Human Resources Manager Full Time Job

Human Resources Manager job vacancy in Johannesburg.

Reporting to the Chief Executive Officer, the Human Resources Manager will develop and implement human resource strategies aligned with organisational objectives while ensuring compliance with labour legislation and HR best practices.

The role provides strategic and operational leadership across all areas of human resource management, with a strong focus on employee and labour relations, disciplinary processes, dispute resolution, organisational development, and representing the employer at the CCMA and bargaining councils

Location: Fourways, Johannesburg.

Salary: R38,000 – R40, 000 per month.

Minimum Requirements:

• Bachelor’s Degree in Human Resource Management, Industrial Psychology, Labour Relations, or a related field.
• A postgraduate qualification in Human Resource Management or Labour Law would be advantageous.
• A registered HR professional designation with the SABPP would be advantageous.
• Valid driver’s licence.
• Minimum of 8–10 years’ experience in Human Resources.
• At least five years’ experience in a senior HR management position.
• Extensive experience in employee relations, labour relations, and disciplinary processes.
• Proven experience representing employers at the CCMA and bargaining councils.
• Demonstrated experience chairing disciplinary hearings and managing complex labour disputes.
• Experience working with trade unions and collective bargaining processes.
• Expert knowledge of South African labour legislation, employment practices, and CCMA procedures.
• Excellent negotiation, mediation, and conflict-resolution skills.
• Strong leadership and people-management abilities.
• Excellent communication, interpersonal, report-writing, investigation, and presentation skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Strategic thinking and sound business acumen.
• Ability to work under pressure and manage sensitive matters objectively.
• High levels of integrity, confidentiality, and professionalism.

Duties and Responsibilities:

• Develop and implement HR strategies, policies, and procedures that support organisational objectives.
• Provide expert advice to management on all HR-related matters.
• Lead and manage the HR department to ensure effective and efficient service delivery.
• Promote a positive organisational culture and encourage employee engagement.
• Drive change-management initiatives and organisational development projects.
• Develop workforce plans and oversee recruitment strategies.
• Manage the complete recruitment, selection, and onboarding process.
• Implement initiatives to attract, retain, and develop high-performing employees.
• Oversee succession planning and talent-management initiatives.
• Coordinate performance-management processes and employee-development programmes.
• Advise management on employee relations matters and applicable labour legislation.
• Manage disciplinary processes, grievances, poor performance, incapacity, and misconduct cases.
• Chair and provide guidance on disciplinary hearings and internal appeals.
• Investigate alleged misconduct and prepare comprehensive investigation reports.
• Ensure procedural and substantive fairness in all labour-related matters.
• Build constructive relationships between management, employees, trade unions, and employee representatives.
• Lead collective bargaining processes where applicable.
• Represent the employer at the CCMA, bargaining councils, and other labour forums.
• Prepare case files, witness statements, documentary evidence, and legal submissions for CCMA proceedings.
• Manage conciliation and arbitration matters from initiation through to finalisation.
• Liaise with external labour consultants and legal representatives when required.
• Implement strategies to minimise labour disputes and reduce organisational risk.
• Ensure compliance with arbitration awards, settlement agreements, and court orders.
• Ensure compliance with the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act, and Protection of Personal Information Act.
• Monitor legislative changes and update HR policies and procedures accordingly.
• Oversee Employment Equity plans and statutory reporting requirements.
• Ensure HR policies and procedures remain legally compliant and operationally effective.
• Identify training and development requirements across the organisation.
• Oversee Workplace Skills Plan and Annual Training Report submissions.
• Coordinate leadership development and employee training initiatives.
• Monitor and assess the effectiveness of learning and development programmes.
• Oversee remuneration structures and salary-benchmarking exercises.
• Ensure compensation and benefits policies are applied fairly and consistently.
• Contribute to annual salary-review processes and employee-benefit programmes.
• Maintain accurate employee records and HR information systems.
• Prepare monthly, quarterly, and annual HR reports for executive management.
• Analyse HR metrics and recommend opportunities for continuous improvement.
• Manage HR budgets and ensure the cost-effective use of resources.