Group Human Capital Manager

SUMMARY:
The GHCM is responsible for operational execution of the Group''''s human capital strategy as set by CEO, ensuring HR policies, processes, systems, and people practices are consistently implemented across business units, delivering an efficient, compliant, and employee-centric HR function.

POSITION INFO:
Position: Group Human Capital Manager Reports To: Chief Executive Officer Level: Senior Management (Operational) Function: Human Capital Scope: Group-wide operational HR delivery Role Purpose The Group Human Capital Manager is responsible for the operational execution of the Group''''s human capital strategy as set by the Chief Executive Officer. This role ensures that HR policies, processes, systems, and people practices are consistently implemented across all business units, delivering an efficient, compliant, and employee-centric HR function. The incumbent acts as the primary operational link between Group strategy and day-to-day people management across the Group. Key Responsibilities 1. HR Operations & Service Delivery Manage and coordinate day-to-day HR operations across all business units to ensure consistency and compliance. Maintain and continuously improve HR policies, procedures, and process documentation. Oversee employee lifecycle management: onboarding, transfers, promotions, and offboarding. Serve as an escalation point for complex HR matters raised by business units, HR staff or line managers. 2. Talent Acquisition & Workforce Planning Oversee the execution of Group-wide recruitment processes in alignment with approved workforce plans. Through the Talent Acquisition Specialists, partner with business unit heads to identify staffing needs and fulfil vacancies timeously. Support succession planning processes by ensuring that talent pipeline data and readiness assessments are maintained. 3. Learning, Development & Skills Planning Oversee the coordination and implementation the Group''''s training and development calendar in line with the Workplace Skills Plan (WSP). Manage relationships with training providers and monitor delivery quality and ROI. Track skills development spend and ensure accurate Annual Training Report (ATR) submission. Support line managers in identifying development needs and creating individual development plans (IDPs). 4. Performance Management Lead the Group''''s performance management cycle: goal setting, mid-year reviews, and year-end assessments. Train and support line managers in conducting effective performance conversations and applying performance frameworks. Support the management of underperformance processes in accordance with labour legislation. 5. Employee Relations & Compliance Manage day-to-day employee relations matters including grievances, disciplinary processes, and CCMA referrals. Ensure all HR practices comply with applicable labour legislation (LRA, BCEA, EEA, SDA, POPIA). Oversee that accurate and up-to-date employee records and documentation are maintained. 6. Employment Equity & B-BBEE Skills Development Coordinate Employment Equity committee meetings, plans, and statutory reporting (EEA2 & EEA4 submissions). Maintain accurate EE data. Track and report on B-BBEE Skills Development spend and compliance against scorecard targets. Liaise with the Social & Ethics Committee as required on EE and transformation matters. 7. Compensation, Benefits & Payroll Coordination Support the annual remuneration review process, including benchmarking data collation and modelling. Liaise with the Payroll team to ensure accurate and timeous processing of remuneration changes, new engagements, and terminations. Oversee the administration of employee benefits schemes (medical aid, provident fund, group life). 8. HR Systems & People Analytics Maintain data integrity across the Group''''s HR systems. Ensure the accuracy of HC reporting dashboards (headcount, turnover, absenteeism, EE, training spend). Support the implementation and adoption of new HR technology and digital tools. Identify data gaps and recommend improvements to reporting frameworks. 9. Employee Engagement & Culture Coordinate Group-wide employee engagement surveys. Support the rollout of culture and employee wellness initiatives at an operational level. Facilitate internal communication relating to HC programmes, policy updates, and people initiatives. Act as a culture ambassador, reinforcing organisational values in all HR interactions. 10. Team Leadership & Business Partnering Lead, coach, and performance-manage the team. Build strong working relationships with business unit leaders to provide proactive HC support. Represent the HC function in operational business meetings and forums. KEY SKILLS & COMPETENCIES: Operation HR expertise: Deep Knowledge of HR processes, labour law, and best practice across the full employee lifecycle. People Leadership : Ability to lead, develop, and motivate an HC team. Stakeholder Engagement: Builds trusted relationships with line management and business unit heads. Analytical Thinking: Interprets HC data to identify trends and recommend practical solutions. Project Management: Manages multiple HR workstreams simultaneously within agreed timelines. Attention to Detail: Ensures accuracy in compliance reporting, payroll inputs, and employee documentation. Communication: Clear, professional communication with employees at all levels. Problem Solving: Resolves complex ER and operational HR issues with sound judgment. MINIMUM REQUIREMENT Qualification: Bachelor''''s degree in Human Resources, Industrial Psychology, or related field Experience: Minimum 6-8 years' Generalist HR experience, with at least 3 years in a management role. Group\/Multisite: Experience operating across multiple business units or geographies preferred. Systems: Proficiency in HRIS platforms Legislation: Strong working knowledge of SA Labour Legislation and B-BBEE compliance requirements. KEY Performance Indicators HR operational SLA adherence across business units. Accuracy and timeliness of statutory compliance submissions (EE, WSP\/ATR). Employee relations case resolution rates and timelines. Recruitment fulfilment rate vs. workforce plan. Employee engagement score trends. HRIS data accuracy and reporting turnaround.