Our client within the finance industry seeks to appoint an experienced and suitably qualified Human Resource Manager to join their team based in Durban.

Key Duties

Talent Acquisition

  • Identify talent needs for business to succeed.
  • Manage the entire talent acquisition function from sourcing to onboarding.
  • Use available sourcing strategies to attract suitably qualified candidates in the work market.
  • Ensure that the candidates skills set align to competencies of the position at hand and or have great potential to grow into the role.
  • Talent search to be intentional in including less represented groups within the organization thus supporting our transformation objectives.
  • Build employee advocacy through developing and improving the company employer value proposition to existing and prospective talent.
  • Activate and localize employer brand.
  • Work closely with L&D team on the induction and onboarding of new engagements.
  • To manage relationships with internal and external stakeholders
  • To align to our Amazing service philosophy

Employee Relations

  • To manage the employee relations function, minimise and mitigate risk to the company. To represent the company at disciplinary hearings and at CCMA with the assistance of Labour Specialist
  • To drive contemporary and relevant people practices to achieve healthy employee/ employer relationships for optimal business results
  • To identify business needs, address HR matters raised by the business, offer relevant solutions
  • To give professional HR support and consultation throughout the business
  • To manage policies and procedures regarding people practices in the company
  • To offer consultation and counselling to the business on Performance Management

Organisational Development

  • To manage Workforce planning and talent pipelining
  • Gauge employee engagement via annual climate survey, quarterly pulse checks (eNPS), detect patterns, using suitable diagnostic methods. Based on emerging needs at a point in time analyse and follow through to suitable interventions
  • Create a framework for enhancing an already strong culture, by way of exploring new ways of relating, connecting employees and tapping into diverse experiences
  • To market the employee value proposition and employer brand.
  • Review position management: position tites, profiles and job evaluation working hand in hand with Compensation and Benefits management portfolio.
  • To monitor and augment the employee assistance programme offered by the external provider
  • Play a key role in achieving and maintaining an “Employer of Choice” status by supporting all people practice initiatives.
  • Provide business with tools for effective people management conversations between leaders and employees.
  • Keep abreast of people mgmt technology changes / digital transformation
  • Design the HR cycle in such a way that it aligns to the business rhythm

HR Governance

  • To manage and maintain the general HR administrative function as required
  • Develop and review policies and guidelines in line with prevailing labour legislation and business needs and a point in time
  • Safeguard adherence to people management policies and procedures
  • Anticipate and minimise people mgmt. risks using compliance guidelines
  • Ensure that all relevant legislative reports are submitted within stipulated due dates
  • Protect people confidential data and secure archiving of personal records
  • Keep orderly and structured people mgmt. records, using a reliable filing system
  • Perform random compliance checks on selected policies / processes quarterly to ensure adherence to compliance mandates
  • Attain clean HR audits


  • Manage the HR Budget process and report monthly on spend versus budget
  • Produce monthly HR report on operations plans
  • Compile and collate stats required for relevant HR reports
  • Use HR Operational guidelines as a measurement tool
  • Explore efficient ways of doing HR using technology, identify what processes could be disrupted

People and stakeholder Management

  • Coach and develop the HR generalist team to enable meaningful contribution
  • Communicate with the team what is expected of them, how their individual roles fit in with company goals and hold them accountable
  • Remove barriers and create an enabling environment to work
  • Promote an effective feedback loop with the team
  • Maintain strong stakeholder relationships and deliver needs based HR initiatives and services
  • Hold monthly performance consulting needs with mgmt. (learning/ performance / environmental) and provide them with information to make decisions
  • Act as a sounding board for business
  • Inform business about development within HR, and areas


  • Analytical and critical thinking
  • Excellent written and verbal communication skills
  • Numeracy skills, logical, systematic, risk focused, sound judgement, attention to detail
  • Digital awareness and literacy
  • Adapting to change, problem identification and solution driven

If you do not receive any feedback within 14 days, kindly consider your application unsuccessful.

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Desired Skills:

  • Bachelor’s in Commerce / Arts in lndustrial Organisational Development / Pyschology / HR and or equivalent. A post grad qualification would be advantageous. –
  • 7 to 8 years in a HR management role with HR Generalist experience. –
  • Microsoft office suite (intermediate to advanced)

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