The following has become available at Bidvest Vericon Outsourcing:

Position:  HUMAN RESOURCES MANAGER

Department: Human Resources

Site Location: Sandton, Johannesburg

ABOUT THE ROLE

The Human Resources Manager leads the full HR function across TES and Outsourcing environments. The role is accountable for HR governance, labour law compliance, employee relations, workforce planning, performance management, Employment Equity, B-BBEE and people-related ESG reporting. It is a hands-on position requiring sound business judgement, strong labour relations expertise and the ability to translate legal, operational and client requirements into practical, consistent and audit-ready people practices.

CORE KEY RESPONSIBILITIES

1. HR strategy, governance and organisational effectiveness

• Implement HR strategies and people plans aligned with business priorities, operational requirements and Group governance expectations.
• Advise executive leadership and operational management on people risks, organisational design, workforce planning, succession and resourcing.
• Develop, review and maintain HR policies, procedures, standard operating procedures, employment templates and controls that are consistently applied and audit-ready.
• Monitor HR risks, compliance obligations, budgets, people indicators and workforce trends, and recommend practical corrective action.
• Drive employee engagement, retention, organisational culture and employee wellbeing initiatives aligned with business needs.

2. Employee relations, industrial relations and labour law

• Lead employee relations matters across branches, client sites and operational environments, including discipline, grievances, incapacity, poor performance, absenteeism, retrenchments and terminations.
• Ensure processes and outcomes are fair, consistent, legally compliant and supported by complete documentation.
• Represent the company at the CCMA and relevant Bargaining Councils, and coordinate external legal support when required.
• Advise management and employees on labour legislation, collective agreements, employment conditions and workplace processes.
• Engage constructively with trade unions, employee representatives and other stakeholders to resolve workplace matters and reduce legal, operational and financial risk.

3. TES, Outsourcing and client-site HR compliance

• Experience managing large temporary and outsourced workforces across multiple client sites and industries.
• Strong understanding of TES legislation, including Section 198 requirements and associated compliance obligations.
• Ensure compliant employment and assignment practices across permanent, temporary and fixed-term workforces, including contracts, onboarding, deployment and employee records.
• Monitor compliance with client contracts, service levels, site rules, labour deployment requirements and applicable collective agreements.
• Provide guidance on legal and operational risks relating to joint and several liability within labour, employment, and outsourcing environments.
• Lead or support labor, client and HR control audits and ensure that supporting evidence is complete, accurate and readily available.
• Provide HR leadership on client-related workforce matters, operational escalations and people-risk mitigation.
• Support operational and commercial teams during client audits, tenders and workforce planning initiatives.

4. Workforce performance, remuneration governance and employee lifecycle

• Lead the performance management framework, including goal setting, probation, performance reviews, improvement plans and development plans.
• Guide managers on fair and consistent performance leadership and employee lifecycle decisions.
• Oversee remuneration and benefits governance, including benchmarking support, salary review processes and employee benefit programmes.
• Partner with Payroll to maintain employee data integrity and compliance with employment terms, timekeeping, attendance and payroll controls.
• Track vacancies, retention, turnover, employee relations trends and other material HR indicators.

5. Employment Equity, B-BBEE, transformation and ESG

• Lead Employment Equity planning, committee processes, statutory reporting and supporting evidence.
• Coordinate HR-related B-BBEE planning, evidence management and verification submissions, particularly Management Control, Skills Development, workforce demographics and transformation initiatives.
• Maintain complete and accurate B-BBEE Toolkit information, schedules, employee data and supporting evidence.
• Engage B-BBEE verification agencies, respond to information requests and queries, and manage HR-related verification requirements through to completion.
• Apply verification methodology, sampling and evidence requirements to identify and close submission gaps proactively.
• Coordinate, validate and submit people-related ESG metrics and evidence for internal, client and Group reporting, including diversity, skills development, employee wellbeing and labour-related measures.

6. HR systems, reporting and information governance

• Maintain accurate, secure and confidential employee records and evidence across the employee lifecycle.
• Oversee effective use of HR information, recruitment, timekeeping and related people systems.
• Prepare accurate HR reports, dashboards, statutory submissions and management information for EXCO, Board, Audit Committee, client and operational reporting.
• Maintain appropriate controls over employee data, document retention, access management, confidentiality and reporting accuracy.

SUPPORT AND ENABLING RESPONSIBILITIES

Employee Relations and Industrial Relations

• Support the IR Manager with disciplinary processes, grievance handling, incapacity matters, dispute resolution and labour-related investigations where required.
• Provide guidance to management on the application of labour legislation, company policies, disciplinary codes and employee relations best practices.
• Assist with preparation for CCMA, Bargaining Council and other labour-related proceedings, including documentation, evidence gathering and representation support.
• Support workforce restructuring, consultations, retrenchments, transfers and organisational change initiatives in compliance with applicable legislation.
• Monitor employee relations trends, risks and case outcomes, and recommend proactive interventions to maintain a stable and productive workforce.
• Ensure employee relations records, case files and supporting documentation are maintained accurately and are audit-ready.
• Support the development and implementation of employee engagement, communication and workplace culture initiatives in collaboration with the IR Manager and business stakeholders.

Recruitment and Onboarding

• Support the Recruitment Manager with permanent, temporary and fixed-term recruitment where required.
• Provide HR governance oversight for high-volume recruitment, onboarding, workforce structures and resourcing plans.
• Ensure recruitment and onboarding practices comply with legislation, client requirements and internal governance standards.

Learning and development

• Support the L&D Manager in identifying skills gaps, training priorities and compliance-related learning needs.
• Contribute to learning plans, learnerships, internships and leadership development initiatives.
• Provide HR input into WSP and ATR submissions and support engagement with SETAs and training providers.
• Ensure training records, evidence and submissions are complete, accurate and audit-ready.

Occupational health, safety and employee wellbeing

• Support the OHS Manager with employee-related health and safety matters, investigations, documentation and committee processes.
• Promote employee wellness and wellbeing initiatives in collaboration with the OHS Manager and relevant stakeholders.

Minimum Requirements

Qualifications

• Degree in Human Resources Management, Industrial Psychology, Labour Relations or a related field.
• A postgraduate qualification and SABPP professional registration are advantageous.

Experience

• Minimum 5 to 8 years’ progressive HR generalist experience, including management or senior HR advisory experience.
• Experience in a TES, outsourcing, staffing, labour-intensive, multi-site or client-site environment is strongly preferred.
• Demonstrated employee relations and labour law experience, including discipline, grievances, incapacity, retrenchments and CCMA or Bargaining Council matters.
• Practical experience in Employment Equity, Skills Development, WSP and ATR submissions, B-BBEE evidence management, verification agency engagement and people-related ESG reporting.
• Experience in workforce planning, performance management, HR reporting, payroll governance, recruitment and onboarding.
  Knowledge and technical capability
• Sound knowledge of South African labour and employment legislation, including the LRA, BCEA, Employment Equity Act, Skills Development Act and Occupational Health and Safety Act.
• Working knowledge of CCMA and Bargaining Council processes, TES and outsourcing labour requirements, client-site compliance and employee deployment practices.
• Understanding of payroll, time and attendance, HR information systems, employee data reporting and HR governance controls.
• Knowledge of B-BBEE verification requirements, evidence preparation, verification agency engagement and people-related ESG metrics.
• Advanced Microsoft Excel and HR reporting capability, with strong policy drafting, SOP development, case management, analytics and evidence-management skills.

Behavioural competencies

• High integrity, discretion and confidentiality.
• Strong business acumen, sound judgement and practical problem-solving ability.
• Clear communication, conflict resolution, negotiation and stakeholder management skills.
• Leadership capability with high attention to detail, accuracy and quality.
• Ability to work under pressure, prioritise effectively and follow matters through to completion.
• Commercially aware, solutions-focused and comfortable in a hands-on operating environment.

The Company reserves the right not to make an appointment.

Appointments shall be in line with the Company’s Employment Equity Policy

*Only shortlisted candidates will be contacted.

Should you not receive any feedback within 2 Weeks of application, consider your application as unsuccessful.

Closing date: 28/09/2026