Head of Human Capital

Main Purpose/Objectives of the Job:

Strategic Leadership & Advisory

Define and drive the overall people strategy, ensuring the business is optimally structured, resourced, and aligned to deliver on business priorities.

• Shape organisational structures and roles to improve clarity, accountability and organisational effectiveness.
• Align workforce capability decisions and skills planning with both current operational needs and future business requirements.
• Partner with executive leadership to provide people insights that inform business decisions and direction.
• Position the Human Capital function as a trusted advisor and partner to the Executive Team, providing insight and guidance on all people-related matters and ensuring people considerations are embedded in planning and execution.
• Lead organisational development and transformation initiatives to support evolving business needs.

Talent Management & Development

Build organisational capability by strengthening the full talent lifecycle, ensuring the business attracts, develops, and retains high-performing individuals and teams.

• Define and implement talent acquisition and Employee Value Proposition (EVP) strategies to attract and retain critical skills.
• Design and embed practical end-to-end talent lifecycle processes, including attraction, onboarding, performance, development, and retention, ensuring
• consistency and effectiveness.
• Implement strategic workforce and succession planning plans to build bench strength and ensure business continuity.
• Identify capability gaps and drive learning & development initiatives to strengthen team effectiveness and future readiness.
• Develop performance management frameworks that drive accountability, differentiate performance, and support high performance.
• Strengthen leadership capability by enabling managers to effectively lead, manage performance, and make sound people decisions.
• Build and lead a high-performing, values-aligned Human Capital team that supports business delivery.

Culture & Engagement

Actively shape and embed a values-driven culture that supports performance, strengthens engagement, and promotes an inclusive and sustainable working environment.

• Embed and reinforce "the Sir Fruit way" by ensuring the Companys values, brand ethos, and customer promise are clearly understood, lived internally, and consistently reflected in how teams operate and engage
• Foster a culture of accountability and ownership in how people and performance are managed, ensuring culture supports delivery
• Promote diversity, equity, and inclusion across the business, ensuring fair and equitable people practices
• Drive employee engagement initiatives through clarity, communication, and leadership behavior to strengthen alignment across the business and promote retention
• Support employee well-being by enabling a work environment that promotes sustainable performance.

Governance & Reporting

Ensure strong governance, compliance, and visibility across all Human Capital practices, supported by accurate reporting and data-driven insights.

• Ensure full compliance with South African labour requirements through the development of policies and process and aligning these to people practices.
• Oversee payroll management to ensure accuracy and compliance.
• Drive compliance initiatives and ensure accurate and timely statutory reporting, including B-BBEE, Employment Equity, and Skills Development reporting.
• Establish and maintain Human Capital reporting frameworks, providing visibility on key metrics such as headcount, turnover, engagement, performance and overall organisational health.
• Leverage HR analytics and systems to provide insights that inform business decision-making.

What success in this role looks like:

Success will be reflected in a Human Capital function that is credible, embedded, and actively contributing to how the business performs and operates.

Key success outcomes include:

• Clear and effective organisational structures that support accountability and delivery.
• Consistent, practical application of people processes across teams and functions.
• Managers who confidently lead, manage performance, and make sound people decisions.
• A culture that reinforces ownership, accountability, and high standards of performance.
• Strong alignment between leadership, teams, and business priorities.
• Human Capital function that is trusted, relevant, and actively used by the business.

Minimum Requirements:

Qualifications & Experience

• Minimum Bachelors degree in Human Resource Management or related field.
• Honours or Masters degree preferred.
• Registration with a professional body such as SABPP or HPCSA is advantageous.
• Minimum 10 years progressive HR Management experience.
• At least 5 years in a senior leadership role, operating at or close to executive level.
• Proven track record in delivering people strategies aligned to business priorities.
• Experience shaping organisational structures and improving team effectiveness.
• Strong experience embedding performance management and accountability.
• Proven ability to work closely with leadership and line managers to drive performance and growth.
• Experience building or evolving a Human Capital function.
• Experience in fast-paced, operational environments; FMCG, manufacturing, or similar industry experience would be advantageous.

Key Skills and Competencies

• Business Acumen: Understands how people, structure, and capability impact performance
• Hands-On Operator: Comfortable working in the detail while setting direction
• Systems & Process Thinking: Able to design and embed practical, effective people processes
• Leadership & Influence: Builds credibility and influences across all levels
• Change & Implementation: Drives and embeds change in a practical and sustained way
• Labour Law & Compliance: Strong knowledge of South African labour legislation
• Decision-making: Applies sound judgement in complex and sensitive situations
• Execution Discipline: Delivers consistently and ensures accountability
• Resourcefulness & Agency: Takes ownership and drives outcomes
• Relationship Building: Builds strong, trusted relationships across the organisation
• Communication: Clear and confident communicator
• Emotional Intelligence: Navigates complex people dynamics effectively
• Culture Awareness: Reinforces behaviors required for performance
• Adaptability: Operates effectively under pressure and changing priorities.