HR Executive (5yrs FTC)

SUMMARY:
HR Executive (5 yrs FTC)

POSITION INFO:

Our client is a world class provider of transportation services for 2 decades based in Pretoria. They are seeking for a dynamic Human Resources Executive for a 5 years fixed term contract.

Role & Purpose

Reporting to the CEO, the purpose of the job is to lead and direct the functions of the human resources and organizational strategy and objectives in collaboration with other executives. It is also to ensure implementation of policies, procedures, while ensuring statutory compliance at all levels.

Minimum Requirements (Education, Skills & Knowledge)

• Post-Graduate Degree (NQF 8) in the relevant discipline for the role is not negotiable.
• Masters degree (NQF 9) will be an added advantage
• Degree in human resources, industrial relations, Social Sciences, BCom HR, Industrial Psychology.
• Professional registration as an HR practitioner or HR professional with South African Board of People Practice.
• Not less than 10 years successful and relevant experience in a senior HR capacity.
• Extensive generalist HR knowledge.
• Extensive knowledge of labour legislation i.e., BCEA, LRA, SDA EEA, UIF, COIDA, BBBEE codes, SETAs etc
• The ability to take a strategic, operational, and tactical view of the business.
• Practical labour relations experience including employer representation in dispute resolution for a (CCMA/ Bargaining Councils).
• Experience in design and delivery of training interventions.
• Skilful in HR data development and analysis.
• Three (3) years or more experience in developing, leading and monitoring large scale projects.
• More than two (2) years’ experience in preparing, presenting, and submitting reports to different stakeholders such as EXCO and Board of Directors/Sub Committees and other delegated structures.
• Experience in BBBEE compliance including managing CSI and related projects to improve the company’s scorecard.
• Team leading and people management experience.
• Participation at executive level decision making structures.
• Computer literacy in HR, payroll systems, recruitment management systems and MS office.
• The ability to communicate and work well with people at all levels.
• Attention to detail and a well-organised approach to work.
• The ability to work with numerical information, plus analytical and problem-solving skills.
• Extensive experience in writing proposals, motivations, and aide memoires to diverse audiences.
• A diplomatic approach and the confidence to liaise with company staff.
• Integrity when handling confidential information.
• Very strong communication (verbal and written) skills.

KEY PERFORMANCE AREAS

1. STRATEGY DEVELOPMENT AND EXECUTION

• Develop, implement, review, and monitor an HR strategy aligned to business goals.
• Conduct an organisational climate survey and coordinate implementation of recommendations.

2. RECRUITMENT AND STAFF PLACEMENT

• Manage the recruitment of staff and ensure the alignment of human resources structure to organisational goals/resources/structure.
• Develop and implement an EE plan supported by recruitment and placement activities.
• Manage staff movement.
• Conduct job profiling and align job specifications.
• Monitor termination of employment procedures.

3. LEARNING & DEVELOPMENT

• Develop, implement, and monitor a training and development plan and budget.
• Liaise with stakeholders on issues related to HR and human resources development.
• Develop and implement training programmes.
• Conduct an organisational design to align people, processes, and technology.
• Prepare and implement an on boarding and induction process for new employees.
• Implement Learnerships/Apprenticeships/ Internships, and on the job training.
• Develop, implement, monitor, and evaluate the talent management strategy including recruitment, retention, performance, and succession management.
• Conduct skills audits.

4. LABOUR RELATIONS

• Foster sound industrial relations throughout the company.
• Develop and review human resources policies.
• Management of labour relations including providing guidance on cases of misconduct, grievances, incapacity (performance and ill health) and operational requirements processes.
• Review outcomes of disciplinary and grievance enquiries to ensure fairness and consistency.
• Represent the company at various labour dispute fora including SARPBAC and CCMA.
• Consult with trade unions to foster a positive labour relations climate.
• Act as internal consulting service to role players responsible for managing human resources.
• Develop, implement, and monitor a labour relations and communication plan.
• Lead internal structures to solve problems, improve communication and implement interventions.
• Effectively resolve conflicts among employees and ensure there is efficient management of workers.

5. REMUNERATION MANAGEMENT

• Institute and manage fair incentive and reward systems.
• Budget preparation and monitoring.
• Manage payroll and employee benefits administration function.
• Job evaluation and benchmarking of salaries.

6. EMPLOYEE SATISFACTION AND FEEDBACK

• Develop and implement EAP programmes.
• Undertake employee engagement surveys and implement aligned interventions.
• Manage the general conduct of employees.

7. COMPLIANCE

• Keep abreast of the various Labour legislation.
• Ensure compliance with SETAs COIDA, OHSA; EEA, UIA, ISO standards, Income Tax Act etc.
• Liaise with statutory bodies for compliance and audits.
• Identify and recommend improvements to internal standard operating procedures including team restructuring and morale building.
• Support departments to develop and deliver strategic HR plans aligned to business direction.

8. HRIS

• Liaise with information technology unit to develop, implement, and review HR information systems and processes.

9. GENERAL

• Manage the HR department and provide HR support to the organisation.
• Work with all departmental heads to ensure contractual performance standards are achieved.

NOTE:

Applications are invited from interested candidates and to be submitted to not later than Wednesday, 19 November 2025. If you have not heard from us within 4 weeks after the closing date, please consider your application to have been unsuccessful. Screening of credentials shall be conducted before an appointment is made.

Our client is an Employment Equity Employer. Preference will be given to candidates who meet employment equity goals. The Employer has a right to change the requirements of the position at any time before and during the recruitment process.