HR Manager

Job Advert Summary

• The Human Capital Manager is responsible for implementing and driving Human Capital strategies, policies and processes at branch level, providing hands-on operational support across key HR functions including workforce planning, recruitment, employee relations, performance management, talent, Employment Equity, payroll and HR Reporting.
• The role operates within a highly unionised environment and supports both scheduled and non-scheduled employees, ensuring consistent application of Company policies, labour legislation and MEIBC Main Collective Agreement.

Minimum Requirements

• Relevant Human Resources/Human Capital qualification.
• Minimum 5-7 years’ generalist operational Human Capital experience, preferably within a manufacturing, steel, engineering, or heavy industrial environment.
• Minimum 3-5 years’ Human Capital supervisory/management experience.
• Proven experience working in unionised environment is essential.
• Demonstrated experience engaging with unions and shop stewards and managing industrial relations matters at operational level is essential.
• Practical experience working with scheduled employees governed by the MEIBC Main Collective Agreement is essential.
• Sound working knowledge and practical application of the MEIBC Main Collective Agreement.
• Sound working knowledge of the BCEA, LRA, EEA and other applicable South African Labour Legislation.
• Experience implementing performance management, recruitment, workforce planning, Employment Equity, succession, and employee development processes.
• ERP/HCM and time-and-attendance systems experience advantageous.
• Strong Microsoft Excel skills.
• Valid Code EB driver’s licence.

Skills & Attributes

• Strong operational Human Capital Management capability.
• Strong employee and industrial relations capability.
• Confident and credible in dealing with unions, shop stewards, employees, and operational management.
• Ability to interpret and practically apply labour legislation, MEIBC Main Collective Agreement, and Company policies.
• Strong conflict management, negotiation, and problem-solving skills.
• Ability to coach and guide managers through Human Capital and employee relations matters.
• Strong leadership and people-management capability.
• Sound judgement and ability to identify when matters require escalation.
• Strong communication and stakeholder-management skills.
• Strong planning, organisation, and execution.
• High levels of integrity, accountability, and professionalism.
• Resilient and comfortable operating in a demanding industrial environment.

Duties and Responsibilities

• Operational Human Capital Delivery: Implement Human Capital Strategies, policies and initiatives within the branch and provide practical HR guidance and support to line management. Ensure consistent application of Company Human Capital practices and escalation of matters requiring Senior Human Capital Management involvement.
• Employee Relations & Compliance: Manage day-to-day employee and industrial relations matters within a highly unionised environment, including disciplinary, incapacity and grievance processes, employee disputes, union and shop steward engagement, interpretation and application of the MEIBC Main Collective Agreement, and escalation of complex industrial relations matters where required. Support management in maintaining constructive labour relations and the consistent application of disciplinary and employee relations processes.
• Labour Legislation & MEIBC Main Collective Agreement: Ensure compliance with applicable labour legislation and employment conditions across both scheduled and non-scheduled employees. The role requires practical knowledge of the Basic Conditions of Employment Act and solid working knowledge and application of the MEIBC Main Collective Agreement requirements governing scheduled employees.
• Workforce & Employee Lifecycle: Support the implementation of approved workforce plans and manage branch-level recruitment, onboarding, employee movements, terminations and related Human Capital processes in accordance with approved structures, budgets, Company Policies & Processes and Employment Equity Goals.
• Performance & Talent: Drive the implementation of performance management, succession planning, talent identification and employee development processes at branch/operational level. Support and guide managers in applying these Policies and Processes consistently and escalate identified risks, skills gaps and talent requirements through the Human Capital structure.
• People Management: Lead, guide, coach and manage the Human Capital Officers supporting the operation, ensuring effective service delivery, appropriate prioritisation, consistent application of Human Capital Policies & Processes and timely escalation of risks and concerns.
• Reporting & Systems: Oversee payroll inputs, people analytics, reporting, expenditure and Human Capital systems/projects.

Deadline:11th September,2026