Senior HR Manager

Key Responsibilities

Industrial Relations & Employee Relations Take ownership of the organisation's Industrial Relations and Employee Relations function, including:

• Provide professional guidance to management on South African labour legislation and HR best practice.
• Manage disciplinary and grievance procedures.
• Facilitate and coordinate disciplinary hearings.
• Conduct and support workplace investigations.
• Manage misconduct, incapacity and poor-performance processes.
• Advise managers on progressive and corrective disciplinary action.
• Manage employee complaints and workplace disputes.
• Assist with CCMA matters where required.
• Ensure disciplinary procedures are applied consistently and fairly.
• Maintain accurate employee relations and disciplinary records.
• Identify emerging employee relations risks and recommend appropriate interventions.
• Build constructive relationships between employees and management.

Performance Management & Appraisals Lead and coordinate the organisation's Performance Management and Employee Appraisal processes across the workforce.

Responsibilities include

• Manage annual and periodic performance appraisal cycles.
• Ensure performance reviews are completed accurately and within agreed deadlines.
• Assist managers in establishing measurable KPIs and performance objectives.
• Monitor employee performance trends.
• Identify and address performance gaps.
• Manage and support Performance Improvement Plans.
• Provide managers with guidance on poor-performance processes.
• Support employee development and career progression.
• Assist with succession planning and talent development.
• Drive accountability for performance across the organisation.

Training, Learning & Development Take responsibility for coordinating the organisation's Training and Development strategy and activities. This includes:

• Conduct Training Needs Analyses.
• Develop and coordinate annual training plans.
• Identify skills gaps across the organisation.
• Coordinate internal and external training interventions.
• Manage training providers and contractors.
• Maintain accurate employee training records.
• Monitor training expenditure.
• Measure training effectiveness.
• Coordinate mandatory and compliance-related training.
• Support learnerships and skills development programmes where applicable.
• Ensure training initiatives support operational and organisational requirements.
• Promote continuous employee development.

SITA / SETA & Skills Development Submissions Manage and coordinate relevant SITA / SETA and Skills Development requirements, including:

• Workplace Skills Plan (WSP).
• Annual Training Report (ATR).
• Skills Development reporting.
• Training records and supporting documentation.
• Learnership and skills programme administration where applicable.
• Liaison with training authorities and external providers.
• Monitoring statutory submission deadlines.
• Maintaining accurate supporting evidence for Skills Development initiatives.
• Ensuring all required submissions are completed accurately and timeously.

Employment Equity & B-BBEE Provide leadership and administration relating to Employment Equity and B-BBEE compliance. Responsibilities include:

• Coordinate Employment Equity planning and reporting.
• Maintain accurate EE records.
• Support Employment Equity Committee requirements.
• Monitor progress against Employment Equity objectives.
• Prepare and coordinate required Employment Equity submissions.
• Support B-BBEE verification processes.
• Maintain Skills Development and HR-related B-BBEE evidence.
• Prepare documentation for audits and verification.
• Monitor HR-related elements affecting the B-BBEE scorecard.
• Ensure statutory reporting requirements are completed within prescribed deadlines.

Payroll Oversight Provide management oversight of payroll activities relating to an employee population of approximately 600 staff. Responsibilities include:

• Ensure employee information submitted for payroll is complete and accurate. • Review new appointments, terminations and employee changes. • Ensure salary adjustments and deductions are appropriately authorised. • Monitor payroll deadlines. • Review payroll-related reports. • Ensure leave and employee information aligns between HR and payroll. • Assist with the resolution of payroll queries. • Maintain appropriate payroll controls and confidentiality. • Work closely with the payroll function to ensure accurate and timely processing. This is an HR leadership and payroll oversight responsibility, rather than a purely payroll-processing position.

HR Reporting & Analytics Prepare accurate and meaningful HR reports for management, covering areas such as:

• Headcount and workforce statistics. • Employee turnover. • Absenteeism. • Recruitment. • Employee Relations and Industrial Relations. • Disciplinary matters. • Performance appraisal completion. • Training and Skills Development. • Employment Equity. • B-BBEE-related HR information. • Payroll-related employee information. • HR compliance. • Workforce trends and organisational risks. Use HR data to identify trends, highlight risks and provide practical recommendations to management.

Organisational Structures & Organograms Take responsibility for maintaining accurate organisational structures, including:

• Develop and maintain company organograms.
• Maintain reporting structures.
• Ensure position information remains accurate.
• Assist management with workforce planning.
• Support organisational restructuring where required.
• Maintain and update job descriptions.
• Assist with role clarification and organisational design.
• Ensure HR records align with approved organisational structures.

Contractors & External Service Providers Manage relevant HR contractors, consultants and service providers, including:

• Training providers. • HR consultants. • Labour-related service providers. • Recruitment or workforce-related suppliers where applicable. • Other external HR contractors. Monitor service delivery, documentation, compliance and performance to ensure external providers meet organisational requirements.

HR Operations & Employee Lifecycle Provide senior HR oversight throughout the employee lifecycle, including:

• Workforce planning. • Recruitment and selection support. • Onboarding. • Employment contracts. • Probation management. • Employee records. • Policies and procedures. • Leave management. • Employee transfers and changes. • Promotions. • Performance management. • Employee engagement. • Terminations. • Exit processes. • HR audits. • Labour legislation compliance. Ensure HR policies and processes remain appropriate for a large operational workforce within Residential Property and Hospitality.

Minimum Requirements

Qualifications

• Bachelor's Degree in Human Resources Management, Industrial Psychology, Labour Relations, Business Management or a related discipline – Essential.
• Additional qualifications in Labour Relations, Employment Law, Skills Development or Organisational Development will be advantageous.

Experience

• Proven experience at Senior HR Manager / Senior HR Business Partner / HR Operations Manager level.
• Experience supporting or managing a large employee population, ideally approximately 600 employees or a similarly complex workforce.
• Experience within Residential Property, Property Management, Hospitality, Hotels, Serviced Apartments, Accommodation or similar operational environments is highly advantageous.
• Experience operating within a multi-site environment will be advantageous.
• Strong hands-on Industrial Relations and Employee Relations experience.
• Proven experience managing disciplinary hearings, grievances, misconduct, incapacity and performance matters.
• Strong Performance Management and Performance Appraisal experience.
• Experience managing Training & Development and Skills Development initiatives.
• Experience with WSP, ATR and relevant SITA/SETA submissions.
• Strong working kn