Chief People Officer

SUMMARY:
-

POSITION INFO:

1. JOB TITLE

Chief People Officer

2. POST LEVEL

Executive

3. DEPARTMENT

Human Capital

4. REPORTING LINE

Chief Executive Officer

5. DIVISION

Human Capital

6. LOCATION / CENTRE

90 Grayston drive - Sandton

7. CONTRACT TYPE

Full time

PURPOSE OF THE JOB

The Chief People Officer is responsible for providing strategic leadership and oversight of human capital management at the National Housing Finance Corporation (NHFC). The role ensures that NHFC’s people capability, organizational culture, and reward systems:

• support the NHFC’s developmental housing finance mandate.
• comply with labour legislation, the PFMA, and governance requirements; and
• enable organisational performance, sustainability, and ethical conduct.

The incumbent acts as a trusted strategic advisor to the Chief Executive Officer (CEO), EXCOM, and the Board on all people, culture, transformation, and workforce sustainability matters.

KEY PERFORMANCE AREAS

Key Activities

Human Capital Strategy

· Develop, implement, and monitor the NHFC Human Capital Strategy aligned to the Strategic Plan and Annual Performance Plan (APP).

· Ensure workforce planning supports both current and future operational and developmental requirements.

· Align organisational structure with approved strategy, operating model, and budget

Talent Management and Capability Development

· Oversee recruitment, selection, onboarding, and retention of suitably qualified and diverse talent.

· Ensure recruitment and staffing practices comply with Employment Equity legislation and transformation objectives.

· Implement and oversee performance management systems aligned to organisational objectives.

· Drive learning, leadership development, succession planning, and career pathing, particularly for critical and scarce skills roles.

Labour Relations and Employment Law Compliance

· Ensure compliance with applicable labour legislation, including the LRA, BCEA, EEA, SDA, OHSA, and related codes.

· Manage labour relations, collective bargaining processes, union engagement, and workplace forums.

· Oversee disciplinary processes, grievances, incapacity management, and dispute resolution in a fair, consistent, and lawful manner.

Remuneration, Benefits, and Incentives

· Develop and manage remuneration and benefits frameworks that are equitable, competitive, and sustainable.

· Ensure alignment with NHFC’s financial position, Treasury guidelines, and governance standards.

· Support the HCRC and Board with executive remuneration, incentives, and performance outcome recommendations.

Organisational Culture, Ethics, and Conduct

· Promote a values-based, ethical, and high-performance culture aligned to NHFC values.

· Oversee ethics management, conflict-of-interest declarations, consequence management, and ethics awareness initiatives.

· Reinforce leadership behaviours consistent with good governance and ethical standards.

Transformation, Employment Equity, and Diversity

· Drive employment equity, transformation, diversity, and inclusion initiatives across NHFC.

· Ensure compliance with statutory reporting requirements and transformation targets.

· Embed transformation principles across leadership, talent, and organisational practices

HR Governance, PFMA, and Risk Interface

· Ensure HR policies, procedures, and practices align with PFMA, Treasury prescripts, NHFC governance frameworks, and the DoA.

· Work closely with the Chief Risk Officer (CRO) to identify, assess, and manage human capital-related risks.

Board and Committee Support

· Prepare and present submissions to the HCRC, DAAC (where applicable), and the Board on human capital matters.

· Provide assurance on workforce stability, capability, performance, compliance, and ethics.

Authority and Decision Rights

· Exercise delegated authority within approved limits.

· Recommend executive appointments, remuneration outcomes, and separation agreements.

· Escalate matters reserved for the Board or Executive Authority in line with governance requirements.

Key Relationships

· CEO and EXCOM – organisational leadership and execution

· Board and HCRC – oversight of remuneration, performance, ethics, and governance

· Chief Risk Officer – people-related risk management

· Finance – workforce budgeting and cost control

· Organised labour and employees – engagement and dispute management

· Regulators and oversight bodies – labour and governance compliance

Performance Measures (KRAs)

· Workforce stability and retention of critical skills

· Strength and sustainability of leadership and succession pipelines

· Labour relations stability and dispute outcomes

· Compliance with labour legislation, PFMA, and governance standards

· Organisational culture, employee engagement, and ethics indicators

Governance Principle

· The Chief People Officer ensures that NHFC’s people capability, culture, and reward systems enable performance, integrity, and sustainability within a PFMA-governed environment.

NHFC COMPETENCIES

Competencies

Leadership Competencies:

· Attracts, motivates and develops talent

· Enhances interpersonal skills

· Facilitates a culture that embraces development

· Effectively drives training and development initiatives

· Displays Emotional Intelligence

Attributes:

· Teamwork

· Interpersonal Sensitivity

· Work under pressure

· Self Confidence

· Attention to Detail

· Continuous Learning & Development

· Initiative

· Professionalism

· Quality Management/Assurance

· Values and Ethics

Job Specific Competencies:

· Extensive knowledge and experience of the employee legislative framework, including, but not limited to, LRA, BCEA, SDA, EE, OHSA, WCA, and compliance with all related legislation

· Prior experience in designing compensation and benefits plans/programs.

· Financial ability, business acumen and analytical skills.

· Excellent interpersonal, communication and influencing skills with ability to communicate effectively at all levels of the organization, both verbally and written

· Employee relations: ability to handle employee relations at all levels, including bargaining forum

· Organisational development and change management

· Ethics and remuneration governance

· Secure high potential talent

· Ability to link development initiatives to current and future organisational needs

· Ability to identify drivers of employee retention

· Foster trust as business partner

· Ability to handle employee relations at all levels, including bargaining forum

· Ability to identify and secure high potential talent

· Ability to link development initiatives to current and future organisational needs

· Ability to identify drivers of employee retention

· Foster trust as business partner

· Ability to handle employee relations at all levels, including bargaining forum

· Report writing skills

· Time-management skill

· Face Challenges head-on

· Proactive and passionate about building and growing the organisation

· Fosters a positive work environment and serves as a catalyst for change.

· Works to build consensus for the benefit of the organisation and cultivates partnerships.

· Maintains composure during difficult situations.

· Demonstrate fairness, transparency, and accountability

· Act as a role model for ethical leadership and integrity

· Maintains independence, confidentiality, and professionalism

REQUIRED QUALIFICATIONS AND EXPERIENCE

Qualifications

Minimum Requirement:

· Postgraduate qualification in Human Resources Management, Industrial Psychology, Labour Relations, or related field

Preferred Qualification:

· MBA/MBL

Experience

Minimum Requirement:

• 10 years’ experience in Human Capital / Human Resources
• 5 years at senior or executive management level

· Proven experience advising CEOs, EXCOs, and Boards.

· Strong knowledge of labour legislation, PFMA, Treasury prescripts, and public-sector governance.