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

**Overall purpose of the job:**


This role provides business analysis capability across the hire\-to\-retire (employee lifecycle) process landscape within the People and Payroll business space, with specific accountability for the payroll domain.


Advtech manages People and Payroll systems across multiple countries. The role therefore analyses processes that must accommodate differing statutory, tax and regulatory requirements by country, while holding a common group process and data standard wherever that is possible.


The role methodically investigates, analyses and documents business processes and the information used within them, defines requirements for improving any aspect of those processes and systems, and produces viable functional specifications in preparation for system configuration and development. It maintains the documented view of People and Payroll processes, data flows and dependencies within the enterprise architecture tool, and applies the Advtech IT change and communication framework to all analysis artefacts.


The position operates alongside the Senior Business Analyst \- People and Payroll, who retains accountability for SAP audit remediation, enterprise architecture modelling and AI use case definition. Both positions report to the Business Application Manager. This position carries the payroll domain and business\-as\-usual change and enhancement delivery.

 **Requirement definition and management:**

* Investigates and defines requirements for People and Payroll business processes across divisions and brands.
* Elicits, challenges and validates requirements with business process owners, managers and end users.
* Produces business requirement specifications, user requirement specifications and functional specifications.
* Documents data models, interface layouts, data flows, screen and report layouts, wireframes and process flow diagrams.
* Prioritises system changes and initiatives with the brands on the basis of business need, impact and urgency.
* Takes business process requirements and recommends how to flex the technology to enable the process, rather than defaulting to customisation.
* Documents defects and system enhancements and maintains requirement traceability.
* Applies the Advtech IT change and communication framework to all analysis artefacts.

**People and Payroll systems analysis, optimisation and support:**

* Analyses People and Payroll business processes to determine problems, bottlenecks, risks and opportunities for improvement.
* Optimises and implements new and revised data processes within SAP SuccessFactors Employee Central and the payroll platforms.
* Maintains People and Payroll data tools, reporting and dashboards. Produces standard monthly, quarterly and annual reporting, and responds to ad hoc data requests.
* Upholds People and Payroll data integrity: audits data, troubleshoots irregularities, maintains the data glossary, and supports master data quality and data governance.
* Provides front\-line functional support to end users across incident, problem, release and deployment activity, and handles escalations from business.
* Conducts root cause analysis on recurring issues and routes work to the appropriate delivery teams for permanent resolution.
* Partners with People and Payroll on system upgrades and assesses the impact of the SAP SuccessFactors half\-yearly releases.
* Reconciles People and Payroll data between systems, investigates mismatches, and drives correction at source.
* Supports the country\-specific configuration and process variations required by the group's multi\-country footprint.
* Maintains awareness of the platform roadmap and of technology advances that could automate or modernise People and Payroll processes.

**Acceptance testing and quality assurance:**

* Prepares test plans and test scripts traceable to documented requirements and reviews them for quality and coverage.
* Undertakes system testing and facilitates and coordinates user acceptance testing with business.
* Logs and manages defects through to closure and classifies defect severity.
* Supports test automation where repeatable regression coverage is warranted, particularly across payroll cycles and SAP release windows.
* Produces release notes and ensures that all testing protocols and SDLC controls are adhered to.
* Confirms operational readiness and handover to support before deployment.

**Change management and business readiness:**

* Evaluates change requests, assesses feasibility, effort and business impact, and presents recommendations.
* Manages the change control process for People and Payroll applications.
* Plans and delivers business readiness activity: stakeholder communication, user guides, training material and post\-implementation support.
* Provides direct support and coaching to managers and supervisors as they take their teams through system transition.
* Maintains evidence logs supporting COBIT controls and applies IT governance practice within business analysis work.

**Process documentation and enterprise architecture:**

* Documents and maintains People and Payroll business processes, data flows and dependencies within the enterprise architecture tool.
* Reviews processes, conducts process audits as required, and designs new business processes or adjustments to existing ones.
* Keeps procedure documentation current and version\-controlled and validates it with subject matter experts.
* Consults to management, in both IT and business, on business procedures and policies.

**Stakeholder relations and service reviews:**

* Engages People, Payroll, Finance, divisional and brand stakeholders, and third\-party vendors and partners.
* Attends brand management meetings and participates in customer service review meetings.
* Provides business with a monthly review of services provided and the status of planned changes and enhancements.
* Influences stakeholders to support business initiatives and manages expectations against agreed service levels.
* Serves as the liaison between business need and technical delivery, including end\-user training and facilitation.

**Project participation and capacity planning:**

* Participates in projects as required, ensuring that milestones and goals are met and that approved budgets are adhered to.
* Provides effort estimation and workload forecasting for business analysis deliverables, and logs deliverables accurately in AIT PMO tooling.
* Works with the Programme Manager to define project plans and timelines, and to ensure adherence to agreed project methodology.
* Escalates issues in a timely manner, suggesting improvements and proposing solutions.

**Education (Minimum):**

* Bachelor's degree (NQF 7\) in Information Systems, Informatics, Computer Science or Information Technology; or a bachelor’s degree (NQF 7\) in Accounting, Human Resources or a related commercial field.
* Alternatively, a relevant diploma (NQF 6\) supported by a demonstrable track record across the key performance areas set out in this profile.

**Experience (minimum experience required):**

* 3 to 5 years’ Experience in Business analysis within an IT, shared services or enterprise applications environment
* 3 to 5 years’ Experience in South African payroll processing or payroll systems support
* 3 to 5 years’ Experience in End\-to\-end delivery across the project lifecycle
* 2 to 3 years’ Experience in People systems or people operations exposure across the employee lifecycle
* 2 to 3 years’ Experience in Analysis and modelling of complex, multi\-entity business processes
* 2 to 3 years’ Experience in Writing requirement specifications (BRD, URS, functional specifications) for large enterprise information systems
* 2 to 3 years’ Experience in System testing, including UAT facilitation and defect management
* 1 to 3 years’ Experience Microsoft SQL, Power BI, Power Apps and Azure DevOps

Business Analyst - People and Payroll

**Job Title : SAP HCM/SF Support Specialist**

**Location : Clinix Head Office**

**Reports to : SAP Support Manager**

 **Job Summary:**

We are looking for a knowledgeable and proactive SAP HCM/SF Support Specialist to join our team. The ideal candidate will have a strong background in SAP Human Capital Management (HCM) and SuccessFactors (SF) modules, with a focus on providing exceptional support and troubleshooting services.

 **Minimum Requirements:**

* Bachelor’s degree in human resources / information technology/ related field.
* SAP Certification in HCM and/or SuccessFactors.
* 3 Years SAP HCM/SF experience.
* Project management capability, preferably within HR technology implementations.
* Strong problem\-solving and analytical skills.
* Excellent communication and interpersonal skills.
* Ability to work independently and manage multiple support requests.
* SAP certification in HCM/SF is a plus.


**Minimum work experience:**

* Manage SAP HCM/SF system through a logical, systematic, consistent and credible process in line with Group policies, procedures and relevant legislation to meet business needs.
* Analyse SAP HCM/SF data in order to identify and resolve discrepancies on time and accurately.
* Update all organisational structures onto SAP HCM accurately in line with group policies, sign\-off process and agreed service levels.
* Leverage all capabilities of SAP HCM/SF to optmise Group processes.
* Develop/Configure, System Test, Integration, Functionality Testing and UAT, Deployment, Post\-go live support/Hypercare)
* Analyze and assess the feasibility of client requirements, impacts and gaps in the standard delivered functionalities of SAP SuccessFactors
* Conduct system walkthrough / demo to explain the current configuration functionalities of each iteration
* Investigate and understand stakeholders’ needs to enable delivery of a quality service.
* Ensure business users maintain the minimum level of access needed to fulfil their mandate, while ensuring segregation of duties is adopted for all business processes driven through SAP.
* Ensure all business stakeholders are adequately (and regularly) trained and assessed for their competence to use the SAP HCM/SF Production system.
* Work within the developed performance management framework and ensure compliance with HR employee standards
* Identify repeat failures that contribute to wastage
* Ensure all relevant system documentation on HR processes and governance procedures as well as adherence to Clinix IT governance, cyber and network security
* Assistance with writing of Technical and Functional specifications
* Must coordinate final testing of UAT prior to changes being approved and placed into Production
* Conduct regular system maintenance and updates.
* Document and track support requests and resolutions.
* Stay informed about the latest SAP updates and best practices.

SAP HCM/SF Support Specialist

**PURPOSE OF THE ROLE**

The Customer Experience and Quality Assurance Officer is appointed to improve, maintain and evidence the standard of client service across the entire ASI Group (Corporate Advisory and Partner Ecosystem). The role must independently test whether client interactions, renewal processes, claims support, member queries, employer reporting, consulting, solution and technical deliverables and experiences meet ASI’s defined service promise, whilst monitoring and improving employee service behaviours, with particular attention to first\-point\-of\-contact (including reception). The role is not merely a monitoring function; it is a practical service\-improvement role that converts client feedback, quality reviews, mystery\-shopping outcomes and operational data into measurable coaching, process improvement and accountability. The incumbent will report weekly to the Employee Benefits Exco, with monthly consolidated reporting to the Group Partner Exco.

From a Business Enablement perspective, this role should create a direct line of sight between service quality, client retention, operational discipline and profitability. The primary measure of success should be fewer recurring service failures, faster issue resolution, improved client confidence, cleaner handovers between Sales and the Corporate Advisory Teams and demonstrable progress against agreed service standards.

**SERVICE STRATEGY PRINCIPLES**

* Adopt an uncommon service lens: do not attempt to be excellent at everything equally; define the few service moments that matter most to Corporate Advisory clients and resource those deliberately.
* Identify ASI’s client\-service “non\-negotiables” for this business, including responsiveness, accuracy, ownership, escalation discipline, proactive communication and quality of renewal/consulting deliverables.
* Differentiate between hygiene standards that must always be met and strategic service differentiators where ASI chooses to be market\-leading.
* Use client journey reviews, book\-review insights and post\-implementation learnings to continuously refine how ASI designs, measures and improves service.

**KEY RESPONSIBILITIES AND ACCOUNTABILITY** 

* Monitor and evaluate employee service behaviours across all ASI business units and Partners on an ongoing, structured basis.
* Design, coordinate and conduct weekly mystery shopping exercises in partnership with each Business Unit Head and/or Partner.
* Track adherence to defined service standards, flagging breaches immediately.
* Compile and present a weekly Customer Experience and Quality Assurance report to Business Unit Heads, Partners and Employee Benefits and Group Partner Excos.
* Investigate specific service failures, determine root cause, and recommend remedial and coaching interventions.
* Maintain a quality assurance scorecard/dashboard per business unit to track trends over time.
* Partner with Human Capital Development on targeted service\-standards training and coaching where recurring gaps are identified.
* Develop and continuously refine mystery shopping checklists, scoring criteria and evaluation tools, calibrated with Business Unit Heads and Partners.
* Escalate systemic or repeat service issues to Employee Benefits and Group Partner Excos with clear, evidence\-based recommendations.
* Own end\-to\-end reporting on customer experience and quality assurance: weekly BU\- and Partner\-level reports, consolidated monthly trend reporting, and quarterly reporting to Employee Benefits and Group Partner Excos on overall service standard performance.
* Conduct quarterly book\-of\-business reviews by consultant, client segment and service category to identify churn risk, service leakage, recurring complaints, under\-serviced clients and opportunities for proactive engagement.
* Review samples of consulting outputs, meeting minutes, renewal packs, claims escalations, member communications and client reports for accuracy, clarity, timeliness and commercial consistency.
* Maintain a closed\-loop service\-improvement register showing issue identified, root cause, responsible owner, corrective action, due date, client impact and status.
* Design and deliver training and refresher sessions for frontline and support staff on customer experience standards, service protocols, and improvement initiatives arising from QA findings.
* Formulate and present formal recommendations to Employee Benefits and Group Partner Excos on customer experience strategy, policy changes and process improvements needed to lift service delivery.

**Any other reasonable duties and responsibilities in line with your capabilities and at the request of your Superior**

**QUALIFICATIONS AND EXPERIENCE** 

* Grade 12 / Matric.
* A qualification in Customer Experience, Quality Management, Business Administration or a related field is advantageous.
* 3–5 years' relevant experience in customer experience, quality assurance, client services or a similar monitoring/audit function.
* Experience with mystery shopping methodology, service\-quality frameworks or contact centre quality assurance.
* Strong report\-writing, data analysis and presentation skills, with the ability to translate observations into clear recommendations.
* Excellent verbal and written communication skills across all levels of the business.
* Working knowledge of employee benefits consulting, insurer/administrator service models, renewal cycles, claims escalations, member communication and employer reporting is strongly preferred.
* A valid driver's licence and own transport, given the need to visit business unit sites.

**BEHAVIOURAL COMPETENCIES** 

How this role lives the ASI values day to day:

* *Relationships* — Builds credible, trust\-based relationships with Business Unit Heads and frontline staff so findings are received as coaching, not criticism.
* *Innovation* — Continuously refines mystery shopping tools, scorecards and evaluation criteria rather than relying on a static checklist.
* *Integrity* — Reports objectively and consistently, even where findings are uncomfortable or involve senior stakeholders.
* *Simplicity* — Translates complex observations into clear, actionable weekly reporting that BU Heads can act on immediately.
* *Excellence* — Holds every business unit to the same defined service standard without compromise.
* *Unity* — Works across all business units as one voice for the customer, aligning BU Heads around a shared standard of service.
* *Purpose* — Anchors every mystery shopping cycle and report in the outcome that matters: a demonstrably better customer experience.

Application Question(s):

* What is your salary expectation (CTC) for this role?
* Do you have a reliable, roadworthy vehicle?

Education:

* High School (matric) (Required)

Experience:

* customer experience / quality assurance / client services : 3 years (Required)

License/Certification:

* drivers license (Required)

Work Location: In person

Customer Experience and Quality Assurance Officer

HIGHLY EXPERIENCED RECRUITMENT MANAGER

FLY .COOL IS ONE OF THE FASTEST GROWING ISP IN SA

ONLY 17% OF ALL LOW INCOME HOMES

IN SA HAVE INTERNET FIBRE

THERE ARE 2 MILLION HOMES WITH ALREADY INSTALLED

INTERNET FIBRE OUTSIDE THESE HOMES

MOSTLY IN LOW INCOME AREAS

OUR BUSINESS IS TO SUPPLY EXCELLENT SERVICE

AND THE VERY LOWEST PRICES AND BEST DEALS

ALL FIBRE PACKAGES ARE UNCAPPED AND UNLIMITED

WITH FREE ROUTER AND FREE INSTALLATION

NO CREDIT VETTING AND PRE PAID

SEE WWW.FLY.COOL

WE ARE NOW IN A GREAT EXPANSION CAMPAIGN

LOOKING TO RECRUIT AND TRAIN OVER 100 REGIONAL MANAGERS

TO DEVELOP AND TRAIN 10 X TEAMS EACH WITH 10 SALES AGENTS EACH

THAT EQUALS 1000 SALES AGENTS

THIS IS AND ON GOING PROCESS

SO IF YOU BELIEVE AND CAN PROVE YOU ARE ABLE TO TAKE THIS TASK ON

NB

IN THE HOMEFLIX BUSINESS OUR VISON IS FOR

EVERY EMPLOYEE TO EARN EXCELLENT REVENUES

SO AT THIS DIVISION HOMEFLIX AN EXCLUSIVE DISTRIBUTOR

WE ARE ALL ON A COMMISSION AND REVENUE SHARE BASIS ONLY

COMMISION IS PAID WEEKLY

PLEASE RESPOND SOONEST IF YOU WOULD

LIKE TO BE PART OF THE LEGAL LAND GRAB

TO BRIDGE THE DIGITAL DIVIDE

Work Location: In person

HR Executive (Recruitment)

**Purpose of position:**  

The P\&C Administrator is responsible for the accurate and timely execution of employee lifecycle administration activities across onboarding, offboarding, and employee changes for both permanent employees and the contingent workforce, including Independent Contractors and Fixed\-Term Contractors.


The role supports the delivery of a seamless and professional employee experience by ensuring that all People \& Culture transactions are processed in accordance with defined workflows, service level agreements, governance requirements, and payroll cut\-off timelines. The incumbent is responsible for maintaining high standards of data integrity, regulatory compliance, and documentation accuracy within SAP SuccessFactors and related systems.


The P\&C Administrator operates as part of a centralised People \& Culture Administration function, partnering closely with P\&C Business Partners, Payroll, line managers, employees, and third\-party providers to ensure efficient and compliant processing of employee lifecycle activities.


The role contributes to a Centre of Excellence model by supporting standardisation, process consistency, and continuous improvement initiatives, while ensuring a customer\-focused and solutions\-oriented service experience.  

  

**Main Outputs and Responsibilities for this Position**  

  

**Employee Lifecycle Administration:**

  

* Process onboarding, offboarding, and employee changes for permanent employees and Independent Contractors.
* Capture and maintain accurate employee data in SAP SuccessFactors.
* Ensure all required documentation is complete prior to processing transactions.
* Validate effective dates and approvals before submission.
* Ensure transactions are processed within agreed SLAs and payroll deadlines.

**Onboarding Administration:**  

* Ensure onboarding records are complete and audit ready.
* Support new hires with onboarding related queries where required.
* Process new hires into SAP SuccessFactors.
* Ensure accurate capturing of personal, employment, and benefits data.
* Ensure new hires are integrated into the payroll system and resolve any related issues with relevant teams.

**Offboarding Administration:**  

* Process terminations, contract ends, and employee exits accurately
* Ensure required documentation and approvals are received
* Coordinate exit documentation and system updates
* Ensure employee is accurately terminated on HR and Payroll systems
* Maintain accurate records of employee exits.

**Data Integrity \& HRIS Accuracy:**  

* Ensure accuracy and completeness of employee records in SAP SuccessFactors.
* Perform validation checks on captured information.
* Maintain proper document management and filing practices.
* Identify and escalate data discrepancies or system issues.
* Support data clean\-up initiatives where required.

**Stakeholder \& Employee Query Support:**  

* Provide administrative support to P\&C Business Partners, Payroll, and line managers.
* Respond to employee queries relating to HR administration processes.
* Provide clear guidance on documentation requirements and process steps.
* Collaborate with internal team members to resolve HR\-related issues.
* Escalate complex queries to the Team Lead where required.
* Ensure professional and timely communication.

**Payroll \& Benefits Administration Support:**  

* Ensure employee data impacting payroll is integrates and is accurately reflected on payroll system.
* Support benefit enrolments, amendments, and terminations.
* Ensure payroll deadlines are adhered to.
* Assist with resolving payroll\-related data queries.
* Coordinate with benefit providers where required.
* Support with payroll checks and resolve related queries in collaboration with respective brands/teams.

**Governance, Compliance \& Continuous Improvement:**  

* Ensure compliance with internal policies and labour legislation requirements.
* Maintain accurate employee files and audit trails.
* Follow defined SOPs and process controls.
* Identify opportunities to improve administrative efficiency.
* Support audit preparation activities.

**Qualifications and Experience Requirements:** **Essential:**

* Relevant HR, Business Administration, or related qualification (Diploma or Degree).
* Minimum 2–3 years’ experience in HR and Payroll administration.
* Experience working in a structured, high\-volume administrative environment.
* Experience capturing and maintaining employee data within an HRIS.
* Working knowledge of South African labour legislation.
* Strong administrative and coordination skills.

**Advantageous:**

* Experience using SAP SuccessFactors or similar HRIS.
* Exposure to end\-to\-end employee lifecycle administration processes.
* Working understanding of employee benefits administration processes.
* Experience working within shared services or centralised HR operations.

**Competencies \& Attributes:** **Technical \& Professional Competencies:**

* SAP SuccessFactors proficiency.
* understanding of HR lifecycle processes.
* Data accuracy and quality management.
* Interpret and process numerical HR and payroll data.
* Knowledge of HR documentation and record keeping requirements.
* Understanding of payroll, deadlines and data dependencies.
* Ability to follow structured workflows and SOPs.

**Leadership \& Behavioural Competencies:**

* Planning and organising.
* Stakeholder communication.
* Customer centricity and service orientation.
* Accountability and reliability.
* Problem\-solving.
* Ability to work under pressure and meet deadlines.
* Collaboration and teamwork.

**Attributes:**

* High attention to detail and accuracy.
* Strong sense of responsibility and ownership.
* Structured and process\-driven.
* Service\-oriented mindset.
* Ability to manage high volumes of work.
* High integrity when dealing with confidential information.

People and Culture (HR) Administrator

### **Empowering Africa’s tomorrow, together…one story at a time.**


With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

**Job Summary**


Managing the data and analytics strategy for Business Bank embedding data as a strategic asset that enables business value through insights and decision making. Drive the Business Bank data maturity journey considering scalability, innovation, and monetisation. Lead and influence a data\-driven culture with client and market growth as key design factors.**Job Description**

**KEY FOCUS AREAS**

* Establishes an ambitious data strategy that positions Business Bank as a leader in intelligent, data\-driven decision\-making.
* Champion the creation and commercialisation of data products that unlock new growth and embed data as a competitive advantage.
* Drive enterprise data maturity through governance, engineering, and quality practices.
* Reimagine business intelligence by evolving insight functions into strategic foresight capabilities.
* Build future\-fit analytics and data science capabilities through scalable, test\-and\-learn approaches.
* Influence the design of modern data infrastructure aligned with business priorities and enabling technologies.
* Lead a unified data operating model that integrates client, product, platforms, and partnerships.
* Mobilise cross\-functional teams to embed data into strategic execution and performance management.
* Serve as the orchestrator of data value creation across the enterprise.
* Embed a culture of innovation, experimentation, and predictive analytics.

 **ACCOUNTABILITIES**

 **Strategy Formulation and Execution**

* Shape and lead the enterprise Data \& Analytics strategy to embed data as a business\-critical capability.
* Drive data maturity uplift through adoption of data practices, platform enablement, and insight activation.
* Lead the creation and monetisation of enterprise data products to enable new value streams.
* Set and articulate a Business Bank long\-term strategy with defined objectives, success metrics, and alignment to Group direction and shareholder value creation.
* Develop and communicate a clear strategic vision for the business unit, ensuring alignment with organisational goals, fostering a culture of innovation, and shaping industry discourse.
* Strengthen the bank’s competitiveness through strategic partnerships and industry influence.
* Engage proactively with strategic stakeholders, industry bodies, and regulators to shape and evolve strategy in response to market dynamics and policy developments.
* Oversee the disciplined execution of strategic priorities, ensuring business enablement and operational readiness across the business unit.
* Drive and monitor business unit performance, ensuring timely delivery against strategic goals, and provide transparent reporting on progress, risks, and outcomes.
* Lead transformation as a deeply committed journey, positioning the bank as a customer\-centric organisation underpinned by robust journey management and market\-leading products.

 **Customer Primacy**

* Enable a unified customer view and insight\-driven decision\-making to support personalisation and value creation.
* Lead cross\-functional partnerships to deploy customer\-centric insights across digital, product, and channel teams.
* Leverage global best practices and market intelligence to shape customer experience strategies.
* Apply deep customer understanding to guide capability development, prioritisation, and value creation across the business.
* Champion a culture of customer\-centricity that balances exceptional experience with sustainable financial performance.
* Prioritise customer\-centric initiatives that use data and insights to elevate customer experience, satisfaction, and loyalty—driving both growth and profitability.
* Promote collaboration across business units and product areas to harmonise capabilities, ensuring seamless and differentiated customer journeys.
* Advocate for the segment agenda at executive level, ensuring alignment and integration with Group priorities and cross\-functional stakeholders.

 **Sustainable Growth**

* Accelerate commercial outcomes through data\-driven performance management and monetisable use cases.
* Drive growth by identifying scalable data products and embedding analytics into strategic planning.
* Enable and support the delivery of the segment growth agenda in alignment with Group strategic priorities and shareholder expectations.
* Collaborate across the Business Bank Executive team and with key stakeholders to translate strategic intent into executable growth plans.
* Mobilise the business unit to deliver on strategic objectives, securing ownership, accountability, and cross\-functional commitment.
* Accelerate the segment and the business unit’s contribution to sustainable, enterprise\-wide performance and long\-term value creation.
* Ensure investment decisions reflect both customer and product P\&L considerations, and that they align to strategic imperatives and financial sustainability.

 **Client\-Driven Innovation and Change**

* Embed data\-led innovation through rapid prototyping, predictive modelling, and advanced analytics.
* Enable MLOps/DevOps integration for scalable data science use cases.
* Stay informed of industry and competitor trends to ensure business decisions support market relevance and client value.
* Influence business decisions and capability development to support innovative, client\-centric solutions across the value chain.
* Actively shape the client experience agenda through strategic input, cross\-functional collaboration, and delivery accountability.
* Lead and manage change initiatives with discipline and empathy, driving transformation practices with clearly articulated outcomes, while ensuring business continuity.

 **Leading Talent**

* Build and lead multidisciplinary teams across data engineering, analytics, BI, and data science.
* Lead internal data training and graduate programmes to build future\-ready capabilities.
* Adopt and apply enterprise\-wide human capital processes in ways that reinforce the organisation’s brand, values, and strategic priorities.
* Ensure leadership and workforce capabilities are developed to meet current and future business needs.
* Foster a high\-performance, inclusive culture that supports employee engagement and delivers on the employee value proposition.
* Provide executive oversight on people matters, including performance management, talent recognition, and resolution of escalated issues.
* Attract, develop, and retain top talent, creating pathways for diversified experiences and future\-ready skills development. Empower leaders to act as culture shapers and catalysts for transformation.

 **Operational Effectiveness**

* Manage and operationalise the full Data \& Analytics portfolio, including governance, platforms, and metrics.
* Oversee delivery and maintenance of enterprise data products and reporting tools.
* Translate strategic priorities into clear operational plans and performance measures, ensuring disciplined execution and timely course correction where required.
* Ensure alignment with other business units to ensure coherent delivery, operational integration, and resource optimisation.
* Represent the business with regulators and in key industry forums, reinforcing strategic positioning and operational credibility.
* Leverage business intelligence, performance insights, and external trends to inform decision\-making and shape operational direction.
* Drive operational excellence through comprehensive process reviews aimed at harmonising with customer journeys and enabling faster execution through digital adoption and modernised technologies.

 **Digital Adoption**

* Enable da

Managing Executive: Chief Data & Analytics Officer

Sasol is a global integrated chemicals and energy company with a 75\-year heritage. Through our talented people, we use our expertise and selected technologies to safely and sustainably source, manufacture and market chemical and energy products globally. When you join Team Sasol, you are joining a company that puts people at the center of everything we do.
   

  

 Sasol invests in its employees along every stage of the career path and offers development opportunities to help you cultivate your career in a culture that embraces diversity and inclusion.
   

  

 Job Requisition ID
   

  

 13150
   

  

 Closing Date
   

  

 25 September 2026
   

  

 OME
   

  

 PSR: Group Rewards \& Human Capital Solutions
   

  

 Location
   

  

 Sandton, Gauteng
   

  

 Purpose of Job
   

  

 Lead the HR project portfolio delivery capability, ensuring approved HR transformation, optimisation, HRIS, digital HR, data, analytics and organisation effectiveness initiatives are translated into integrated delivery plans, governed through clear project disciplines, and executed with measurable value realisation.
   

  

 The role provides specialist project, programme and portfolio leadership across cross\-functional HR initiatives. It integrates business demand, delivery planning, dependency management, governance, stakeholder alignment, change adoption, risk management and benefit tracking across HR, IM, Finance, Legal, Procurement, vendors and relevant HR Centres of Excellence.
   

  

 The role enables delivery by coordinating plans, managing dependencies, maintaining governance discipline, escalating decisions and ensuring approved initiatives are delivered with clear adoption and value outcomes. The role does not own HR functional policy, HR process design authority, HRIS product ownership, People Analytics content ownership, OD specialist methodology, Talent / Reward decisions, or Digital HR innovation governance. These accountabilities remain with the relevant functional owners.
   

  

 Key Accountabilities
   

  

 Lead delivery of the integrated HR project portfolio
   

  

* Maintain an integrated portfolio view of approved HR projects, including scope, outcomes, milestones, dependencies, risks, owners, resources and value measures.
* Translate approved business priorities into practical delivery roadmaps and project plans.
* Coordinate project sequencing across OD, HRIS, Digital HR, People Analytics, HR governance and related improvement initiatives.
* Ensure initiatives are prioritised against strategic value, delivery readiness, risk, capacity and enterprise impact.
* Provide the Head Group OD, HRIS \& People Analytics with an accurate view of portfolio health, key decisions, risks and value delivery.


 Drive disciplined programme and project delivery
   

  

* Lead planning, mobilisation, execution tracking, risk management and closure of approved HR projects.
* Set up project routines, workstream structures, delivery plans, issue logs, dependency maps and decision forums.
* Coordinate delivery across HR, IM, Finance, Legal, Procurement, vendors and business stakeholders.
* Ensure project teams operate with clear roles, decision rights, delivery expectations and escalation routes.
* Track delivery against agreed scope, timeline, budget, quality and adoption outcomes.
* Ensure project handover into business\-as\-usual ownership is clear and sustainable.


 Govern delivery standards, controls and project assurance
   

  

* Establish and maintain fit\-for\-purpose project governance standards, templates, stage gates and reporting routines.
* Support project sponsors and workstream leads with structured delivery methods and governance expectations.
* Prepare governance packs, steering committee updates, portfolio dashboards and executive reports.
* Ensure project risks, issues, dependencies and decision requirements are visible and actively managed.
* Ensure delivery approaches comply with Sasol governance, architecture, data privacy, cybersecurity, procurement, legal and relevant people\-data requirements.
* Escalate material risks, delays, trade\-offs and unresolved decision points in a timely and evidence\-based manner.


 Coordinate demand, prioritisation and portfolio capacity
   

  

* Support the Head Group OD, HRIS \& People Analytics, and other HR leaders, in assessing new project demand and clarifying business outcomes.
* Facilitate intake discussions with HR leaders, CoEs, HRBPs, IM, Finance and relevant business stakeholders.
* Test whether proposed initiatives have clear ownership, value case, delivery capacity, funding route and governance pathway.
* Identify duplication, conflicting priorities, resource constraints and delivery overload across the portfolio.
* Recommend sequencing, phasing or consolidation of initiatives where required.
* Maintain visibility of internal and external delivery capacity, including vendor and implementation partner dependencies.


 Lead benefits realisation and value tracking
   

  

* Support the development of project value cases, benefit hypotheses and success measures.
* Partner with Finance, project sponsors and functional owners to define and validate benefit measures.
* Track value delivery across the project lifecycle, including adoption, efficiency, cost avoidance, risk reduction, productivity, cycle\-time improvement and employee / manager experience outcomes.
* Ensure project reporting distinguishes between activity completed, adoption achieved and value realised.
* Identify underperforming initiatives early and recommend corrective actions, scope decisions or closure where value is no longer clear.


 Enable change adoption and stakeholder alignment
   

  

* Work with functional owners, change leads and communication partners to ensure change and adoption plans are embedded into project delivery.
* Coordinate stakeholder mapping, engagement routines, change readiness checks and adoption tracking across major initiatives.
* Ensure employee, manager and HR\-user impacts are understood before implementation.
* Support alignment between business requirements, process implications, technology solutions and adoption needs.
* Coordinate project communications and executive updates in partnership with relevant communication owners.
* Track post\-implementation adoption issues, feedback and improvement actions.


 Manage vendor, partner and cross\-functional delivery interfaces
   

  

* Coordinate vendor and implementation partner activity against agreed project plans, deliverables and governance expectations.
* Partner with Procurement and Legal on vendor scope, commercial inputs, contracting dependencies and delivery performance.
* Partner with IM / Digital / Data teams on technical delivery dependencies, integration points, access, architecture, cybersecurity and data controls.
* Partner with HRIS, Digital HR, People Analytics, OD and other functional owners to ensure specialist input is available at the right point in delivery.
* Ensure vendor outputs are translated into sustainable internal ownership, not external dependency.


 Improve HR project delivery maturity
   

  

* Standardise project documentation, dashboards, delivery routines, governance packs and lessons\-learned practices.
* Identify recurring delivery pain points and implement practical improvements.
* Build stronger project discipline among HR project sponsors, workstream leads and functional SMEs.
* Encourage reuse of proven methods, templates, adoption plans and value\-tracking approaches.
* Support a culture of fewer, clearer, better\-governed projects with stronger business outcomes.


 Formal Education
   

  

* Relevant Bachelor's degree (preferably in Human Resources, Business, Information Systems, Programme / Project Management, Industrial / Organisational Psychology, Business Administration or a related field)


 Advantageous / preferred:
   

  

* Postgraduate qualification in HR, Business, Dig

Lead HR & Digital HR Projects

Oversee and lead the management, development and growth of the portfolio by identifying opportunities to amplify existing and grow new portfolio of clients through effectively relationship management.
   

  

 Disclaimer As an applicant, please verify the legitimacy of this job advert on our company career page.
   

  

**Role Purpose**
 Understands how the business operates, what the key issues and risks are that drives business success; and how they impact on the commercial viability of potential ventures and the profitability of Guardrisk.
   

  

**Requirements**
**Minimum Qualifications**
 Relevant tertiary qualification.
   

  

 FAIS compliant / RE qualification.
   

  

 Related Insurance qualification preferred.
   

  

**Minimum Experience**
 Minimum 5 years’ experience in client services and operations within an insurance/ financial service environment.
   

  

 Minimum 5\-7 years relevant role experience in a Portfolio Manager role.
   

  

 At least 3 years’ experience in a leadership capacity.
   

  

 Strong financial acumen and thorough understanding on relevant regulatory and compliance requirements.
   

  

 Cell captive insurance model experience will be advantageous.
   

  

**Duties \& Responsibilities**
**Client relationship – Manage existing portfolio of Clients**
 Apply deep insight/ acumen regarding current market dynamics to effectively manage healthy client relationships of existing portfolio.
   

  

 Maintain relationships with all relevant clients/ stakeholders within assigned portfolio.
   

  

 Using financial acumen to interpret financial statements, actuarial data and ability to deal with budgets.
   

  

 Enhancing and sustaining Guardrisk image and presence.
   

  

 Distributing and discussing statistical information.
   

  

 Providing prompt authorisation of claim payments.
   

  

 Resolve client queries when escalated.
   

  

 Re\-evaluating portfolio structures and servicing requirements on an ongoing basis relative to changing needs of the client.
   

  

 Evaluating client’s needs and requirements to enhance cross selling of other Guardrisk products.
   

  

 Manage the renewal process with broker/client.
   

  

 Ensuring all documentation pertaining to the insurance programme /facility is in place
   

  

**Client relationship – Identify and execute on new prospects**
 Developing and expanding the portfolio with ongoing prospect pipeline through liaison within the greater business, broker/ client relationship.
   

  

 Achieving a targeted annual new business budget for portfolio.
   

  

 Oversee the introduction of new clients and new insurance structures.
   

  

 Creating and maintaining business relationships to ensure new business growth of both income and clients.
   

  

 Dealing with Financial Managers, Financial Directors, Risk Managers at client EXCO level.
   

  

 Building and maintaining relationships at client/ broker and interdepartmental levels.
   

  

 Liaising with Underwriting, Finance, Actuarial, Claims departments.
   

  

 Attending product launches when required.
   

  

 Discussing and finalising client requirements in respect of pricing, cost and income structure.
   

  

 Co\-ordinating documentation, role and responsibilities, agreements, system and legal requirements, processes and procedures.
   

  

 Complying and managing new business take\-on procedures.
   

  

**Financial Management**
 Understand client financials and identify potential issues.
   

  

 Fully accountable for budgeting and forecasting for portfolio.
   

  

 Control the budget for area, including the authorisation of expenditures and implementation of financial regulations.
   

  

 Manage high risk and problematic financial issues in area of accountability and contribute to the development of policy.
   

  

 Identify solutions to enhance cost effectiveness and increase operational efficiency.
   

  

 Investigate reported wilful acts of non\-compliance to organisation policy and practice and report on findings.
   

  

**Client Reviews Process**
 Liaising with the technical review teams.
   

  

 Advising technical review teams of all pertinent information prior to each review.
   

  

 Providing input into the development of the annual review plan.
   

  

 Setting up review meetings with clients in consultation with technical review teams.
   

  

 Delivering completed review reports to clients and following up and tracking of the implementation of proposed actions.
   

  

**People Management**
 Build strong relationships through providing specialist know\-how and leadership to others, expressing positive expectations.
   

  

 Continuously develop own expertise in terms of industry and subject matter development and application thereof in an area of specialisation.
   

  

 Positively influence and manage change and offer specialist support where required.
   

  

 Contribute to continuous innovation through the development, sharing and implementation of new ideas and involvement of colleagues and staff.
   

  

 Participate and contribute to a culture of work centric thinking, productivity, service delivery and quality management.
   

  

 Take ownership for driving career development.
   

  

**Administration**
 Maintaining CSA (monthly) questions through the risk management system.
   

  

 Attending monthly Operational meetings with Portfolio manager(s) or delegate accordingly.
   

  

 Assisting Executive with Divisional reporting and deputise when required.
   

  

 Maintaining prospects list and report back on divisional issues.
   

  

 Monthly budget review and reporting on variances and new business targets.
   

  

**Competencies**
**Business Acumen**
 Understands how the business operates, what the key issues and risks are that drives business success; and how they impact on the commercial viability of potential ventures and the profitability of Guardrisk.
   

  

**Collaboration**
 Prioritises the business interests of Guardrisk and invests in the success of the group by aligning effort across divisions.
   

  

**Client/ Stakeholder Commitment**
 Anticipates, meets and exceeds client’s needs by creating long lasting relationships that support the client value proposition, supports their financial wellness and ensures client centricity.
   

  

**Impact and Influence**
 Persuades, convinces, influences and inspires others, both within Guardrisk and externally to win support, loyalty and gain commitment to the purpose of Guardrisk.
   

  

**Drive for Results**
 Drive a sense of urgency, focus, accountability, agility and execution to deliver business results.
   

  

**Leadership development**
 Champions the development of emerging talent. Creates, nurtures and champions cultural and demographic transformation in support of strategic objectives. Drives and motivates the strategic deployment and development of talent across the business. Identifies and sponsors projects / programmes to grow team / organisational capabilities.
   

  

**Leads Change and Innovation**
 Actively leads change, does what is right for the business and drives continuous improvement through innovation.
   

  

**Holistic / Big Picture Thinking**
 Continually scans broader environment and displays agility in targeting those opportunities with the greatest potential to fulfil the organisation’s mission and strategic goals. Creates a powerful sense of urgency around key divisional and/or organisational initiatives.
   

  

 Enquiries \-

Talent Pool: Portfolio Head: UMA

Roles and Responsibilities Develop and implement HR strategies, policies, procedures, and workforce plans. Manage recruitment, onboarding, performance management, training, employee retention, and offboarding. Advise management and employees on employment conditions, workplace policies, and labour relations. Manage disciplinary procedures, including investigations, notices, hearings, sanctions, appeals, and recordkeeping. Ensure disciplinary action is procedurally and substantively fair. Manage…

Senior Human Resources Manager

**Background**  

African Parks is a non\-profit conservation organisation that takes on direct responsibility for the rehabilitation and long\-term management of national parks in partnership with governments and local communities, in order to protect Africa's wildlife and wild lands. As the organisation's portfolio of protected areas continues to grow, so too does the scale and complexity of its people function.


To support this growth, the Human Resources (HR) department is undertaking a number of enterprise\-wide capability projects to strengthen how African Parks attracts, develops, manages and retains its people across all country programmes and Head Office. African Parks is seeking an experienced Strategic Project Manager (SPM) Consultant to provide dedicated project management capacity to the HR function, and to act as a key integration point between HR and other departments on cross\-functional, enterprise\-wide initiatives.  

  

**Purpose of the Assignment**


The purpose of this consultancy is to provide strategic project management leadership to the HR department, ensuring that HR capability projects are well planned, effectively implemented, and successfully embedded across the organisation, while ensuring strong coordination between HR and other departments on enterprise\-wide projects.  

  

**Scope of Work / Key Responsibilities**  

  

 **HR Capability Projects**

* Lead and support the design and roll\-out of HR capability projects, including talent acquisition, talent management, talent development, succession planning and performance management initiatives.
* Identify capability gaps within the HR function and across the organisation, and translate these into scoped, resourced project plans.
* Coordinate with HR specialists and external partners to design and deliver capability\-building interventions.

**Project Management**  

* Apply structured project management methodologies (scoping, planning, budgeting, resourcing, risk management, monitoring and reporting) across all HR projects.
* Develop and maintain project plans, timelines, budgets and risk registers for each HR initiative.
* Track project progress against agreed milestones and report regularly to HR leadership and relevant stakeholders.
* Proactively identify and manage project risks, dependencies and delays, escalating issues as required.

**Project Implementation**  

* Oversee the practical implementation of approved HR projects across African Parks' Head Office and country programmes.
* Coordinate with project teams, internal stakeholders, consultants and vendors to ensure timely, quality delivery.
* Manage the change management and communication processes associated with HR project roll\-outs, ensuring effective adoption by staff and managers.
* Conduct post\-implementation reviews to capture lessons learnt and inform future project delivery.

**HR Standards and Operating Procedures**  

* Lead the development, review and standardisation of HR standard operating procedures (SOPs) across the organisation.
* Ensure SOPs are practical, consistent, and aligned with African Parks' values and ways of working across all operating countries.
* Support HR teams in adopting and applying standardised procedures consistently.

**HR Policies**  

* Support the development, review and updating of HR policies in collaboration with HR leadership and relevant subject\-matter experts.
* Ensure policies are compliant with applicable labour legislation, practical to implement, and consistently applied across all country programmes.
* Support the roll\-out and communication of new or revised policies to staff and management.

**Integration Role between HR and Other Departments**  

* Act as a key liaison between HR and other departments (e.g. Finance, Operations, IT, Conservation, Community Development) on enterprise\-wide projects with HR implications.
* Ensure HR requirements and people\-related considerations are embedded into broader organisational projects from initiation through to implementation.
* Facilitate cross\-functional collaboration, communication and alignment to ensure HR initiatives support overall organisational strategy.
* Represent HR in relevant cross\-departmental project forums, steering committees and working groups.

  

**Required Qualifications and Experience**  

* Bachelor's degree in Human Resources and MBA, Business Administration, Project Management or a related field; a recognized project management certification.
* A minimum of 10 years' relevant experience in HR project management, ideally within an international, multi\-country, or non\-profit/conservation context.
* Demonstrated experience managing HR capability projects, including talent management, HR systems, organisational design or change initiatives.
* Proven track record of developing and implementing HR standards, SOPs and policies.
* Demonstrated ability to work cross\-functionally and act as an effective bridge between HR and other business functions on enterprise\-wide projects.
* Excellent stakeholder management, communication, facilitation and influencing skills.
* Strong analytical, organisational and problem\-solving skills, with the ability to manage multiple projects simultaneously.
* Alignment with African Parks' mission and values, and willingness to travel to country programmes as required.

Strategic Project Manager (SPM) Consultant – Human Resources

SGS is the world’s leading inspection, verification, testing and certification company. SGS is recognized as the global benchmark for quality and integrity. With more than 97,000 employees, SGS operates a network of over 2,600 offices and laboratories around the world.
   

  

  

  




**Job Description**

  

  





**Main Purpose of the Job**




 To participate in a 12\-month experiential learning program, in Learning and Development, reporting and administration.
   

  





**Key Performance Areas**



* Assist with key Learning and Development projects



**Skills**



* Exceptional MS Excel
* Pay strict attention to detail
* Ability to interact and communicate effectively both orally and in written correspondence/ reports;
* Ability to maintain confidentiality;
* Ability to assimilate and summarize information;
* Ability to analyse information and conclude;
* Technical competency in Microsoft Office Suite (WORD, EXCEL);
* Ability to create, format and develop analytical spreadsheets;
* Ability to research and use AI tools and programs
* Demonstrates personal accountability and urgency in completing assignments and achieving results.


**Qualifications**

  

  




* Grade 12 / Matric
* National Diploma or degree in Human Resources or Business Administration
* Qualification / course in Data Analytics


**Additional Information**

  

  





 Be a South African citizen (be able to produce a valid South African ID document)
   

  





 \-Be between the ages of 18\-30
   

  





 \-Must be currently unemployed and have not yet been on a YES Program before.
   

  





 \-Must have no criminal record
   

  





 \-Must be willing to relocate to Bryanston
   

  




* Exceptional Computer Literacy (use of MS Office suite – Outlook, Word, Excel, PowerPoint)
* An affinity for data analysis
* Strong research skills
* High attention to detail, accuracy, and efficiency in completing tasks.
* Exceptional organizational skills
* Self\-motivated and high level of initiative



  

  





**NB: If you do not receive any response in 2 weeks consider your application unsuccessful.**

YES Learnership - Human Resources

Role Purpose
   

  

 Understands how the business operates, what the key issues and risks are that drives business success; and how they impact on the commercial viability of potential ventures and the profitability of Guardrisk.
   

  

**Requirements**
**Minimum Qualifications**
 Relevant tertiary qualification.
   

  

 FAIS compliant / RE qualification.
   

  

 Related Insurance qualification preferred.
   

  

**Minimum Experience**
 Minimum 5 years’ experience in client services and operations within an insurance/ financial service environment.
   

  

 Minimum 5\-7 years relevant role experience in a Portfolio Manager role.
   

  

 At least 3 years’ experience in a leadership capacity.
   

  

 Strong financial acumen and thorough understanding on relevant regulatory and compliance requirements.
   

  

 Cell captive insurance model experience will be advantageous.
   

  

 Duties and Responsibilities
   

  

**Client relationship – Manage existing portfolio of Clients**
 Apply deep insight/ acumen regarding current market dynamics to effectively manage healthy client relationships of existing portfolio.
   

  

 Maintain relationships with all relevant clients/ stakeholders within assigned portfolio.
   

  

 Using financial acumen to interpret financial statements, actuarial data and ability to deal with budgets.
   

  

 Enhancing and sustaining Guardrisk image and presence.
   

  

 Distributing and discussing statistical information.
   

  

 Providing prompt authorisation of claim payments.
   

  

 Resolve client queries when escalated.
   

  

 Re\-evaluating portfolio structures and servicing requirements on an ongoing basis relative to changing needs of the client.
   

  

 Evaluating client’s needs and requirements to enhance cross selling of other Guardrisk products.
   

  

 Manage the renewal process with broker/client.
   

  

 Ensuring all documentation pertaining to the insurance programme /facility is in place
   

  

**Client relationship – Identify and execute on new prospects**
 Developing and expanding the portfolio with ongoing prospect pipeline through liaison within the greater business, broker/ client relationship.
   

  

 Achieving a targeted annual new business budget for portfolio.
   

  

 Oversee the introduction of new clients and new insurance structures.
   

  

 Creating and maintaining business relationships to ensure new business growth of both income and clients.
   

  

 Dealing with Financial Managers, Financial Directors, Risk Managers at client EXCO level.
   

  

 Building and maintaining relationships at client/ broker and interdepartmental levels.
   

  

 Liaising with Underwriting, Finance, Actuarial, Claims departments.
   

  

 Attending product launches when required.
   

  

 Discussing and finalising client requirements in respect of pricing, cost and income structure.
   

  

 Co\-ordinating documentation, role and responsibilities, agreements, system and legal requirements, processes and procedures.
   

  

 Complying and managing new business take\-on procedures.
   

  

**Financial Management**
 Understand client financials and identify potential issues.
   

  

 Fully accountable for budgeting and forecasting for portfolio.
   

  

 Control the budget for area, including the authorisation of expenditures and implementation of financial regulations.
   

  

 Manage high risk and problematic financial issues in area of accountability and contribute to the development of policy.
   

  

 Identify solutions to enhance cost effectiveness and increase operational efficiency.
   

  

 Investigate reported wilful acts of non\-compliance to organisation policy and practice and report on findings.
   

  

**Client Reviews Process**
 Liaising with the technical review teams.
   

  

 Advising technical review teams of all pertinent information prior to each review.
   

  

 Providing input into the development of the annual review plan.
   

  

 Setting up review meetings with clients in consultation with technical review teams.
   

  

 Delivering completed review reports to clients and following up and tracking of the implementation of proposed actions.
   

  

**People Management**
 Build strong relationships through providing specialist know\-how and leadership to others, expressing positive expectations.
   

  

 Continuously develop own expertise in terms of industry and subject matter development and application thereof in an area of specialisation.
   

  

 Positively influence and manage change and offer specialist support where required.
   

  

 Contribute to continuous innovation through the development, sharing and implementation of new ideas and involvement of colleagues and staff.
   

  

 Participate and contribute to a culture of work centric thinking, productivity, service delivery and quality management.
   

  

 Take ownership for driving career development.
   

  

**Administration**
 Maintaining CSA (monthly) questions through the risk management system.
   

  

 Attending monthly Operational meetings with Portfolio manager(s) or delegate accordingly.
   

  

 Assisting Executive with Divisional reporting and deputise when required.
   

  

 Maintaining prospects list and report back on divisional issues.
   

  

 Monthly budget review and reporting on variances and new business targets.
   

  

 As an applicant, please verify the legitimacy of this job advert on our company career page.\-304349596

Talent Pool: Portfolio Head: UMA MMH250909-2

Sasol is a global integrated chemicals and energy company with a 75\-year heritage. Through our talented people, we use our expertise and selected technologies to safely and sustainably source, manufacture and market chemical and energy products globally. When you join Team Sasol, you are joining a company that puts people at the center of everything we do.
   

  

 Sasol invests in its employees along every stage of the career path and offers development opportunities to help you cultivate your career in a culture that embraces diversity and inclusion.
   

  

 Job Requisition ID
   

  

 13034
   

  

 Closing Date
   

  

 15 September 2026
   

  

 OME
   

  

 PSR: HR Operation
   

  

 Location
   

  

 Sandton, Gauteng
   

  

 Purpose of Job
   

  

 Lead enterprise change management and people transformation by shaping strategy, aligning stakeholders and enabling sustainable adoption across the Sasol Group.
   

  

 Key Accountabilities
   

  

* Lead enterprise change strategy, governance and execution across the Sasol Group.
* Define change scope, integrated plans and stakeholder engagement approaches to enable effective delivery.
* Embed frameworks, tools and ways of working that accelerate adoption and sustainable transformation.
* Partner with business, Human Resources and Group Communications to align delivery, messaging and outcomes.
* Shape and embed culture principles that strengthen customer centric behaviours and transformation intent.
* Oversee communication, impact and risk management plans that support complex change initiatives.
* Monitor progress, evaluate effectiveness and recommend adjustments that improve adoption and business value.
* Build culture and change capability through strategic partnerships, leadership enablement and continuous improvement.
* Design standards, frameworks, toolkits and interventions that equip leaders to drive behavioural change.
* Manage interdependencies and rollout of transformation interventions and tools across businesses.
* Use insights from culture measures, employee surveys and benchmarking to strengthen engagement and productivity.
* Maintain trusted stakeholder relationships and provide expertise to customise regional and local transformation solutions.


 Formal Education
   

  

* University bachelor’s degree or equivalent relevant qualification


 Working Experience
   

  

* Minimum 12 years’ relevant experience


**Required Personal And Professional Skills**
 LC\_Commercial Agility
   

  

 LC\_Business Ownership
   

  

 LC\_Drives Innovation
   

  

 LC\_External Focus
   

  

 LC\_Customer Centricity
   

  

 LC\_Collaborative
   

  

 LC\_Inspirational
   

  

 TC\_Policies and Procedures
   

  

 LC\_Builds Talent
   

  

 TC\_Assessment
   

  

 LC\_Developing Self
   

  

 TC\_Data Collection and Analysis
   

  

 LC\_Partnerships
   

  

 TC\_Planning and Organisation
   

  

 LC\_Delivery Excellence
   

  

 TC\_HR\_People Advocacy
   

  

 TC\_HR\_Digital Integration
   

  

 TC\_HR\_Digital Literacy
   

  

 TC\_HR\_Business Acumen
   

  

 TC\_Compliance Management
   

  

 Sasol is an equal opportunity and affirmative action employer. Inspired by our Purpose of “Innovating for a better world”, Sasol acknowledges that diversity is intrinsic to the fabric of our organisation and is the key to our growth and success. Sasol is committed to the full inclusion of all suitably qualified individuals. Preference will be given to applicants from designated groups and people with disabilities according to Sasol’s Employment Equity Plan. This includes reasonable accommodation to enable individuals with disabilities to perform essential job functions.
   

  

 Our automated process is designed to efficiently assess a large volume of applications. Should you not hear from us within 60 days of the advert closing then kindly consider your application unsuccessful. Thank you once\-more for your interest in Sasol as your employer of choice, and we wish you all the best with your career aspirations and future applications with us.

Senior Manager Change Management & People Transformation

****Job Role: Customer Account Manager: Call Centre****
 Are you a dynamic and customer\-focused leader with a passion for delivering exceptional service and driving high\-performing teams in a Call Centre Enviroment. We are looking for an experienced Customer Account Manager to lead our call centre operations, optimise performance, and ensure an outstanding customer experience.
   

  

**Responsibilities**
* Contribute to and implement the call centre Strategy and Operational plans
* Manage the performance of the call centre team
* Manage call centre technology and systems
* Maintain stakeholder relations
* Develop and implement quality assurance standards and procedures
* Handle customer inquiries and escalations in a customer\-centric manner
* Manage team human resources including hiring, training, and performance management


**Skills And Behaviours**
* Current knowledge of best practices for Customer Services in a retail environment
* Understanding of the Customer Protection Act
* Knowledge of Pepkor Lifestyle policies, practices, processes, and systems
* Proficiency in CRM systems and call centre management software
* Strong management and leadership skills
* Social media proficiency
* Strong MS Office skills
* Ability to make decisions and take action
* Ability to lead and supervise a team
* Strong persuasion and influencing skills
* Excellent planning and organizational skills
* Strong written and verbal communication skills
* Presentation skills
* Attention to detail
* Problem\-solving skills
* Resilience and ability to handle pressure
* Teamwork
* High energy and drive
* Customer orientation
* Excellence orientation
* Deadline driven
* Target driven
* Courage and conviction
* Market awareness
* Innovation
* Strategic thinking


**Minimum Qualifications**
* Grade 12 / Matric certificate.
* Relevant Business Degree or related field
* 5 years of experience in Call Centre Management or similar position in a customer service environment.

Customer Account Manager: Call Centre

**Job Reference Number:** SI\-1175
  

**Department:** A\&G \- HR : Human Resources GRP
  

**Business Unit:**
  

**Industry:** Human Resources
  

**Job Type:** Permanent
  

**Positions Available:** 1
  

**Salary:** Market Related
Sun International is looking for a Senior Specialist: Organisational Change \& Culture to lead the design and implementation of complex change and culture interventions. The role will drive change adoption, conduct culture and readiness assessments, engage stakeholders and use data\-driven insights to embed desired behaviours and deliver sustainable organisational transformation.
##### **Job Description**


The Senior Specialist: Organisational Change \& Culture applies specialised expertise to enable successful organisational change and cultural transformation across Sun International. The role designs and implements change strategies, diagnoses adoption and cultural challenges, manages stakeholder engagement and develops targeted interventions that embed desired behaviours and deliver sustainable business outcomes.

  



**Core behavioural \& Technical / proficiency competencies:**


**Behavioural:**


* Continuous Improvement
* Integrity
* Teamwork
* Collaboration
* Transparency
* Adaptability
* Problem\-Solving
* Customer Centricity
* Lifelong Learning
* Respect for Diversity

**Technical:**


* Technical
* Organisational Change Management
* Change Management Methodologies (e.g. PROSCI, Kotter)
* Culture Assessment \& Transformation
* Change Impact \& Readiness Assessment
* Resistance Management
* Organisational Design Principles
* Stakeholder Engagement \& Communication
* Change Communication Planning
* Training Design \& Delivery
* Facilitation \& Workshop Leadership
* Project Management
* People Analytics \& Insights
* Data Analysis \& Reporting
* Digital Adoption Strategies
* People Technology \& Digital Enablement

##### **Job Requirements**


**Qualifications:**


* Relevant Degree in Organisational Psychology, Human Resources, Business Management or a related discipline \[Required]
* PROSCI Change Management Certification or equivalent \[Required]
* CCMP (Certified Change Management Professional) \[Preferred]
* Postgraduate qualification in Organisational Development or Business Administration \[Preferred]
* Project Management certification such as PMP or PRINCE2 \[Preferred]

**Experience:**


* 8–10 years’ experience in organisational change management and culture transformation
* Deep specialist experience designing and implementing complex change initiatives
* Experience supporting large\-scale organisational transformation
* Experience developing and implementing change management plans and interventions
* Experience conducting change impact and readiness assessments
* Experience in culture diagnostics and the design of culture interventions
* Experience developing change communication, training and resistance management interventions
* Experience partnering with senior stakeholders and business leaders to drive change adoption
* Experience using data, analytics and feedback to measure change effectiveness and adoption
* Exposure to hospitality, gaming or entertainment environments is advantageous

Sun International is committed to employment equity and encourages applications from suitably qualified candidates. Only shortlisted candidates will be contacted.

  

  

“***If you have not heard from us within 14 days of the closing date, please consider your application unsuccessful.”***

Senior Specialist: Organisational Change & Culture

Absa Group is seeking a strategic HC partner to work with business leaders across regions. The role focuses on shaping workforce strategy, driving transformation, and using data to inform decisions. You will lead talent planning, organisational design, and change initiatives while safeguarding governance and risk compliance. The position requires extensive HC experience, cross‑border collaboration, and the ability to translate insights into actionable solutions that enhance performance and J-18…

Global People Partner — International HC

Empowering Africa’s tomorrow, together…one story at a time. With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group. Job Summary Serve as a strategic, proactive and transformational partner to business leaders and Human Capital (“HC”) People Leads, enabling sustainable busin…

People Partner: International

Job Summary Serve as a strategic, proactive and transformational partner to business leaders and Human Capital (“HC”) People Leads, enabling sustainable business performance through people. The HC Business Partner anticipates stakeholder needs, interprets business and workforce data, and applies consulting capability to shape forward‑looking, business‑specific people solutions. As the primary interface between the business unit and the HC function, the role connects enterprise HC strategy, Cent…

Absa Bank Limited is seeking a strategic HC Business Partner to act as a trusted advisor to business leaders and HC Leads across Africa, the UK, the US, and beyond. You will shape workforce plans, interpret workforce data, and deliver integrated people solutions with speed and professional judgement. You will lead transformational HC initiatives, collaborate with CoEs and Shared Services, and manage complex employee relations while ensuring governance and compliance. J-18808-Ljbffr

Global People Partner: Strategic HR Advisor

A top tier law firm based in Sandton is seeking a Junior HRBP to join their team. About the Role: An exciting opportunity exists within our client's Human Resources Department for a dynamic and experienced Junior HR Business Partner to join our Johannesburg office. Reporting to the relevant Head of HR, the successful candidate will play a key role in partnering with business leaders to deliver strategic and operational HR solutions that support organisational objectives, employee engagement, an…

Junior Human Resources Business Partner

Our client is a globally recognised services organisation with an established international footprint. They are seeking an experienced and strategic HR Business Partner, focusing on Training & Development to join their dynamic team. This role offers an excellent opportunity for a proactive HR professional to partner with leadership teams, drive people initiatives, and contribute to the continued success of a high-performing organisation. Responsibilities: Partner with business leaders to align …

Human Resources & Development Manager Sandton

**Job Purpose**

To design and facilitate engaging non\-technical automotive training that develops the knowledge,

skills and performance of dealership and internal employees, with a focus on sales, product

knowledge, customer experience and brand standards.

**Key Responsibilities**

* Facilitate classroom, virtual and blended learning programmes.
* Deliver sales, product, customer experience and brand training.
* Develop and maintain training material, presentations, QRGs, assessments and e\-learning content.
* Conduct training needs analysis, assessments and learner evaluations.
* Translate vehicle features and technology into simple, customer\-focused sales

conversations.

* Provide coaching and feedback to support learner performance and knowledge application.
* Engage with Dealer Principals, GMs, Sales Managers and Sales Executives to identify

capability needs.

* Monitor training activities, learner completion and training effectiveness, providing relevant

reports to management.

* Support new vehicle/product launches and sales campaigns.

**Minimum Requirements**

* Bachelor’s degree or diploma in Human Resource Development, Education, Training,

Sales, Marketing, Business Management, Automotive Management, Commerce or related field.

* 3–5 years’ experience in automotive training, sales, L\&D or a related automotive

environment.

* Demonstrated experience in training facilitation, coaching and people development.
* Experience in automotive sales and/or product training.
* Experience developing learning material and assessments.
* Strong understanding of the automotive dealership environment.
* Experience engaging with Dealer Principals, Sales Managers and Sales Executives.
* Proficiency in Microsoft Office and LMS platforms.

**Key Competencies**

Facilitation \& Presentation \| Automotive \& Product Knowledge \| Adult Learning \| Instructional Design \| Coaching \| Stakeholder Management \| Communication \| Customer Focus \| Planning \& Organisation \| Problem Solving

**Key Performance Outcome**

Build capable, confident and customer\-focused automotive sales professionals who can

effectively apply product and sales knowledge to improve dealership performance

Pay: R40 000,00 \- R50 000,00 per month

Work Location: In person

Non-Technical Trainer - Automotive

Introduction Through our client-facing brands Momentum Group, with Multiply (wellness and rewards programme), and our other specialist brands, including Guardrisk and Eris Property Group, the group enables business and people from all walks of life to achieve their financial goals and life aspirations. We help people grow their savings, protect what matters to them and invest for the future. We help companies and organisations care for and reward their employees and members. Role Purpose To sup…

Talent Pool: Data Analyst

Role purpose

Design the organisational structure, roles, capabilities and people\-management frameworks required for an effective transition from interim arrangements to full operating capacity.

Key responsibilities

* Design the organisational structure, reporting lines and functional accountabilities.
* Develop role profiles, job descriptions, competency requirements and a skills matrix for key positions.
* Develop a phased staffing and capacity\-development plan aligned with the operating model.
* Design performance\-management and remuneration principles suitable for the institutional context.
* Support workforce transition, executive onboarding, role clarification and change\-management activities.
* Contribute to board and committee skills requirements, implementation planning and operational\-readiness assessments.

Minimum qualification

Bachelor's degree or Advanced Diploma (NQF Level 7\), or a postgraduate degree (NQF Level 8 or above), in Public Administration, Industrial Psychology or a closely related field.

Required specialist experience

* Demonstrated experience in organisational design, job profiling, competency frameworks, workforce planning or operating\-model implementation.
* Experience developing staffing, performance\-management, remuneration and capacity\-development frameworks.
* Strong preference will be given to applicants who can evidence five or more comparable completed assignments.

Knowledge and competencies

* Sound knowledge of organisational design, human\-capital strategy, change management, performance management, remuneration principles and public\-sector institutional arrangements.
* Experience working with government departments, public entities and/or regulated private\-sector institutions.
* Ability to work within a multidisciplinary team, manage deadlines and produce high\-quality written deliverables.
* Strong analytical, stakeholder\-engagement, communication and report\-writing capability.
* Availability to remain engaged for the required assignment period and to commence promptly when appointed.

Mandatory application attachments

* Detailed CV showing the start month/year and end month/year for every relevant position and assignment.
* Copies of all academic qualification certificates relevant to the role.
* For foreign qualifications, proof of evaluation/endorsement by the South African Qualifications Authority (SAQA).
* Contactable references and supporting/reference letters for comparable completed assignments. Each reference should identify the client, assignment, scope, dates and referee's contact details.
* Proof of applicable professional registration, designation or certification.
* 1 page motivation/cover letter explaining suitability for the role.
* A signed rate and availability declaration stating the proposed hourly rate in South African rand, VAT treatment, earliest start date and hours available per week.

Submit only one CV for this role. Applications missing the required supporting documents may not be considered.

Consultancy rate and availability

Applicants must state their proposed hourly consultancy rate in South African rand, indicate whether VAT is included or excluded, disclose any travel/disbursement assumptions, and confirm availability. The proposed rate must remain valid for at least 90 days.

Hourly rate R \_\_\_\_\_\_\_\_\_\_ per hour

VAT treatment Inclusive / Exclusive / Not VAT registered

Earliest start date \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Hours available per week \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

How to apply

Applications sibusiso@shori.co.za

Subject line Consultant Application \- Human Resources Specialist \- \[Full Name]

Closing date 15 September 2026

Enquiries Sbusiso Mdakane \| sibusiso@shori.co.za

File format One clearly indexed PDF application pack

Only shortlisted applicants will be contacted. Misrepresentation of qualifications, experience or references will result in disqualification.

Work Location: Hybrid remote in Sandton, Gauteng

Human Resources Jobs in Sandton - Page 2

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