Senior Manager : Human Capital Operations

Zeda LimitedGauteng, South Africa

10 days ago

Job description

Overview

Core purpose of the role

The Senior Manager : Human Capital (South Africa) serves as a strategic business partner, accountable for leading and executing the Human Capital agenda across the South African operations. The role provides strategic direction, governance, and leadership across all people-related functions to enable business performance, organisational agility, and transformation. The incumbent drives the implementation of people strategies that build leadership capability, foster a high-performance culture, and ensure compliance with South African labour legislation.

Responsibilities

Strategic Leadership and Business Partnership

Partner with the Executive : Chief Human Capital Officer and functional executive leaders to translate business strategy into actionable people priorities

Lead the design and execution of the annual Human Capital plan, ensuring alignment to business and HC strategy objectives

Provide strategic insights on workforce trends, organisational design, and leadership capability

Act as a trusted advisor and coach to executives and senior management

Use people analytics and reporting to drive decision-making and track impact of HC interventions

Governance, Risk and Compliance

Ensure compliance with South African labour legislation (LRA, BCEA, EE Act, SDA, OHSA) and company policies

Implement and maintain governance frameworks across all HC processes and decisions

Identify and mitigate people-related risks proactively through robust controls and monitoring

Lead and oversee disciplinary, grievance, and dispute processes, ensuring procedural and substantive fairness

Represent the company in external dispute forums, including CCMA or Bargaining Council conciliations and arbitrations

Workforce Planning, Talent and Capability Management

Lead workforce planning initiatives to ensure organisational structures are optimised for efficiency and agility

Partner with business leaders to identify and address current and future talent needs

Drive leadership development and succession management processes for critical roles

Oversee the implementation of the talent review and HIPO development processes

Strengthen internal talent mobility and retention through proactive talent management

Learning and Development

Champion a culture of continuous learning, capability development, and leadership growth

Partner with the Learning & Development team to deliver impactful programmes that address identified skills gaps

Support managers in embedding learning outcomes and performance improvement

Performance, Reward and Recognition

Promote a performance-driven culture aligned to organisational goals and values

Partner with the Remuneration and Benefits team to ensure equitable pay and fair application of remuneration and reward policies

Provide strategic input into annual salary reviews, incentive allocations, and recognition frameworks

Use data to drive reward decisions that support engagement and retention

Employee Relations and Engagement

Provide strategic oversight and guidance on all Disciplinary Enquiries (DEs) and grievance matters

Ensure all ER practices uphold procedural and substantive fairness and are consistent with company policy and labour law

Analyse ER trends to identify emerging risks and recommend proactive interventions

Drive employee engagement initiatives, monitor climate, and support action planning post-surveys

Champion employee wellness initiatives and promote a healthy, safe, and inclusive work environment

Transformation, Diversity and Inclusion

Drive Employment Equity and Skills Development compliance and ensure achievement of transformation targets

Oversee functional Employment Equity and Skills Development Forums across business units

Provide quarterly transformation insights and reporting to management and governance structures

Foster a culture of inclusion and belonging aligned with organisational values

Change Management and Organisational Effectiveness

Lead the people dimension of organisational change initiatives, ensuring engagement and adoption

Partner with business leadership to embed culture shifts and align structures, systems, and people

Promote innovation and continuous improvement within the Human Capital function

Champion digitisation and the use of technology to enhance HC efficiency and employee experience

People Leadership

Create and maintain a climate conducive to performance to ensure that the company delivers against objectives

Provide clear direction and decisive leadership to direct reports, ensuring all are aligned to the goals and have a clear purpose

Set clearly defined performance standards / targets for direct reports, holding them accountable to achieve these and providing support and guidance where needed

Create and maintain a constructive atmosphere within the team, engaging and motivating direct reports to always give their best, while respecting diversity

Ensure direct reports adhere to set business policies and procedures, emphasising the importance of general discipline at work and objectively correcting and handling any deviations as they arise

Set the example to the team and deliver on the employee value proposition by leading the team and the business in line with the Zeda Leadership pledge

Support and encourage direct reports to drive their own individual development plans in order to further grow as professionals in their jobs

Stakeholder Management

Build and maintain strong, professional partnerships with executives, people managers, employees, and external stakeholders

Partner cross-functionally with Centres of Excellence (OD, Talent, Rem and Ben, Employee Relations) to deliver integrated solutions

Represent the HC function at internal committees, governance structures, and external forums

Influence business decisions by providing credible, data-informed people insights

Qualifications and Experience

Academic Qualifications

Essential :

Bachelor's degree (NQF 7) in human resources, Industrial Psychology, Human Sciences or related field

Valid Driver's License

Advantageous :

Postgraduate qualification (NQF 8) in Business, Human Capital, or Organisational Development

Note :

Will be required to travel occasionally to regional branches and operational sites within South Africa.

Work Experience

Essential :

Minimum 10 Years' Human Capital experience, with at least 5 years in a managerial or strategic business partner role

5-10 years' In-depth knowledge of South African labour legislation, industrial relations, employee relations and employment equity frameworks

5-10 Years' Proven experience managing Disciplinary Enquiries (DEs), complex ER cases, and representing the company at CCMA at conciliation and arbitration

5-10 Years' Demonstrated success in organisational transformation, leadership enablement, and strategic workforce planning

Advantageous :

Experience leading large-scale change and transformation initiatives

Note on Travel

Will be required to travel occasionally to regional branches and operational sites within South Africa.

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Human Capital Manager • Gauteng, South Africa

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