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Senior Human Resource Business Partner (5 Year Performance Based Fixed Term Contract Appointment)

Rand WaterZA

11 days ago

Job description

Job title : Senior Human Resource Business Partner (5 Year Performance Based Fixed Term Contract Appointment)

Job Location : Gauteng,

Deadline : November 09, 2025

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Minimum Requirements

Minimum : Bachelor’s Degree in Human Resource Management, Industrial Psychology, Social Sciences, Commerce, or related field (NQF 7).

Postgraduate qualification in Management, Strategic Human Capital, or Organisational Development (NQF 8) preferred.

Desired : Professional registration with a recognised body such as SABPP, HPCSA, or equivalent is desirable.

Additional certification in Labour Relations, Compliance, or Public Sector Governance will be an advantage, to support fair and transparent workforce management.

Minimum : 8–10 years’ HR experience.

Proven track record in leading HR strategy, labour relations, workforce transformation, and governance compliance.

Demonstrated ability to manage stakeholder relations (executives, unions, regulators) with accountability and transparency.

Desired : Experience in public-sector or regulated environments will be a strong advantage, to ensure efficiency and compliance with governance frameworks.

Primary Duties

Develop and implement human capital strategies and policies that align with organisational goals and municipal integration.

Direct strategic HR frameworks that ensure accountability, transparency, fairness, efficiency, and compliance.

Manage recruitment, selection, and placement processes that are fair, transparent, and efficient.

Develop succession, manpower, and career development frameworks that align with organisational needs and sustainability.

Develop and implement employment equity and transformation initiatives that advance diversity and inclusivity.

Monitor and administer progress against equity targets, maintaining accountability and transparency.

Implement performance management frameworks that promote accountability and fairness.

Direct training, development, and capacity-building programmes aligned with organisational objectives.

Manage labour relations processes to maintain compliance with legislation and collective agreements.

Administer grievance, dispute, and disciplinary processes in a fair, accountable, and transparent manner.

Develop and implement inclusive employee wellness frameworks that enhance organisational efficiency.

Manage employee support systems that maintain fairness and transparency.

Manage HR budgets and financial reporting in line with PFMA, MFMA, and governance standards.

Control cost drivers and implement measures that maintain efficiency and accountability.

Manage HR information systems to maintain accurate, transparent, and compliant workforce data.

Direct workforce analytics to support accountable decision-making.

Implement HR policies and practices that comply with legislation and governance standards.

Administer audit processes and corrective actions in a transparent and efficient manner.

Develop initiatives that strengthen culture and embed accountability, fairness, and efficiency.

Coordinate engagement with executives, unions, and municipal partners on HR transformation.

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