresent People & Culture function in executive leadership discussions; provide talent\/culture risk briefings to CEOs.
\n\tTrack and report on people-related business metrics: retention, engagement, DEI,mmanager effectiveness, culture health.
\n\tLead the preparation for Bi-annual Manco Talent ExCo dialogue, including but not limited to implementation of talent audits, performance and potential assessments, development and maintenance of talent slates and analysis of data with recommendations for succession planning and capability investment decisions.
\n\tDrive the execution of all agency -related talent outcomes and actions from the Manco Talent Dialogues.<\/p>\n
EXPERIENCE & QUALIFICATION REQUIREMENTS<\/p>\n
Education:<\/p>\n
\tBachelor’s degree in human resources, Organisational Psychology, Business Administration, or related field (minimum).
\n\tAdvanced qualification preferred: MBA, MSc in Organisational Development, or professional HR certification (CIPD, SABPP).<\/p>\n
Professional Experience:<\/p>\n
\tMinimum 10-12 years’ HR experience, with at least 5-7 years in Human Resources Management, employee relations, or strategic HR roles.
\n\tDemonstrated experience leading culture transformation or organisational development initiatives.
\n\tExperience managing people and budgets (typically 3+ direct reports; budgets ZAR 1M+).
\n\tDemonstrated expertise in employee relations, labour law compliance, and people management i.e. initiating disciplinary cases and CCMA representation for arbitrations.
\n\tExperience in matrix or multi-location organisational environments preferred.
\n\tFamiliarity with global or multi-agency operating models preferred.
\n\tExperience in professional services, advertising, media, or creative industries strongly preferred.<\/p>\n
go to method of application \u00bb<\/p>\n
Apply via company website ( http:\/\/www.tbwa.co.za ) or<\/p>\n
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