Browse live human resources jobs in Johannesburg, Gauteng. Salaries, top employers and how to apply. Updated regularly.

As a Labour Data Coordinator, you will play a critical role in collecting, analysing, and managing labour data to support decision-making and strategic planning. This position focuses on data integrity and reporting, ensuring that accurate and timely information is available for organisational needs and compliance. Key Responsibilities - Develop and maintain data management systems to ensure efficient collection and storage of labour-related information. - Reduction of the labour cost per assig…

Labour Data Co-ordinator

Introduction Your Talent. Our Future! Together, We Move South Africa Forward. Join Transnet's Persons with Disabilities Talent Pool and be considered for future opportunities across a broad range of disciplines, occupational categories and career levels. Location: Nationwide | Employment Type: Talent Pool / Future Opportunities | Business Unit: Transnet Group and Operating Divisions About the Opportunity Transnet is committed to building an inclusive workplace that reflects the diversity of Sou…

Persons with Disabilities (PWD) Talent Pool

**We are looking for an experienced administrator within our Human Capital environment.**


The purpose of the HC Administrator role is to provide end\-to\-end operational and administrative support across the employee lifecycle, including learning and development administration, ensuring accurate people data, compliant processes, and effective coordination between Human Capital, Learning and Development, Payroll, Finance, IT, and external service providers. The role is highly systems\-driven and plays a critical part in maintaining data integrity, employee experience, skills development compliance, and business continuity across HC operations.

**The ideal candidate must be able to transition into the role quickly and become effective with minimal supervision.**

 **Key Responsibilities and Output Areas Include:**  

  

Onboarding and Employee Lifecycle Management

* Coordinate and execute the full onboarding process for all employee categories (e.g. permanent, FTC, interns, graduates and trainees).
* Capture and maintain employee data on all systems, including Sage and Maconomy.
* Create and maintain employee profiles, reporting lines, employment details, billability, and rates where applicable.
* Coordinate onboarding communication and documentation, including onboarding packs and policy links.
* Liaise with IT, Payroll, Finance, and line managers to ensure system access, employee numbers, and reporting structures are in place.


Employee Changes, Conversions, and Contracts  

* Process employee changes, including transfers, contract renewals, team leader changes, and entity or regional moves.
* Manage FTC\-to\-permanent and graduate contract\-to\-permanent conversions, including benefits onboarding and system updates.
* Ensure all employment changes are accurately reflected across all systems and employee records.
* Notify relevant stakeholders (IT, Payroll, HCBPs) of approved changes.


Exits and Terminations  

* Coordinate the end\-to\-end exit process, including exit documentation, system terminations, and stakeholder notifications.
* Maintain and distribute the Weekly Leavers Report.
* Process benefits, including medical aid cancellations and pension withdrawals for permanent employees.
* Ensure reporting lines are updated post\-exit and all documentation is securely filed.


Payroll and Finance Support  

* Prepare, capture, and submit monthly payroll inputs in line with payroll deadlines.
* Coordinate payroll input verification with HCBPs and ensure supporting documentation is complete and stored appropriately.
* Support payroll\-related changes including bank details, increases, terminations, incentives, and benefits changes.
* Process HC\-related invoices and purchase orders.
* Ensure the required employee information for timesheets and billing is captured accordingly.
* Prepare and reconcile payroll\- and benefits\-related reports to support internal and external audits, ensuring accuracy and compliance.


Benefits Administration  

* Coordinate Medical Aid and Pension Fund administration, including annual reviews, plan changes, audits, and ongoing employee support.
* Liaise with benefit service providers and Payroll to submit and track required documentation.
* Support Two\-Pot System applications, death benefit claims, and benefit statement requests.
* Administer parental leave processes, including documentation, agreements, and record updates


Learning and Development Administration  

* Coordinate the administration of training, including scheduling, venue and virtual logistics, invitations, materials, and attendance registers.
* Liaise with external training providers and facilitators on bookings, confirmations, quotations, invoices, and purchase orders in line with HC and Finance processes.
* Capture and maintain accurate training records and training\-related documentation, including qualifications, certifications, attendance, completion status, study assistance applications, and training agreements.
* Provide administrative support to learnership, internship, graduate, and bursary programmes, including registration documentation, contracts, and provider liaison.
* Compile and quality\-check the training data required for statutory skills development reporting, including WSP and ATR inputs, SETA requirements, and B\-BBEE Skills Development evidence, for review and submission by the accountable owner.
* Maintain the Learning Management System (LMS), ensuring course records, enrolments, and completion data are accurate and current.
* Track training spend against the approved training budget and support the reconciliation of training\-related invoices and mandatory grant claims.
* Support compliance and mandatory training cycles by tracking completion and escalating outstanding items to HCBPs and line managers.


Reporting and Tracking  

* Prepare and distribute monthly HC metrics and trackers, including headcount, employee movements, and benefits\-related reports.
* Maintain birthday and long\-service milestone tracking and coordinate reward processing with relevant stakeholders.
* Support internal and external reporting requirements.
* Prepare and distribute monthly L\&D tracking reports, including attendance, completion rates, and training spend.


Filing, Records, and Data Governance  

* Create, maintain, and audit employee files to ensure accuracy, completeness, and compliance.
* File all HC\-related documentation, including increase letters, contracts, benefits, and exit records.
* Ensure confidentiality, data protection, and compliance with labour legislation, organisational policies, and HC governance standards.
* Assist in the development, review, and updating of HC policies and procedures by coordinating inputs, formatting documents, and maintaining version control.


Query Resolution, HC Support, and Logistics  

* Act as the first point of contact for HC\-related administrative queries from employees and internal stakeholders.
* Prepare confirmations of employment, visa letters, remote work confirmations, and other employment\-related documentation.
* Coordinate qualifications and reference checks with relevant teams.
* Provide administrative support for disciplinary and grievance processes, including preparing documentation, scheduling meetings, and maintaining confidential records.
* Coordinate HC\-related logistics, including onboarding sessions, employee events, and internal meetings.
* Support HC projects, employee engagement initiatives, and internal HC activities, including wellness programmes and events.
* Provide first\-draft support for standard HC letters and correspondence in collaboration with HCBPs.

 **Requirements**

* Certificate, Diploma, or Degree in Human Resources, Business Administration, or a related field.
* Minimum of 5 years’ experience in a Human Capital environment.
* Minimum 3\-5 years proven experience working with the Sage People 300 system.
* Proven experience working across multiple HC, finance, and learning\-related systems, including Learning Management System (LMS) administration.
* Proven experience working on the Microsoft Office Suite, with advanced Excel and reporting capability is a must.
* High attention to detail and ability to handle confidential information.
* Ability to communicate effectively with multiple stakeholders across all levels
* Exposure to training and skills development administration, including WSP/ATR data preparation, SETA processes, and B\-BBEE Skills Development requirements, will be an advantage.

**Role Characteristics**

* Highly operational and process\-driven role.
* Strong cross\-functional coordination across HC, Payroll, Finance, and IT.
* High\-volume transactional workload with recurring deadlines.
* Critical role in maintaining data accuracy, compliance, and employee experience.
* Coordination with external training providers, SETAs, and internal stakeholders against fixed statutory and reporting deadlines.
* Ability to utilise technology to

Human Capital (HC) Administrator

**IT’S NOT JUST AN OPPORTUNITY TO GET ON THE CAREER LADDER.**  

  

**IT’S AN OPPORTUNITY TO HELP THE WORLD GET ON TOGETHER**  

  

Why do people call us the world’s most international company? Is it because we operate in more countries than any other logistics provider? Is it because we invented cross border shipping over 45 years ago? Or is it, perhaps, because what we do connects people across the world. And the more we can connect people, the better life on earth becomes.  

  

We love our role in the world. And we’re looking for the right people to help us maintain \- and grow it. People like you**.**

**Ready to Lead \&****Win Become Our HR Business Partner (FTC)**

**Reporting to: HR Manager**

**Location: Waterfall**

**Duration: 7 Months**

**Why You’ll Love This Role**


Implement various HR processes and policies by providing day\-to\-day HR support and solutions to attract, manage, develop, motivate and retain employees to achieve business objectives in line with business needs, overarching HR plans/ policies, best practices and current legislation.


**What you’ll own**

* Support Managers in managing Conflict Management in the workplace.
* Handle all Grievances from employees and follow\-through.
* Where necessary escalate certain cases to the ER manager.
* Ensure that you the ER manager is fully aware of the cases you are handling so that he can support.
* Act as a trusted HR business partner and consultant, providing advice across HR disciplines to managers, employees, and colleagues at the local level.
* Partner with management to communicate HR policies, procedures, programs, and labour laws.
* Serve as a role model and advocate for organizational culture and values, driving recognition, accountability, and continuous improvement.
* Implement organizational change initiatives (e.g., reorganizations, redundancies, redeployment) to support business strategy, ensuring risk mitigation while balancing employee welfare and business objectives.
* Support cultural change and communication programs.
* Support managers in establishing clear and meaningful KPIs and track HR service effectiveness through analytics and improvement initiatives.
* Support managers through the full employee lifecycle: recruitment, contracts, onboarding, and retention strategies.
* Conduct necessary checks before the appointment of new talent.
* Ensure tailored recruitment and talent management activities via Avature and MTW to attract, select, and retain talent for current and future business needs.
* Work through the HR Coordinator to manage the end\-to\-end onboarding process, including documentation, induction programs, and system access setup.
* Collaborate with managers and relevant departments to ensure smooth transitions for new hires and exiting employees.
* Ensure delivery of annual performance and salary review processes and that these are aligned with global/regional standards and timelines.
* Support Learning \& Development to facilitate LEADS Reviews, preparatory talks, and performance calibration meetings in line with agreed principles.
* Partner with Learning \& Development to deliver certified programs and development solutions that build organizational capability and leadership strength.
* Drive, together with Learning \& Development, employee career development initiatives to retain key talent and strengthen succession pipelines.
* Lead the planning and delivery of employee wellbeing calendar and Adhoc initiatives
* Manage the full lifecycle including stakeholder engagement, vendor coordination, budgeting, and post\-implementation reviews to ensure continuous improvement.
* Collaborate with HRBPs, and the business to ensure effective messaging and adoption
* Provide insights, reporting and data\-driven recommendations to senior leadership
* Stay current with HR industry developments and labour legislation.
* Assist in preparing HR documentation, reports, and evidence required for internal and external audits including CRISP.
* Collaborate with auditors and relevant stakeholders to provide accurate and timely information during audit processes.
* Identify gaps and risks highlighted during audits and support corrective action plans to ensure compliance.
* Maintain confidentiality and integrity of employee data and HR records throughout the audit process.
* Contribute to continuous improvement by implementing recommendations from audit findings to strengthen HR governance.
* Provide monthly HR reports related to ER, Employee Engagement, L\&D, Talent, and Performance.
* Deliver actionable insights through HR dashboards and analytics (e.g., attrition, absenteeism, engagement, diversity).
* Vendor management as per internal DHL processes and expectations

**What we are looking for**

* Bachelor’s degree in human resources, Industrial Psychology, or related.
* Min 4 years’ experience across all key aspects of HR processes including Talent, C\&B, ER/IR, L\&D, Engagement, etc.
* Strong knowledge of labour laws, HR policies, and organizational development.
* Excellent stakeholder management and influencing skills.
* Able to travel nationally; valid driver’s license

**Why Join Us?**  

  

Because at DHL, we don’t just move shipments—we move careers forward. You’ll work with a global leader that values innovation, inclusion, and continuous learning. Expect growth opportunities, a collaborative culture, and the chance to make a real impact.

  

  

**Ready to make your mark? Apply now and let’s build the future together**

**We are committed to equal opportunity and reject any forms of discrimination. The basis for employee selection at DHL Group is qualification, performance, skills and experience**

HR Business Partner - FTC

**Date:** 8 Sept 2026


**Location:** Johannesburg, GP, ZA, 2076


**Company:** South32 Group Operations Pty. Ltd.


DISCOVER A BRIGHTER FUTURE:

  



At South32, we’re meeting the challenge of enabling a sustainable future through our focus on responsibly producing commodities critical for a low\-carbon world.



As a collaborative, caring and inclusive company, there’s no better place to make a genuine difference. Together we’re making a positive, global impact that has the potential to change lives.



Whatever career path you choose, we’ll support you every step of the way to learn, grow and succeed. So, join us, step towards a brighter future and leave your legacy.

  



ABOUT JOHANNESBURG:

  



Our Johannesburg office based in Melrose Arch serves as the company\`s Functional Hub for the Southern African Operations which include Global Services, Technology and Enterprise Resource Planning Support Teams.

  



WHAT SOUTH32 OFFER:

  



Annual short\-term incentive bonus that recognizes both your individual performance and the overall success of the business.



Eligible employees will receive an employer contribution towards the company\-elected retirement fund.



South 32 will support assistance for part\-time studies aligned to role requirements and business needs at accredited institutions to eligible employees.

  



ABOUT THE ROLE:

  



This role is a permanent full\-time position.



Specialist ERP Human Resources (HR) is one of several that act as the end\-to\-end Functional and Technical custodian of the applicable ERP product suite. With a customer success centric mindset, the Specialist ERP (HR) will oversee and manage all execution within the platform for their domain of accountability.

  



Other key responsibilities include, but aren’t limited to:


* Contribute to the development of the ERP Platform SuccessFactors/HCM Roadmap and Technology Plans;


* Assist with identifying areas of cost and productivity improvement and contribute ideas to the planning process;


* Assist with the establishment and governance of the ERP Platform practices and processes in collaboration with suppliers and the broader Platform Teams;


* Ensure effective and efficient delivery of ERP HR services and solutions to the Functions and Operations and take responsibility for the support of all applicable ERP activities;


* Ensure interactions for both producers and consumers of ERP SuccessFactors/HCM services are clearly articulated and adhered to;


* Ensure service level requirements of the ERP Platform are clearly articulated and managed;


* Manage and monitor SuccessFactors/HCM activities including incidents, change requests and escalations;


* Maintain a strong awareness of business processes that the ERP HR Platform supports and seek to continuously collaborate with Business representatives to improve the processes while minimising disruption.

  



ABOUT YOU:

  



You will have experience and demonstrate capability in the following:


* Demonstrated experience in forming and maintaining SuccessFactors/HCM ERP practices, framework and processes;


* Knowledgeable around SuccessFactors/HCM with proven experience (more than 7 years);


* Deep technical skills and knowledge of SuccessFactors/HCM practices and lifecycle (more than 7 years of experience);


* Ability to strike a balance between customer needs and technical capability;


* Strong experience of working alongside vendors.

  



Qualifications for this role are:


* Degree or equal relevant IT qualification (BTech, Degree etc)


* SAP HCM for SAP S/4HANA (H4S4\) and/or SuccessFactors Certification

  



South32 is committed to building and maintaining an inclusive and diverse workforce that reflects the communities in which we operate. We provide a recruitment process that is fair, equitable and accessible for all and we encourage candidates from all backgrounds to apply.

  



Please apply online by entering the preferred position reference number on our website http://careers.south32\.net

  



This advertisement will close on 22 September 2026\.

Specialist ERP Human Resources - Johannesburg

Introduction...


A vacancy exists for a Branch Administrator in Robertville reporting to the Branch Manager. The main purpose of the position is to provide co\-ordination, administrative and secretarial support to the Area Manager.


Minimum Requirements...

* Grade 12\.
* Administrative/Secretarial Post School Qualification.
* At least 3\-5 Years’ experience as an Administrator reporting to Senior Management.
* Ability to work extended hours as and when required.
* Clear criminal record and no pending cases.
* Advanced Excel, MS Word and Power Point proficiency.
* Knowledge of the SAP and ePayroll systems are beneficial.
* Above average verbal and written communication skills.
* Ability to resolve conflict effectively.
* Ability to handle work related stress and work effectively under pressure.
* Ability to work independently and ability to meet strict deadlines.
* Highly motivated and enthusiastic.


Job Specification...

**KEY PERFORMANCE AREAS:**

* Co\-ordination of appointments, diary management and client engagements/events.
* Office administration and general Administrative duties.
* Co\-ordination of e\-mail, correspondence and written communication.
* Screening of telephone calls and taking of messages.
* Minute taking at selected meetings and engagements.
* Maintaining of strict confidential protocols regarding correspondence and communication.
* Liaising at different levels of the Branch and act as Ambassador of the Area Manager office.
* Consolidate management information and reports.
* Compiling weekly and monthly reports.
* Typing of documents, reports and preparation of presentations
* Assisting in queries and day to day co\-ordination of operational tasks related to area of responsibility.

**OTHER PERSONALITY ATTRIBUTES \& CORE COMPETENCIES:**

* Ability to maintain confidentiality and handle office maters with utmost professionalism.
* Strong interpersonal and communication skills with diplomacy and tact to interact effectively at all levels.
* Above average report writing skills.
* Organising skills.
* Initiative skills.
* Time Management skills.
* Attention to detail.
* Team player.
* Self\-development and that of others.
* Self\-motivated \& Independent operator.
* Delivery\-orientated and deadline\-driven
* Sensitivity to confidential matters is required
* High emotional intelligence (EQ) required.
* Professional interpersonal communication (written and verbal).
* Able to function in an unstructured environment.
* Build relationships across the business
* Ownership and accountability and decision making skills.

***We reserve the right not to make an appointment to any advertised position.***  

***Whilst preference is given to existing employees at all times and the choice made purely on merit, Historically Disadvantaged Candidates and Disabled Candidates are encouraged and supported in the FSG team.***

***Fidelity Security Group (Pty) Ltd supports global fair practice and business ethics on continuous development of our human capital as the key resource to our success in the markets in which we participate.***

***Should you not be contacted regarding this position within 10 working days from the closing date, please regard your application as unsuccessful.***

Branch Administrator

As a Store Leader, you will and support all activities to achieve store business objectives, demonstrating an unsurpassed service culture. You will perform with high integrity in operation, loss prevention compliance, human resource management, stock management, as well as visual merchandising presentation. You will be a dynamic and inspiring leader who has strong background in relationship building skills.
  

As the Store Leader you will represent the brand as a Curve Gear Ambassador by promoting the values and ambitions of the brand within the marketplace.
  

The Store Leader is responsible for leading the team to create a brilliant experience where our customers feel delighted, surprised, and excited. To achieve this, he/she should be empowering and coaching the team to maintain and grow strong long\-term customer relationships. He/she is also accountable to manage the day\-to day operations and financial performance of the store and to continuously search for new innovative ways of improving the business.

* Effective self\-leadership and leadership of a high performing team.
* Maintaining and growing strong customer partnerships.
* Leading the day\-to\-day operations of the store
* Leading the financial performance of the store

**MINIMUM ACADEMIC QUALIFICATIONS:**

* Matric Certificate
* At least 3 Years proven experience in a Supervisory role

**KNOWLEDGE, SKILL \& ABILITIES:**

* Self\-leadership
* Team Leadership
* Innovation
* Decision\-making
* Strategy \& big picture thinking
* Customer Orientation
* Merchandising
* Curve Gear Product Knowledge and Application
* Change Management
* Coaching
* Proficient working with Shopify (POS)
* Proficient working with MS Office
* Report Writing and Analysis
* Verbal and Written Communication
* Problem Solving
* Passionate about excellence and attention to detail

 **ADDITIONAL REQUIREMENTS:**

* Willingness to work extended retail hours and over weekends
* Computer literate: Microsoft Office suite

Store Leader - Eastgate

About the Role Are you a seasoned HR professional who thrives in a fast-paced, process-driven environment? Our client, a prominent player in the M anufacturing sector , is seeking a highly competent HR Officer to join their team immediately. This is not a standard administrative role; we are looking for a gatekeeper of compliance and a strategic partner who can manage the complexities of a multi-entity workforce. If you have the experience to navigate Uganda’s regulatory landscape and the tenac…

Human Resources Officer (Manufacturing)

**One\-year fixed\-term graduate programme \| Sandton, Johannesburg**
---------------------------------------------------------------------


Requisition : 147458


Talent Acquisition Contact: Lebohang Monate


Role: Behavioural Economics Graduate Program


**Cluster and Location**
------------------------


Personal and Private Banking \- Product Design and Innovation \- Behavioural Economics


135 Rivonia Road, Sandown


**Career Stream**
-----------------


Strategic Planning and Strategy Formulation


**Leadership Pipeline**
-----------------------


Manage Self: Technical
**Closing Date**
----------------


30 September 2026


**Job Purpose**
---------------


Join a team that uses behavioural science to make better money management easier and to create measurable value through positive behaviour change.

  

The Behavioural Economics Graduate Programme offers an opportunity to apply behavioural science to real business and client challenges within one of South Africa’s leading banks. You will work alongside behavioural economists and collaborate with specialists across the business to turn evidence into practical improvements for clients and employees.

  

Through hands\-on project work, you will develop practical skills in behavioural research, diagnosis, intervention design, experimentation, data analysis and stakeholder engagement. You will also learn how behavioural insights can help improve communications, products, services and customer experiences.


**What you'll do**
------------------


* **Improving client journeys**


* Use behavioural science to identify friction and improve digital journeys, onboarding experiences and the way clients engage with products and services.

  

  

* **Behavioural Segmentation and Human\-AI Interaction**
* Help uncover what drives different customer behaviours and explore how behavioural science and AI can work together to create more personalised, engaging and helpful customer experiences.
  

* **Designing and testing communications**
* Help develop and test messages across channels such as SMS, email, call centres and apps to support better client decisions and outcomes.
  

* **Developing more tailored solutions**
* Explore how behavioural, contextual and customer information can be used to understand different needs and design more relevant interventions.
  

* **Supporting employee and culture initiatives**
* Contribute to projects that apply behavioural insights to areas such as performance, wellbeing, leadership and organisational culture.
  

* **Shaping products and experiences**
* Work with teams to apply behavioural principles to customer value propositions, products and digital experiences, and take part in practical innovation challenges.
  

* **Building and sharing behavioural knowledge**
* Help translate evidence and project learnings into useful tools, case studies, workshops and resources for teams across Nedbank.
**What we are looking for**
---------------------------


You must be:


* 18 and above
* be passionate about behavioural economics \& behavioural science.
* You have a clear criminal and credit record.
* Have a clear criminal and credit record.
**Preferred qualification**
---------------------------


Master’s Degree in economics, psychology, anthropology, or related social sciences field is advantageous


**Note for psychology graduates:** If you intend to register with the HPCSA, you will need to complete your own tailored registration programme.

  

**Skills and capabilities**
---------------------------


Analytical thinking \| Research skills \| Critical thinking \| Data analysis \| Analytical tools and software \| Written communication \| Presentation and storytelling \| Stakeholder management \| AI literacy \| Business knowledge \| Innovation \| Planning and organising \| Building networks \| Facilitating change


**Ready to apply behavioural science to meaningful business and client challenges?**
------------------------------------------------------------------------------------


Apply for the Behavioural Economics Graduate Programme and develop the practical skills to design, test and improve solutions that support better decisions and positive behaviour change.


**Technical / Professional Knowledge**
--------------------------------------


* Analytical Thinking
* Research Skills
* Critical thinking
* Data Analysis
* Analytical Tools and Software
* Written Communication
* Presentation \& Storytelling Skills
* Stakeholder management
* AI Literacy
* Strategic Concepts and Frameworks
* Business Knowledge
**Behavioural Competencies**
----------------------------


* Communication
* 360° Decision Making
* Work Standards
* Innovation
* Business Acumen
* Planning and Organizing
* Building Networks
* Facilitating Change
\-


***Please contact the Nedbank Recruiting Team at \+27 860 555 566***

Behavioural Economics Graduate

**Job Classification**
----------------------


147121 \- Busi Radebe


Job Post End Date: 11 September 2026


**Job Family**
--------------


Human Resources


**Career Stream**
-----------------


HR Operations


**Leadership Pipeline**
-----------------------


Manage Others


**Job Purpose**
---------------


The Manager: Service Delivery partners with the Talent Acquisition team to deliver an exceptional candidate experience while ensuring seamless efficient and high\-quality service delivery across recruitment, assessment and operational support processes. This is achieved through comprehensive administration, project management, governance, compliance and people leadership responsibilities. The role is accountable for financial administration, office and team coordination, candidate experience management, communications, project delivery, process improvement, procurement, vendor management and stakeholder engagement. The successful incumbent will lead a high\-performing service delivery function that enables operational excellence, exceptional customer service, continuous improvement and effective execution of talent acquisition and assessment initiatives.


**Key Responsibilities**
------------------------


**Talent Assessment, Talent Acquisition \& Administration**


* Lead Talent Coordinators and Assessment Coordinators responsible for recruitment administration, interview scheduling, assessment administration, offer administration, onboarding initiation and candidate communications.
* Partner with Talent Acquisition Specialists to support recruitment delivery across business portfolios.
* Manage service delivery capacity, scheduling, resource allocation and service levels to ensure operational excellence.
* Optimise recruitment coordination processes, tools, metrics and candidate journeys.
* Manage escalations relating to candidate, hiring manager, recruitment operations, assessment coordination and onboarding matters.
* Maintain knowledge articles, SOPs, templates, trackers and document management practices.
  

Use service metrics, operational analytics and stakeholder feedback to drive continuous improvement.
  

**Service Delivery \& Project Management**


* Support Talent Acquisition project delivery, including project coordination, milestone tracking, stakeholder communication and implementation support.
* Coordinate operational requirements, dependencies, risks, actions and stakeholder inputs across Talent Acquisition initiatives.
* Manage data quality, reporting, insights and operational trackers to support informed decision\-making.
* Support the implementation and adoption of Talent Acquisition products, systems and digital transformation initiatives.
* Support vendor coordination, procurement activities and financial administration linked to Talent Acquisition service delivery.
  

**Finance, Risk \& Governance**


* Ensure compliance with organisational, regulatory and professional requirements, including POPIA, PIMS and other governance frameworks.
* Manage financial administration processes including procurement, invoicing, payments, expense management and budget tracking.
* Identify, assess and mitigate operational, compliance and service delivery risks.
* Maintain appropriate controls, governance processes and audit readiness across all service delivery activities.
* Participate in governance, risk and compliance forums as required.
* Ensure all service delivery activities align with organisational policies, procedures and regulatory requirements.
  

**People Leadership**


* Lead and develop a high\-performing, customer\-centric service delivery team.
* Drive continuous improvement, collaboration and capability development across the service delivery function.
* Ensure the team has the capacity and capability to meet recruitment, assessment and project delivery requirements.
* Foster a culture of accountability, collaboration, continuous improvement and operational excellence.
* Attract, develop and retain a diverse and agile workforce.
* Ensure the right people are in the right roles through effective workforce planning and talent management.
* Drive employee engagement, development and performance management initiatives.
* Support the development of self\-directed, empowered and highly effective teams.
  
**People Specification**
------------------------


**Qualifications**
------------------


* Advanced Diploma or National First Degree.
* Relevant qualification in Human Resources, Business Administration, Customer Experience, Psychology, Operations, Service Delivery or related field.
**Experience**
--------------


* 3\-5 years' experience in business administration, office administration, project management and/or HR\-related environments.
* Proven experience supporting talent acquisition, talent assessment, service delivery or workforce operations.
* Demonstrated experience coordinating projects, stakeholders and operational processes.
* Experience managing vendor relationships, procurement processes and service providers.
* Strong understanding of candidate experience and customer service principles.
* Proven track record in financial administration, governance and regulatory compliance.
**Technical Skills**
--------------------


* 5\-8 years' experience in Service Delivery, Talent Acquisition Operations, Recruitment Shared Services, HR Service Delivery or related environments.
* Proven experience in recruitment coordination, assessment coordination, service optimisation and operational support.
* Experience in project coordination, continuous improvement and operational implementation.
* Advanced proficiency in Microsoft Office Suite.
* Experience working with recruitment and assessment technologies such as SAP SuccessFactors, HireVue, ServiceNow HRSD and similar platforms.
* Experience in vendor coordination, governance, risk management, procurement support and financial administration will be advantageous.
* Strong reporting, analytics and process improvement capability.
* Excellent communication, stakeholder management and organisational skills.
**Key Competencies**
--------------------


* Leading Teams
* Compelling Communication
* Innovation
* Business Acumen
* Planning and Organising
* Digital Acumen
\-


***Please contact the Nedbank Recruiting Team at \+27 860 555 566***

Manager: Service Delivery

**Job Classification**
----------------------


**Job Family**
--------------


Human Resources


**Leadership Pipeline**
-----------------------


Manage Self: Expert


**Job Purpose**
---------------


To serve as the senior HR executive partner for a defined shared\-services or business portfolio, translating Group People Strategy into measurable outcomes across workforce productivity, leadership capability, talent depth and organisational effectiveness, while integrating COE products and Shared Services delivery into clear business impact.


**Job Responsibilities**
------------------------


People strategy Execution and portfolio governance


* Owns the portfolio people strategy and embeds it into business planning, budget cycles and operating model decisions.
* Translates enterprise people priorities into a focused set of portfolio outcomes with clear metrics, owners and quarterly milestones.
* Establishes governance with business leaders to track progress, remove blockers and ensure follow\-through on talent, workforce and performance actions.
* Acts as the single integrator between COEs and the portfolio, converting COE products into practical adoption plans.
* Drives consistent use of HR operating model principles, including self\-service, data\-led decisions and leader accountability.

Workforce strategy, productivity, and operating model optimisation


* Leads strategic workforce planning for the portfolio, anticipating capability needs, automation impacts, location strategy implications and role evolution.
* Partners with leaders to assess spans, layers, role duplication, workflow fragmentation and decision rights to improve productivity.
* Frames workforce recommendations in commercial and risk terms, including cost\-to\-serve, capacity, critical role coverage and control integrity.
* Sponsors workforce scenario modelling and converts decisions into funded plans, hiring priorities and redeployment actions.
* Uses talent intelligence and external market signals to build predictable pipelines for scarce and specialist roles.

Talent succession, and enterprise mobility


* Ensures robust talent reviews and succession planning, with clear definitions of critical roles, ready\-now coverage and targeted development actions.
* Challenges leadership nominations using evidence and supports fair, structured calibration.
* Drives enterprise mobility by ensuring internal pipelines and marketplaces are used before external recruitment.
* Partners with the Talent COE to target leadership programmes and academies to portfolio risks and capability gaps.
* Owns the portfolio talent health narrative, including bench strength, attrition hotspots, flight risk and time\-to\-fill for critical roles.

Leader effectiveness, performance culture, and people risk


* Coaches and challenges senior leaders to strengthen leadership effectiveness, accountability and people decision\-making.
* Ensures performance management is applied with rigour through quality goals, calibration integrity, differentiation and action on sustained underperformance.
* Uses workforce analytics to detect people risk early and mobilise mitigations.
* Ensures employee relations and regulatory exposure are managed with specialists while avoiding transactional HRBP casework.
* Leads cultural interventions through leader routines and measurable outcomes, not only engagement survey outputs.

Workforce Experience Enablement


* Champions adoption of enterprise digital HR tools, including ServiceNow HRSD, SuccessFactors, analytics and workflow automation.
* Translates people data into practical executive actions and promotes evidence\-led decisions.
* Partners with People Analytics to define portfolio dashboards for talent, performance and workforce planning.
* Ensures ethical and compliant use of people data and AI, including privacy, segregation of duties and auditable decision logic.
* Drives continuous improvement of HR products and journeys by feeding business pain points into the HR enablement rhythm.
**Preferred Qualification**
---------------------------


Masters Degree (essential) and Relevant Honours Degree (preferred)


**Minimum Experience Level**
----------------------------


* 12–15\+ years progressive HR experience, including HRBP/COE models and complex stakeholder environments.
* Track record advising Exco\-1/Exco\-2 leaders on workforce strategy, organisation design and talent outcomes in regulated or complex environments.
* Proven leadership of multi\-disciplinary HR teams across multiple business units or matrix functions.
* Experience designing functional academies, career pathways or large\-scale capability programmes would be advantageous.
**Technical / Professional Knowledge**
--------------------------------------


* Strategic workforce planning and scenario modelling
* Organisation design, spans/layers and operating model optimisation
* Talent strategy, succession and enterprise mobility
* Executive coaching, influencing and challenger partnering
* People risk management, including regulatory, conduct and ER oversight
* People analytics and insight\-to\-action translation
* Digital HR enablement, self\-service adoption and workflow automation
* Commercial acumen, productivity levers and investment trade\-offs
* Change leadership, transformation delivery and governance
**Behavioural Competencies**
----------------------------


* Strategic Planning
* Building Organizational Talent
* Strategic Influence
* Driving Execution
* Digital Acumen
* Leading Change
\-


***Please contact the Nedbank Recruiting Team at \+27 860 555 566***

HR Executive: HR, Ned Executive

**Job Family**
--------------


Human Resources


**Career Stream**
-----------------


Talent Management


**Leadership Pipeline**
-----------------------


Manage Self: Expert


**Job Purpose**
---------------


Design, develop, implement, and lead a strategic, differentiated, and effective Enterprise\-Wide talent capability (people, process, systems) \& supporting practice to deliver a market leading, competitive talent advantage as an outcome (with the right people, in the right roles, with the right capabilities at the right time – on demand).
  

Talent capability includes but is not limited to partnering the HR value chain effectively for the design and delivery of the following:
  

* Talent Strategy
* Talent Identification
* Talent Retention
* Talent Planning
* Talent Assessment
* Talent Development \& Mobility
* Talent Data \& Analytics (backward looking, current and forward looking)

**Job Responsibilities**
------------------------


Product, Service \& Experience Design


* Partner the CHRO, HR Executives and business leaders to design and deliver an integrated enterprise talent strategy.
* Lead the design and implementation of a market\-leading, workforce\-experience\-led, segmented and competitive talent management capability, practice and strategy across the organisation.
* Design and lead collaboration across the HR value chain, including Talent Acquisition, Job Architecture, Organisational Design, Strategic Workforce Planning, Development, Performance, Reward, People Data and Analytics, Employee Relations, Agility and DEI.
* Shift talent management from jobs to capabilities and work to be done, enabling strategic planning across workforce segments and integrated capability sets.
* Design, implement and embed talent management processes, tools and governance to track progress against capability\-based talent strategies and future business needs.
* Embed workforce\-experience and segment\-led talent practices, policies and solutions that improve proactive talent pooling, mobility, retention, fit\-for\-purpose development and ready\-now talent availability.
* Ensure robust, objective succession plans across talent pools, segments and critical capabilities, with bench strength to support competitiveness and business continuity.
* Build strategic business partnerships to provide nuanced advisory and solutions aligned to business requirements.
* Build a talent analytics capability that enables insight\-driven talent decisions.
* Co\-design innovative, data\- and technology\-enabled talent solutions, including objective, live and capability\-focused talent identification and deployment.
* Lead the enterprise shift in talent mindset and culture to build talent cohorts for deployment across the organisation.
* Build enterprise talent management capability so HRBPs can play the required talent leadership role.
* Leverage emerging talent practices, market trends, competitive intelligence, business MI and analytics to assess enterprise talent capability, effectiveness, efficiency, experience and future fitness.
* Embed self\-service and line manager empowerment through the skills, mindsets and behaviours needed to deliver talent management ahead of demand.
* Champion diversity, equity and inclusion as a business differentiator and embed it as a mindset, behaviour and practice across talent management.
* Design, execute, implement and track strategic talent experience and exposure initiatives.
* Deliver a data\- and insight\-driven approach to talent practices that provides real\-time value, improves the service offering and enables strategic talent decisions.
* Entrench the talent value proposition through purposeful engagement with business leaders and HR partners.
* Monitor talent products and services strategically and operationally to ensure value for the group.
* Build collaborative relationships with critical partners across the integrated talent value chain.

Delivery Management


* Establish the multifunctional delivery capability required to implement talent objectives, using outsourced resources where needed for larger initiatives.
* Implement delivery governance routines and processes for programme reporting, change requests, resource management, budgets, financial management and business case tracking.
* Integrate talent management delivery, reporting and risk management into broader HR and organisational governance forums.
* Identify, report and mitigate delivery and implementation risks.
* Lead change management and communication planning throughout talent processes.
* Lead forward\-looking design thinking and process facilitation to achieve effective talent practice design and implementation outcomes.
**Preferred Qualification**
---------------------------


* B\-Degree in related fields e.g., Business, Psychology, etc. or equivalent relevant qualification / experience
**Minimum Experience Level**
----------------------------


* 10 years’ integrated talent management experience
* 5 years in a senior leadership role of which 3 years’ must be managing managers
* Experience in talent management across workforce segments
* Experience in the design, development, operationalisation and delivery of Talent Management products \& services
* Ability to create strong, business aligned talent functions
* Proven ability to transform the talent function including building strong talent systems/technology expertise, strong process discipline
* Experience designing and implementing innovative, progressive initiatives that have had a positive impact on talent identification, attraction, development, availability (on demand) and retention
* Experience in talent metrics, data analytics and reporting, and track record of using data to impact talent practices
* Experience \& proven track record defining enterprise\-wide talent attraction and acquisition strategies \& executing successfully on these
* Strong business acumen and solid industry and market knowledge, and an overall creative and strategic approach to talent management
* Passion for building inclusive and diverse teams (direct and indirect)
* Proven track record of influencing senior leadership and executive teams
* Demonstrated success running DE\&I focused talent processes
* Excellent communication, analytical skills and decision\-making ability in collaborative environments


Exposure \& solid understanding of ‘Design Thinking’ methodologies and practices and their execution (beyond the textbook – into commercial environments)
  

* Expertise in management systems, their design, implementation \& management e.g. SAP, Gloat and other etc.
* Proven track record in talent and commercial facilitation
* Expertise and or exposure to associated technical skills for product \& service enablement e.g. process engineering, RPA, Machine Learning, scalable \& reusable API’s, cloud based systems \& integration of services
* Expertise in organisational intelligence, big data and insights
* Deep expertise \& solid understanding in risk, governance \& controls in talent management
* Deep expertise in regulatory requirements for talent management in financial services
* Success in delivering scalable and flexible people products \& services
* Knowledge and or Experience as an agile practitioner and knowledge or experience of other delivery methodologies e.g. Kanban etc.
* Talent management domain knowledge \& expertise across the people value chain. Including but not limited to: o Integrated talent management (Cross value chain expertise \& influence)
* Talent Strategy
* Talent Planning \& Broader strategic workforce planning
* Talent Identification
* Talent Validation and Assessment
* Talent Data \& Analytics
* Talent Acquisition and associated practices e.g. EVP, Branding etc.
* Talent Pipelining / Pooling
* Talent Segmentation
* Talent Review
* People related regulation

**Behavioural Competencies**
----------------------------


* Leading Change
* Curiosity in Action
* Entrepreneurship
* Customer

Head: Talent Management

**Job Family**
--------------


Human Resources
**Career Stream**
-----------------


Organisational Effectiveness (Learning and OD)


**Leadership Pipeline**
-----------------------


Manage Managers
**Job Purpose**
---------------


To create and manage the implementation of the Learning and Development strategy within business units to achieve business strategy.


**Job Responsibilities**
------------------------


* Align and operationalise strategy for Cluster to meet objectives by interpreting the business, Group HR\- and Group Learning and Development strategy.
* Design Business Unit/ Cluster Learning and Development Strategy and the implementation thereof.
* Address business needs by translating business requirements into Learning and Development requirements and by developing implementation plan/s.
* Address client requirements and operationalise implementation plan.
* Ensure the appropriate actions are taken where required by monitoring progress of the implementation plan.
* Address deviations from standards and requirements to meet client expectations by managing Learning feedback exceptions.
* Ensure transformational targets for own team are met.
* Contribute to a culture of transformation by participating in Nedbank culture building initiatives, business strategy, and CSI. Stay abreast of developments in field of expertise, ensuring personal and professional growth.
* Understand and embrace the Nedbank vision and values, leading by example.
* Ensure culture survey results improve year on year.
* Ensure a client service culture through various by delivering world class service
* Identify areas of resource inefficiencies and promote optimisation through multi\-skilling and addressing capacity gaps.
* Reduce cost and improve work processes and productivity.
* Manage associated budget for implementation plan.
* Ensure accurate budget for the Cluster.
* Ensure timelines are met as agreed with stakeholders.
* Provide agreed information, resources, professional advice and strategic contribution by analysing requirements and delivering Learning and Development solutions in the most cost effective manner, within agreed timeline and meeting financial and business objectives
* Ensure payment, analysing and approving all vendor invoices.
* Manage client relationships to enable strategy and address training needs.
* Engage with clients to determine and understand the learning needs that will address business objectives.
* Select and source vendors.
* Address identified business development needs.
* Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations.
* Create networks for building collaborative relationships.
* Optimise efficiency and embed the correct values by ensuring that team understand and support Nedbank' s vision, values and strategy.
* Manage performance of team and hold them accountable for managing the performance of their teams by implementing performance agreements and ensuring a clear vision
* Identify talent pool through conducting career conversations and utilising the talent grid principles and by developing talent retention programs
* Build depth of skills and knowledge in the team of managers by sharing knowledge and insight with team members
* Achieve continuous improvement goals and create an environment whereby self, managers and team are encouraged to challenge the status quo by initiating constructive debates about work practices and areas for improvement.
  
**Preferred Qualification**
---------------------------


Honours Degree (HR Development, HR, Education, Industrial Psychology, Business Management)


**Minimum Experience Level**
----------------------------


3\- 5 years Learning and Development industry experience
**Technical / Professional Knowledge**
--------------------------------------


* Budgeting
* Business administration and management
* Business principles
* Capacity planning
* Change management
* Client service management
* Communication Strategies
* Diversity management
* Employee training/development
* Financial Accounting Principles
* Learning and development methodologies
* Methods for measuring training effectiveness
* Organisational behaviour theory
* Principles of project management
* Relevant regulatory knowledge
* Stakeholder management
* Strategic planning
* Talent management
* Management information and reporting principles, tools and mechanisms
**Behavioural Competencies**
----------------------------


* Aligning Performance for Success
* Building Partnerships
* Communication
* Customer Focus
* Decision Making
* Influencing
\-


***Please contact the Nedbank Recruiting Team at \+27 860 555 566***

Risk, Audit, Marketing Learning Lead

**Job Classification**
----------------------


**Job Family**
--------------


Human Resources


**Career Stream**
-----------------


HR Generalist
**Leadership Pipeline**
-----------------------


Manage Self: Professional
**Job Purpose**
---------------


To act as the Executive Head's right hand and run the hub as a high\-performing operating unit. The HR Business Manager translates the hub's strategy and key focus areas into an executed, governed and cost\-disciplined operation \- owning its performance and governance posture, holding delegated budget authority, leading its operations team, and deputising for the Executive Head. The HR Business Manager owns the hub's operating rhythm, financial oversight, internal communications, team events and operational reporting for the hub \- freeing the Executive Head and the HR leadership team from administration so they can spend their time on strategy, partnering, capability building and talent.


**Job Responsibilities**
------------------------


Hub operating strategy and leadership


* Translates the Executive Head’s strategy into an integrated hub operating plan with clear priorities, owners and milestones, and drives delivery to outcome.
* Serves as part of hub leadership, prepares key decisions, drives governance cadence and deputises for the Executive Head in defined forums.
* Provides challenge and decision support to the leadership team beyond administration.

Hub operating rhythm and coordination


* Owns the hub’s meeting and governance cadence, aligned to People governance and reporting forums.
* Coordinates agendas, submissions, decisions and actions across HR Executives, Heads and Strategic HRBPs to ensure meetings are well prepared and actions are closed.
* Maintains current plans, commitments and action logs as the team’s single source of truth.

Budget authority and cost\-to\-serve accountability


* Holds delegated authority for the hub cost centre within the Executive Head’s mandate and makes operating\-spend decisions within that delegation.
* Accountable for cost\-to\-serve, continuous cost optimisation, efficiency and productivity.
* Owns business\-case discipline for hub investments and resourcing decisions.

Governance, risk and assurance posture


* Accountable for the hub’s governance and control environment, including the risk register and closure of audit and assurance actions.
* Engages Audit, People Risk and relevant regulators on hub operating and people\-data governance matters.
* Ensures decisions, records and controls are sound and defensible.

Performance, insight and decision support


* Owns the hub performance framework and scorecard, working with the Specialist: Data and Analytics to turn data into decisions.
* Tracks progress, closes actions and escalates material issues to the Executive Head and enterprise leadership.
* Provides decision\-ready analysis on the hub’s most material choices.
**Job Responsibilities Continue**
---------------------------------


Team leadership and operating capability


* Leads the hub operations team, including the Specialist and Team Coordinator, sets standards and builds operating capability.
* Drives continuous improvement and change in how the hub works.
* Represents the hub operationally to Shared Services, CoE and business HR Executive Heads.

Internal communications and team experience


* Runs hub internal communications, including team updates, leadership messages and wider HR or business communications as needed.
* Plans and delivers team events, offsites and engagement moments with the Team Coordinator.
* Supports team experience through onboarding logistics, tools, access, workspace and day\-to\-day operational needs.

Operational reporting and pack coordination


* Coordinates operational reports and leadership packs with the Specialist: Data and Analytics and Heads.
* Tracks operational metrics and success measures, including FTE ratios, cost\-to\-serve, cadence adherence, risk and transformation.
* Ensures packs are accurate, consistent, current and on time.
**Preferred Qualification**
---------------------------


* Degree in Business, Finance, HR or a related field.
* Postgraduate qualification (MBA / business) advantageous.
* Finance, governance or transformation credential beneficial.
* Project/PMO, financial management or business administration certification beneficial.
**Minimum Experience Level**
----------------------------


* 8 \- 12 years' experience including chief\-of\-staff, COO / business\-management, transformation or senior operations\-leadership roles.
* Proven delegated budget and governance accountability, and leadership of a team or operating unit.
* Track record of turning strategy into governed, cost\-disciplined delivery in a large, regulated or matrixed organisation.
**Technical / Professional Knowledge**
--------------------------------------


* Operating\-model and business\-plan execution
* Delegated financial management and cost optimisation
* Governance, risk and assurance
* Performance management and executive decision support
* Executive influence and deputising for a senior leader
* Team leadership and capability building
* Transformation and continuous improvement
* Stakeholder leadership across a complex
* Commercial and analytical judgement
* Discretion and judgement at leadership level or in direct support of senior leadership
**Behavioural Competencies**
----------------------------


* Driving Execution
* Operational Decision Making
* Business Acumen
* Strategic Influence
* Leading Teams
* Monitoring Information
\-


***Please contact the Nedbank Recruiting Team at \+27 860 555 566***

Human Resources: Business Manager

**Job Family**
 Human Resources
   

  

**Career Stream**
 HR Generalist
   

  

**Leadership Pipeline**
 Manage Self: Professional
   

  

**Job Purpose**
 To act as the primary strategic HR advisor to senior leaders, driving organisational effectiveness, workforce planning, and talent outcomes using data, insight, and strong organisational consulting capability .
   

  

****Job Responsibilities****
 Strategic partnering and executive advisory
   

  

* Partners with senior leaders as a trusted advisor, translating business strategy into people priorities that enable execution, including workforce shape, leadership capability and culture.
* Uses understanding of the business value chain, operating model and constraints to provide pragmatic, commercially grounded advice.
* Coaches and challenges leaders on complex people decisions where choices create downstream risk or misalign with enterprise principles.
* Promotes outcomes\-based HR partnership, shifting leaders from transactional HR requests to shared ownership of talent and performance.
* Builds strong relationships across COEs and Shared Services so the business experiences HR as integrated, responsive and predictable.


 Workforce planning and organisational effectiveness
   

  

* Leads workforce planning by defining capability demand, identifying supply options and shaping build, buy or borrow actions with leaders.
* Advises on organisational effectiveness levers, including spans and layers, role clarity, decision rights and simplification opportunities that improve productivity and accountability.
* Supports AI and digital role evolution by identifying automatable work, role redesign needs and new capability requirements.
* Aligns changes to job architecture frameworks and coordinates enablement requirements, including change, communication and leader routines.
* Measures post\-change outcomes and adjusts interventions using evidence\-based insights.


 Talent succession and mobility execution
   

  

* Facilitates talent reviews and succession planning sessions that produce actionable outcomes beyond rating discussions.
* Identifies critical roles and capability clusters, guiding leaders to build sustainable pipelines through development, mobility and targeted hiring.
* Uses talent intelligence, including performance data, potential indicators and external market trends, to guide scarce capability placement.
* Partners with the Talent COE to tailor enterprise programmes to priority gaps and track measurable uplift.
* Catalyses internal mobility by identifying cross\-team opportunities and removing movement blockers aligned to the future\-fit HR model.


 Portfolio workforce health and risk management
   

  

* Drives quality performance cycle execution by coaching leaders on goal clarity, differentiation, calibration discipline and sustained underperformance management.
* Embeds required operating\-model culture by translating accountability, client\-centricity and risk discipline into leader routines and expectations.
* Uses data to identify workforce risk patterns, such as rating leniency, underperformance hotspots and regrettable attrition, escalating early with mitigations.
* Enables managers proactively through readiness sessions ahead of key cycles and effective use of toolkits.
* Coordinates with specialists on complex ER matters while maintaining an advisory focus and protecting HRBP capacity from casework.


 Data\-led partnering and digital adoption
   

  

* Uses dashboards and analytics to explain workforce health, talent risk and performance outcomes, translating insights into decisions and actions.
* Champions self\-service and digital HR tools to reduce manual workarounds and improve process reliability.
* Partners with People Analytics to refine metrics leaders value, including talent availability, time\-to\-fill, readiness and productivity.
* Ensures responsible and compliant handling of people data, especially where documentation and auditability are critical.
* Provides COEs with feedback on product gaps from real usage and business pain points to strengthen enterprise solutions.


**Preferred Qualification**
* Bachelor’s degree in HR/Industrial Psychology/Business; Honours preferred.
* OD/Change qualification advantageous ( Prosci , OD practitioner).
* Coaching certification beneficial.


**Minimum Experience Level**
* 8–12 years HR experience, including significant HRBP/generalist experience in complex environments.
* Demonstrated success partnering with senior leaders, delivering org change, and improving talent outcomes.
* Experience working within an HRBP \+ COE \+ shared services model and leveraging analytics/self\-service


****Technical / Professional Knowledge****
* Organisational consulting and diagnostic capability
* Strategic workforce planning (demand/supply, scenario planning)
* Organisation design and effectiveness (spans/layers, decision rights)
* Talent review facilitation and succession planning depth
* Performance management and calibration integrity
* People analytics interpretation and insight storytelling
* Change leadership and adoption enablement
* Stakeholder influence and executive coaching
* Workforce risk and ER navigation (oversight, escalation discipline)
* Digital HR tools proficiency and self\-service optimisation


**Behavioural Competencies**
* Business Acumen
* Strategic Planning
* Building Partnerships
* Influencing
* Coaching
* Facilitating Change
* Digital Acumen
* Monitoring Information


**Please contact the Nedbank Recruiting Team at \+27 860 555 566**

Strategic HRBP: BCB/NAR

Our client, a leading International Logistics company based in Johannesburg, is looking to fill the position of Human Resources Officer. Purpose of the Role Reporting to the Human Resources Manager, the successful incumbent with be responsible in providing the full spectrum of onsite Human Resources support to the divisions, which include HR administration, recruitment and selection, training and development, performance management, talent management and employee relations (including CCMA and N…

Human Resources Officer (Johannesburg)

Industrial Relations Management: Oversee all aspects of Industrial Relations, including chairing disciplinary hearings, preparing for and attending CCMA, Bargaining Council and NBCPSS matters, managing labour disputes, and ensuring fair and compliant resolution of IR issues. Policy Development and Enforcement: Develop, review, and implement HR policies and standard operating procedures, ensuring alignment with company objectives and current labour legislation. IR Advisory Support: Provide advic…

Human Resource Manager

HR Business Partner will partner with the senior leadership team and business leaders of division to define, develop, and execute people strategies that align organization structure, culture and talent to meet our business priorities. HRBP will lead talent management, performance management, culture and engagement, compensation and benefits, employee relations, HR process governance and HR admin processes related to the assigned countries.
 



  





**Responsibilities** 




  





**Talent Attraction and Retention**



* Define talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy.
* Ownership and governance of end\-to\-end recruitment process to ensure hiring of the right fit for the teams and also develop pipeline for potential for future needs of the company.
* Drive business results through performance improvement and encourage and reward behavior aligned to company leadership values.
* Analyze Exit interviews and HR metrics on employee turnover and develop programs to identify flight risks in advance and improve employee retention.



**Talent Development**



* Lead and control subsidiary level operation and decision\-making process related to organization and talent review process.
* Design subsidiary / branch training and development scheme based on business needs analysis and RHQ/HQ direction.
* Assist leaders in providing employees with development opportunities that align with current and future business requirements and individual development plans.
* Manage and support execution of training programs at subsidiary/branch level and respective results analysis.



**Compensation and Benefits**



* Strategic annual salary review and designing \& implementing improvement plan for salary structure \& reward schemes that drive biz performance and enhance employee engagement.
* Partner with RHQ/HQ HR teams and business leaders to adapt compensation packages to meet changing needs of the business and external talent market.
* Advise business on market trends in order to guide, support and facilitate decision making as well as implementation of best market practices.
* Conduct market benchmarking analysis and internal peer analysis to ensure external and internal equity. Review benefits and allowances.
* Receive, check and validate incentive payment requests provided by the business for approval by the related authorities in the organization.
* Review and assist in the designing of new sales incentive plans.



**High Performance Organization**



* Define and drive improvements in performance culture in line with corporate process for performance management, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results.
* Manage periodic performance management process that includes goals setting, half\-yearly and annual performance and capability evaluations.



**Culture \& Engagement**



* Lead and control corporate culture change management in the organization.
* Analyze internal/external situation and establish improvement plans related to productivity improvement and introduction/operation of external collaboration tools.
* Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience.
* Review and benchmark effective channels of communication for the employee groups, supporting leaders to improve communication with their people.



**HR Services and Administration**



* End\-to\-end accountability for HR Services to employees, managers and leaders.
* Understands local labor laws and HR policies and procedures in Levant



  





**Basic Qualifications:**



* More than 10 years’ relevant HR experience is required.
* Fluent in English (written and spoken).
* Advanced computer skills: MS office, Excel and PowerPoint are required.



  





**Preferred Qualifications:**



* Communication and presentation skills
* Good Planning and organizing skills.
* Self\-starter, innovative and able to work with team.
* Proven ability to manage multiple tasks simultaneously.

HRBP

**Location:** 
 Nationwide \|
 **Employment Type:** 
 Talent Pool / Future Opportunities \|
 **Business Unit:** 
 Transnet Group and Operating Divisions
 



  





***Your Talent. Our Future! Together, We Move South Africa Forward.***




  





 Join Transnet's Persons with Disabilities Talent Pool and be considered for future opportunities across a broad range of disciplines, occupational categories and career levels.
 



  





**About the Opportunity** 




 Transnet is committed to building an inclusive workplace that reflects the diversity of South Africa. We invite suitably qualified
 **Persons with Disabilities (PWD)** 
 to join our Talent Pool and be considered for future career opportunities across the organisation.
 



**Important:** 
 This is a talent pooling opportunity and not an advertisement for an immediate vacancy. Qualified candidates may be considered for inclusion in Transnet's PWD Talent Pool and contacted as relevant opportunities become available.
 



  





**Who Should Apply?** 




 We welcome applications from suitably qualified Persons with Disabilities across a broad range of disciplines, occupational categories and career levels, including graduate, specialist, professional, management and senior management roles.
 *The examples above are illustrative and are not intended to represent all opportunities that may arise within Transnet.* 




  




* **Engineering:** 
 e.g. Engineer, Engineering Specialist, Engineering Manager
* **Operations and Technical Services:** 
 e.g. Train Driver, Operations Controller, Operations Manager
* **Artisan and Trade Occupations:** 
 e.g. Electrician, Boilermaker, Millwright
* **Supply Chain and Procurement:** 
 e.g. Procurement Officer / Manager, Supply Chain Specialist, Technical Buyer, Strategic Sourcing Specialist
* **Finance and Accounting:** 
 e.g. Accountant, Financial Analyst, Finance Manager
* **Human Resources and People Management:** 
 e.g. HR Practitioner, HR Business Partner, HR Manager, HR Data Specialist, Learning and Development
* **Information and Communication Technology (ICT):** 
 e.g. Systems Analyst, Software Developer, ICT Manager
* **Project Management:** 
 e.g. Project Coordinator, Project Manager, Programme Manager, Quantity Surveyors, Cost Controllers/Engineers, Project Planners, Project Controls
* **General Administration and Business Support:** 
 e.g. Senior Administrative Official, Secretary,
* **Commercial and Business Development:** 
 e.g. Commercial Specialist, Business Development Manager
* **Legal, Governance and Compliance:** 
 e.g. Legal Advisor, Compliance Officer, Legal Manager
* **Risk and Assurance:** 
 e.g. Risk Practitioner, Internal Auditor, Risk Manager
* **Health, Safety, Environment and Quality (HSEQ):** 
 e.g. Safety Officer, SHEQ Practitioner, HSEQ Manager
* **Property and Facilities Management:** 
 e.g. Property Practitioner, Facilities Manager, Property Manager
* **Maritime and Port Services:** 
 e.g. Marine Officer, Harbour Master, Port Manager, Terminal Manager, Port Engineer;
* **Research, Planning and Strategy:** 
 e.g. Research Analyst, Transport Planner, Strategy Manager
* **Communications, Marketing and Stakeholder Relations:** 
 e.g. Communications Specialist, Marketing Specialist, Stakeholder Relations Manager
* **Security and Protection Services:** 
 e.g. Security Officer, Security Specialist, Security Manager
* **Graduate and Early Career Opportunities:** 
 e.g. Graduate Trainee, Intern, Engineer\-in\-Training
* **Other:** 
 Additional roles aligned to your qualifications, skills and experience.



  





  





**Minimum Requirements** 




 Exact requirements may vary depending on the role when it gets advertised.
 


* Grade 12 / Matric.
* Relevant qualifications and/or experience aligned to your area of expertise.
* Ability to perform the essential requirements of positions for which you may be considered.
* Willingness to be considered for opportunities across Transnet.



  





**How to Apply** 



* Applicants are encouraged to indicate on their CV if they are a Person with a Disability and, where applicable, any reasonable accommodation requirements that may need to be considered during future recruitment processes.
* Submit a comprehensive CV and relevant qualifications and supporting documentation.



  





**What Happens After You Apply?** 




 Candidates who meet the minimum requirements and are assessed as suitable may be included in the Transnet PWD Talent Pool. Where relevant opportunities arise, suitable candidates may be invited to apply and participate in the applicable recruitment and selection process.
 



  





**Disclaimer** 




 Inclusion in the Transnet PWD Talent Pool does not constitute an offer of employment and does not guarantee placement in a position. All appointments remain subject to Transnet's recruitment, selection and approval processes.
 



  





**Let Your Talent Move South Africa Forward.**

The company has a vacancy for a dynamic and experienced HR Practitioner to join our team. The successful candidate will provide comprehensive HR support to management and employees, ensuring effective implementation of HR policies, procedures and compliance within the South African labour legislative framework. POSITION REQUIREMENTS Recruitment: Manage end-to-end recruitment, including screening, interviewing, assessments, appointment recommendations and on boarding. Training & Development: Ide…

HR Practitioner

**Job Summary:**


Leads end\-to\-end 'White Collar' Talent Acquisition processes. Builds meaningful, strategic relationships with business stakeholders and delivers a high\-quality candidate experience through clear and timely communication. The successful candidate will ideally be bilingual, with fluency in English and at least one additional European language, and will bring experience from an in\-house Talent Acquisition or Recruitment Process Outsourcing environment. This is an excellent opportunity for a relationship\-focused recruiter who is keen to contribute to a world\-class Talent Acquisition function.


**Key Responsibilities:**


* Leads the end\-to\-end recruitment process, partnering with specialist sourcing and coordination teams and screening internal and external applicants.
* Advises hiring managers and interview panels on interviewing and selection best practices.
* Develops targeted sourcing strategies to build strong and diverse candidate pipelines for priority positions.
* Communicates regularly with candidates regarding their application status, role requirements, and the Cummins employee value proposition.
* Oversees interview scheduling and candidate travel arrangements, partnering with the business to ensure an efficient and positive interview and selection process.
* Travels as required to recruitment events and meetings with internal stakeholders.
* Leads elements of the implementation and continuous improvement of the organisation’s recruitment processes, ensuring alignment with applicable legislation and internal policies.
* Coaches, collaborates with, and supports hiring managers and other key stakeholders throughout the recruitment process and in the development of longer\-term hiring strategies.
* Tracks and analyses recruitment key performance indicators, using data and insights to identify opportunities to improve the quality, effectiveness, and efficiency of delivery.
* Conducts regular performance reviews with business stakeholders to support informed decision\-making and continuous improvement.
* Partners with the employer branding team to strengthen brand presence and provide recruitment insights that inform the development of the employer brand.

**Competencies:**


Bilingual \- Business fluency in English is required, and proficiency in an additional European language is highly desirable.


Action oriented \- Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.


Balances stakeholders \- Anticipating and balancing the needs of multiple stakeholders.


Communicates effectively \- Developing and delivering multi\-mode communications that convey a clear understanding of the unique needs of different audiences.


Customer focus \- Building strong customer relationships and delivering customer\-centric solutions.


Decision quality \- Making good and timely decisions that keep the organization moving forward.


Demonstrates self\-awareness \- Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.


Interpersonal savvy \- Relating openly and comfortably with diverse groups of people.


Persuades \- Using compelling arguments to gain the support and commitment of others.


Candidate Assessment and Selection \- Defines qualification requirements and selection criteria for open positions using Cummins tools; employs objective selection processes that meet compliance requirements; assesses, evaluates and selects candidates against pre\-determined job specifics and "Select for Cummins" competencies, and communicates openly with candidate and stakeholders to ensure timely hiring outcomes.


External Talent Sourcing \- Identifies and applies appropriate candidate sourcing methodologies and tools to identify, attract and engage a diverse pool of talent in the external market.


Human Resources Business Process Execution \- Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.


Human Resources Consulting \- Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.


Data Analytics \- Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.


Values differences \- Recognizing the value that different perspectives and cultures bring to an organization.


**Education, Licenses, Certifications:**


College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.


**Experience:**


Intermediate level of relevant work experience required.


Provides guidance and coaching to junior Talent Acquisition colleagues, sharing expertise and helping to build capability across the team. Develops strong relationships with business leaders and hiring managers, taking time to understand the structure, priorities and commercial drivers of the business unit to provide informed, consultative recruitment advice. Uses this understanding to anticipate talent needs, challenge constructively and shape longer\-term hiring strategies that align with business objectives.


**Job** Human Resources


**Organization** Cummins Inc.


**Role Category** On\-site with Flexibility


**Job Type** Exempt \- Experienced


**ReqID** 2436581


**Relocation Package** No


**100% On\-Site** No

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