Manager: Human Resources

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Reference Number

etv240

Department

Human Resources

Description

DETAILS OF THE ROLE

Title: Manager: Human Resources

Department: Human Resources

Reports to: Head: Human Resources

KEY EXPECTATIONS AND DELIVERABLES OF THE ROLE

The Purpose of the Role

The Manager: Human Resources is responsible for strategic and operational leadership in the management of Human Resources functions within the assigned business unit. The Human Resources Manager oversees and supports the HR Business Partner and HR Facilitator in delivering efficient, compliant, and people-focused HR services – including talent acquisition, performance management, training and development, employee relations, and engagement initiatives.

Key Deliverables

Deliverables

Specific Tasks and Outcomes

Talent Acquisition and Workforce Planning

Provide strategic oversight of the full recruitment and selection process for the business unit, ensuring alignment with workforce plans and diversity goals.

Lead recruitment for senior management and critical roles and/or as applicable, including stakeholder engagement and interview participation.

Collaborate with HR Administrators and Business Partner and oversee the effectiveness of the HR team’s talent acquisition processes and candidate experience.

Support succession planning and workforce forecasting in partnership with business heads.

Partner with line management to identify workforce requirements and forecast staffing needs.

Guide managers in developing job profiles and selection criteria aligned to organisational needs.

Ensure recruitment data and metrics are updated accurately in HR systems.

HR Administration and Compliance

Oversee HR administrative operations, ensuring employee records, contracts, and payroll inputs are accurate and compliant.

Maintaining audit readiness through accurate data management and procedural adherence.

Supervising the HR Facilitator and HR Business Partner to ensure timely and quality service delivery.

Managing submissions to external authorities (e.g., Stats SA, UIF, EE reporting) as required.

Performance Management and Leadership Development

Leading and overseeing the implementation of the performance management process across the business unit.

Coaching managers on effective goal setting, feedback, and performance improvement interventions.

Facilitating talent reviews and ensure alignment of performance outcomes to succession and training plans.

Providing guidance to the HR Business Partner in driving consistent performance practices across teams.

Identifying performance trends and propose interventions for improvement and leadership development.

Employee Relations and Compliance

Providing leadership and guidance in managing employee relations matters across the business unit by recommending corrective or preventative measures.

Ensuring fair and consistent application of disciplinary and grievance procedures in line with labour legislation.

Participating in grievance, disciplinary, and incapacity hearings as HR representative.

Maintaining sound working relationships with line management and employees to foster a positive and productive work environment.

Monitoring workplace climate, identify emerging issues, and recommend proactive interventions.

Acting as the escalation point for complex or sensitive ER cases.

Supporting a constructive employee relations climate through proactive engagement and communication.

Employee Onboarding, Probation and Exit Process

Overseeing and ensuring a seamless onboarding experience for all new employees in the business unit.

Ensuring induction, documentation, and system processes are completed timeously and accurately.

Reviewing probation tracking and sign-off reports with HRBP and Line Managers.

Overseeing exit processes to ensure compliance, proper documentation, and feedback analysis.

Identifying trends from exit interviews to improve retention and employee engagement.

Employee Support and Retention

Promoting a culture of care, accountability, and inclusion by supporting employees’ personal and professional well-being.

Overseeing retention strategies, including stay interviews, career pathing, and recognition initiatives to improve employee satisfaction and career progression.

Ensuring effective utilisation of Employee Assistance Programmes (EAP).

Monitoring and reporting on turnover trends and retention risk indicators and provide guidance to managers and the HR team on proactive retention interventions.

Acting as a trusted advisor and point of contact for employees and managers on HR-related matters.

Providing confidential support in matters related to wellness, career development, and workplace concerns.

Partnering with Learning & Development to create growth and engagement opportunities.

Employee Culture and Engagement Projects

Leading the design and implementation of engagement, culture, and wellness initiatives.

Partnering with business leaders to embed organisational values and foster a high-performance culture.

Champion initiatives that promote organisational culture, employee engagement, and values alignment.

Overseeing internal communication campaigns related to recognition, culture, or change management.

Monitoring employee engagement levels through surveys and other feedback mechanisms.

Analysing engagement survey results and contribute to action planning and follow-through

Providing quarterly reporting and action plans based on engagement insights.

Performance Management

Driving and supporting the implementation of the performance management cycle across assigned business units.

Coaching managers on setting SMART objectives, conducting performance discussions, and providing constructive feedback.

Monitoring completion and quality of performance appraisals and development plans.

Facilitating end-to-end performance improvement processes.

Identifying high performers and talent risks and partner with management on retention or development strategies.

Providing input to succession planning and workforce development initiatives.

Providing leadership, guidance, and performance oversight for the HR Business Partner and HR Administrator.

Reporting and HR Team Leadership

Ensuring all HR processes and documentation comply with legislative and company policy requirements (e.g., BCEA, LRA, EE, POPIA).

Overseeing the accuracy of HR data captured in HR systems and employee records.

Monitoring recruitment metrics (time-to-fill, quality of hire, EE alignment) and provide insights to leadership.

Ensuring HR data integrity and timely submission of HR reports, dashboards, and analytics.

Presenting HR performance updates to management, highlighting risks, trends, and recommendations.

Supporting HR strategy implementation and alignment with broader organisational objectives.

Reviewing and recommending updates to policies and procedures to maintain compliance and efficiency.

Personal Development

Fostering professional growth, collaboration, and accountability for self and within the HR team.

Engaging in continuous learning, complete development plans, and stay informed on current events.

Completing Individual Development Plan (quarterly submissions).

Participating in facilitate and/or provide feedback in bi-weekly HR training initiatives.

Attending a minimum of 2 external learning and development initiatives bi-annually.

Participating in peer and team learning initiatives.

Key Performance Indicators

Performance Criteria

Talent Acquisition and Workforce Planning

Ensure strategic, timely, and effective recruitment.

Ensure vacancies filled within agreed timelines.

Senior management roles filled with qualified candidates within SLA.

Workforce plan reviewed and updated bi-annually and/or as required.

Succession and talent pipelines maintained and reported quarterly.

Recruitment data in HR systems accurate and up to date.

Ensure job profiles and selection criteria aligned to organisational needs.

Guidance provided to line managers on recruitment best practice documented

HR Administration and Compliance

Ensure accurate and compliant HR operations

Oversee and ensure employee records, contracts, and payroll inputs accurate.

All HR submissions (Stats SA, UIF, EE reports) completed accurately and on time.

No major findings during internal or external HR audits.

HR administrative tasks completed within agreed SLA.

HRBP and HR Administrator deliver services within quality standards and timelines.
Quarterly review of HR team process efficiency completed.

Performance Management and Leadership Development

Drive consistent performance culture- bi-annual compliance with PMS submission timelines and criteria in assigned business unit.

Ensure all employees have approved job profiles in their current roles.

Performance appraisals completed on schedule and accurately.

Talent reviews conducted bi-annually with action plans.

Leadership coaching sessions documented and provided to managers and/or learning and development team.

Performance trends analysed quarterly and interventions recommended.

Succession and workforce development recommendations submitted.

Employee Relations and Compliance

Maintain fair, consistent, and compliant employee relations

90% of ER matters resolved within 30 days.

No adverse CCMA or labour disputes due to procedural errors.

Employee grievances and disciplinary cases handled per policy and legislation within prescribed timelines.

Workplace climate monitored and emerging issues addressed proactively.

Employee Onboarding, Probation and Exit Process

Ensure seamless onboarding, probation, and exit processes.

Oversee new hires onboarding with completed documentation and induction on time.

Probation reviews completed within timelines.

Exit interviews conducted for ≥90% of voluntary resignations.

Exit analysis reports submitted quarterly with actionable insights.

Employee Support and Retention

Maintained/ Increased employee well-being, retention, and career development.

Turnover rate maintained below organisational target.

Retention strategies (stay interviews, recognition initiatives) implemented and tracked.

EAP utilisation monitored and communicated quarterly.

Employee satisfaction/feedback surveys indicate positive support and engagement.

Employee Culture and Engagement Projects

Build a positive, high-performance culture.

At least 3 major culture or engagement initiatives delivered per year.

Engagement survey participation- maintain =/ ≥85% participation and improved year-on-year.

Action plans developed and implemented based on engagement feedback.

Internal communication campaigns executed on schedule.

Reporting and HR Team Leadership

Provide timely, accurate HR reporting and lead HR team effectively.

HR dashboards and reports submitted on time and with 100% data accuracy.

HR team performance reviews and development plans completed annually.

HR performance updates presented to management quarterly.

Policies and procedures reviewed annually and recommendations submitted.

HR strategy implemented across the business unit in alignment with organisational goals.

Personal Development

Continuous growth and capability development.

Bi-annual performance feedback on a minimum of 2 external learning initiatives.

Bi-annual feedback on personal learning and development plan.

Participation in bi-monthly HR training initiatives and peer/team learning sessions.

Documented progress on personal and professional development goals.

Requirements

A Bachelors Degree in Human Resources Management, Industrial Psychology and/or related qualification

A Honours Degree in Human Resources Management, Industrial Psychology and/or related qualification

A minimum of 5 years experience as a Human Resources Manager

Relevant experience working with Sage People/Sage 300

Work Level

Management

Job Type

Permanent

Salary

Market Related

Location

Gauteng

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