SUMMARY:
GROUP HR MANAGER

POSITION INFO:

A career opportunity exists at REINHARDT TRANSPORT GROUP (NIGEL)for the position of:

GROUP HR MANAGER

This role requires a leader who can move beyond traditional HR and actively drive workforce efficiency, cost control, and performance across a complex, labour-intensive environment including but not limited to recruitment, employee relations, training, discipline, and performance management. The individual will focus on workforce stability, legal compliance, and talent optimization across the workforce

ROLE PURPOSE:
To design and execute a fully integrated people strategy that improves workforce productivity, reduces risk, and
optimises the total cost of employment across the group.
This includes full accountability for:

• Workforce performance and output.
• Labour cost structures and efficiency.
• Compliance and industrial relations stability.
• Leadership development and succession.

KEY DELIVERABLES: (not limited to)
Design / Lead / Implement the entire HR strategy for the group of companies in terms of potential growth
planning and systems and participate and report directly on EXCO level on workforce planning, labour risks,
succession planning, and organizational design.

• Implement workforce productivity metrics (cost per driver, cost per km, cost per load, etc.).
• Reduce unnecessary labour costs through data-led interventions.
• Establish full visibility of the total HR cost base (salaries, overtime, absenteeism, benefits, inefficiencies).
• Introduce structured performance management systems across all levels.
• Strengthen labour stability and reduce dispute frequency.
• Build a clear talent pipeline and succession framework Digitise and streamline HR processes through modern systems.

CORE RESPONSIBILITIES:
Strategic HR Leadership:

• Align staffing structures with operational demand and growth forecasts.
• Lead headcount planning, restructuring, and optimisation initiatives.
• Ensure the business is neither overstaffed nor under-resourced.

Workforce Planning & Talent Management

• Analyse and manage the full employment cost structure across the group.
• Monitor overtime, absenteeism, and labour inefficiencies.
• Introduce measurable KPIs such as: Labour cost vs revenue, Cost per operational unit (trip/km/load) and Productivity per employee.
• Partner with finance to align HR reporting with business performance.
• Implement and oversee KPA's for employees across departments as approved by respective Head of Departments.
• Oversee performance appraisal systems and provide feedback to Departmental Heads.
• Attend HR Meetings with Departmental Heads & Executives, Manco/Exco.

Performance Culture & Leadership Capability

• Implement a group-wide performance management framework.
• Drive accountability through clear KPAs and measurable outcomes.
• Develop leadership capability across line managers and supervisors.
• Ensure underperformance is addressed decisively and fairly.

Industrial Relations & Labour Management

• Lead all union and labour engagements with confidence and control.
• Proactively prevent industrial action through structured engagement.
• Ensure consistent, fair, and legally compliant disciplinary processes.
• Represent the company, when necessary, in disputes, CCMA matters, and negotiations.

Compliance, Risk & Employment Legislation

• Ensure compliance with labour legislation, and all other relevant legislation.
• Implement and oversee approved SOP's, policies, and procedures in consultation with Departmental Heads.
• Oversee adherence to work time directives i.e. labour hours, fatigue management etc.
• Oversee audits, inspections, and regulatory reporting.

Training & Development

• Implement employee leadership, supervisory development for managers and potential leaders.
• Oversee internal training matters i.e. HR training sessions on policy and compliance matters.
• Reduce reliance on reactive hiring.
• Introduce structured onboarding and development pathways.

HR Systems, Data & Reporting

• Implement or optimise HRIS and payroll systems.
• Build real-time dashboards for EXCO reporting.
• Drive a data-led HR function, not purely an administrative one.
• Advanced use of Microsoft including Excel and reporting tools is essential.

REQUIREMENTS:

• Education: Grade 12 with tertiary qualification in Human Resources Management or a related field. In-depth
• knowledge of SA Labour legislation.
• Experience: At least 5 years' experience in the same position, with excellent knowledge of HR practices.
• Systems: Proficient in transport management systems (TMS) will be an advantage, and basic reporting
• tools i.e. Microsoft a mus