HR Manager

Role Purpose

• Translate business strategic objectives into robust human resource frameworks tailored for the dynamic civil engineering landscape. Must balance the executive corporate structure with complex, site-level industrial relations and community engagement. Key indicators of success involve ensuring seamless workforce mobilisation, uncompromising legislative compliance, active Employment Equity transformation, and optimizing talent pipeline retention.

Key Performance Areas & Responsibilities

Legislative & B-BBEE Compliance

• Champion and manage the HR metrics on the Broad-Based Black Economic Empowerment (B-BBEE) scorecard, specifically focusing on Management Control and Skills Development indicators.
• Act as the custodian for Employment Equity (EE), leading the internal EE Committee, driving transformation frameworks, and ensuring accurate, timeous submission of EEA2 and EEA4 reports to the Department of Employment and Labour.
• Oversee compliance across all operations with the Basic Conditions of Employment Act (BCEA), Labour Relations Act (LRA), and Occupational Health and Safety Act (OHSA).

Industrial & Labour Relations

• Formulate and lead progressive industrial relations strategies
• Interpret, implement, and monitor adherence to the Main Collective Agreement of the Bargaining Council for the Civil Engineering Industry (BCCEI).
• Represent the organization at the CCMA, Bargaining Councils, and internal tribunals during dispute resolutions, conciliations, and arbitrations.
• Govern and oversee legally compliant downscaling, retrenchment, and demobilization processes as engineering site contracts wind down.

Talent Acquisition & Mobilisation

• Develop and implement creative talent sourcing strategies to attract scarce and critical engineering skills registered with ECSA and SACPCMP.
• Design and maintain community-centric recruitment and selection templates for localised site labour, ensuring compliance with local project agreements, Expanded Public Works Programme (EPWP) expectations, and social compacts.
• Manage targeted induction plans that align corporate objectives with site-specific safety and culture goals.

Skills Development & Training

• Collaborate closely with the Skills Development Facilitator (SDF) to oversee the annual formulation and submission of the Workplace Skills Plan (WSP) and Annual Training Report (ATR) to the Construction Education and Training Authority (CETA).
• Maximise mandatory and discretionary grant recoveries from CETA through well-structured training interventions.
• Structure, track, and support specialized graduate mentorship programs to ensure candidate engineers satisfy ECSA registration frameworks.

Job Specifications & Qualifications

Formal Education

• Bachelor’s Degree in Human Resources Management, Industrial Psychology, or a related behavioral science field. BTech or Honours degree is highly advantageous**.**

Professional Affiliations

• Active, valid registration with the South African Board for People Practices (SABPP) is strongly preferred.

Experience Requirements

• 5 to 8 years of overall progressive HR experience. A minimum of 3 years operating at a management or senior generalist level specifically within a civil engineering, construction, or heavy industrial environment.

Core Skills & Knowledge

• Practical mastery of SA labor legislation (LRA, BCEA, EEA, SDA). In-depth working knowledge of BCCEI agreements, project mobilization structures, and CETA funding mechanics. Strong dispute resolution, negotiation, and community liaison capability.

Working Conditions & Trave

• Office-based with regular travel to remote, widespread geographic construction sites and project outposts across South Africa. Valid code B / EB driver's license is essential.

Pay: R17 000,00 - R57 000,00 per month

Work Location: In person