[Hiring] HR Manager @Talent Shore

Role Description

We are looking for an experienced and knowledgeable HR Manager to take ownership of the day-to-day HR function within the organisation. This is a hands-on role suited to an HR professional who has strong practical experience in South African labour legislation, employee relations, disciplinary procedures, performance management and dispute resolution. The successful candidate will work closely with senior management and directors, providing sound HR guidance and ensuring that HR practices and employment decisions are fair, consistent and legally compliant. The ideal candidate will be confident dealing with sensitive employee matters, comfortable advising management on complex HR issues, and experienced in managing disciplinary and CCMA processes from preparation through to resolution. As this is a remote position, the successful candidate must be highly organised, professional, self-motivated and able to communicate effectively with management and employees in a virtual environment.

Qualifications

• Relevant degree or diploma in Human Resources, Labour Relations, Industrial Relations, or a related field.
• Minimum 5 years’ relevant HR experience, preferably at HR Manager or senior HR level.
• Strong practical knowledge of South African labour legislation.
• Demonstrable experience managing disciplinary procedures and employee grievances.
• Practical experience dealing with CCMA matters, including conciliation and arbitration.
• Experience drafting and managing employment contracts and HR documentation.
• Strong experience in performance management, including poor performance and incapacity processes.
• Experience working directly with senior management and/or directors.
• Strong understanding of employee relations and dispute resolution.
• Excellent written and verbal communication skills.
• Strong attention to detail and administrative accuracy.
• High level of confidentiality, professionalism and integrity.

Requirements

• Manage and oversee the organisation’s day-to-day HR function.
• Implement, maintain and continuously improve HR policies, procedures and processes.
• Provide professional HR advice and support to both management and employees.
• Maintain accurate and up-to-date employee records, personnel files and HR documentation.
• Ensure employee information is handled with a high level of confidentiality and professionalism.
• Prepare HR reports and provide relevant HR information and insights to senior management.
• Identify potential HR risks and implement appropriate corrective and preventative measures.
• Ensure HR processes are consistently applied across the organisation.
• Provide expert guidance to management on South African labour legislation and employment practices.
• Ensure HR policies and employment practices remain aligned with applicable legislation.
• Advise management on employment-related decisions and potential HR risks.
• Ensure disciplinary, performance and employee-relations processes are handled in a procedurally and substantively fair manner.
• Provide guidance to managers on employee relations matters.
• Manage and advise on disciplinary procedures, misconduct, employee grievances, poor work performance, incapacity, suspensions, and dismissals.
• Draft and review relevant HR documentation, including notices, warnings and disciplinary documentation.
• Facilitate disciplinary hearings and grievance procedures.
• Support managers in handling difficult and sensitive employee situations.
• Maintain accurate records of disciplinary and employee-relations matters.
• Manage and coordinate CCMA matters from initial notification through to resolution.
• Prepare documentation, case files and supporting evidence for conciliation and arbitration.
• Represent or assist in representing the organisation during CCMA proceedings.
• Liaise with external labour consultants and attorneys where required.
• Oversee the full recruitment process from vacancy approval through to appointment.
• Draft and update job descriptions in consultation with management.
• Support managers with recruitment and selection processes.
• Conduct or coordinate reference and background checks.
• Prepare employment offers and employment contracts.
• Ensure all required employment documentation is completed accurately.
• Manage onboarding and induction processes for new employees.
• Monitor employee probation periods and ensure probation reviews are completed appropriately.
• Develop, implement and maintain effective performance management processes.
• Monitor and support the performance-management process across the organisation.
• Guide managers on performance-related concerns and appropriate interventions.
• Assist managers with poor performance counselling and incapacity procedures.
• Ensure performance-related processes are appropriately documented and managed fairly.
• Identify recurring performance or organisational issues and recommend appropriate HR interventions.
• Act as a trusted HR advisor to senior management and directors.
• Provide practical and commercially sound HR advice on employee-related decisions.
• Assist management in navigating complex employee-relations matters.
• Identify potential legal, procedural and employee-relations risks before they escalate.
• Promote consistent and professional HR practices throughout the organisation.

Benefits

• This is a fully remote position, allowing for flexibility in work location.
• Opportunity to work independently while maintaining strong communication with management and employees.
• Professional approach to virtual communication is encouraged.
• Supportive work environment that values productivity and accountability.

What Success Looks Like

• HR policies and processes are effectively implemented and maintained.
• Management receives accurate, practical and timely HR advice.
• Employee-relations matters are handled professionally and consistently.
• Disciplinary, grievance, performance and incapacity processes are properly documented and procedurally fair.
• CCMA matters are effectively prepared and managed.
• The organisation remains compliant with applicable labour legislation.
• Employee records and HR documentation are accurate and up to date.
• Recruitment and onboarding processes are efficient and professional.
• HR risks are identified early and appropriately addressed.
• Managers feel supported and confident when dealing with employee-related matters.