Human Resource Manager 

Primary Purpose of the Job 

To provide a one-stop, end-to-end HR generalist and HR Business Partner service to the business by building strong, trusted relationships with leaders and teams, and by delivering people solutions that support operational excellence, governance, and sustainable performance. 

The role combines HRBP accountability, hands-on HR delivery, and people-related project leadership, ensuring that HR practices are compliant, consistent, future-focused, and aligned to the organization’s strategic objectives and values. 

Key Performance Areas (KPAs) 

1. HR Business Partnering & Stakeholder Management

• Act as a trusted HR Business Partner to assigned portfolios (property, asset management, corporate or operational teams). 

• Partner with leaders to understand business priorities and translate these into effective people, structure, and capability solutions. 

• Provide proactive, practical HR advice aligned to business outcomes, risk management, and best practice. 
  

2. Workforce Planning, Talent & Resourcing

• Ensure that business partners’ staffing and workforce needs are met through effective workforce planning and recruitment support. 

• Partner with hiring managers to ensure quality hiring, role clarity, and effective onboarding. 

• Support talent pipelines, internal mobility, and succession planning for critical and scarce skills within the REIT environment. 

3. Onboarding, Employee Experience & Culture

• Ensure that all new employees are effectively onboarded and understand company policies, procedures, values, and ways of working. 

• Facilitate a culture where people can grow, perform, innovate, and contribute meaningfully to business success. 

• Support engagement initiatives and respond to employee feedback to improve retention and performance. 

4. Performance Management & People Development

• Guide and support managers with day-to-day performance management, coaching, and development conversations. 

• Support annual and in-year performance cycles, including goal setting, reviews, and improvement plans. 

• Enable people development through training coordination, leadership capability building, and learning initiatives. 

5. Employee Relations & Labour Risk Management 

• Effectively manage all industrial relations and employee relations matters (discipline, grievances, misconduct, incapacity, poor performance). 

• Ensure fair, consistent, and legally compliant processes to minimize labour risk and protect the organization. 

• Coach line managers on appropriate people management practices and escalation requirements. 

6. HR Projects & Change Support

• Lead or contribute to HR-related projects such as policy refreshes, system enhancements, engagement initiatives, transformation or organizational development interventions. 

• Support change initiatives by enabling communication, readiness, and people impact management. 

• Ensure HR projects are delivered on time, within scope, and aligned to business needs. 

7. HR Governance, Compliance & Policy Management

• Design, implement, maintain, and uphold all relevant HR policies, procedures, and frameworks in line with legislation and best practice. 

• Ensure compliance with labour legislation, skills development, employment equity, and other statutory requirements. 

• Ensure accurate and timeous submission of statutory and regulatory reports. 

8. HR Systems, Administration & Data Integrity

• Manage and maintain the Human Resources Information Management System (HRIMS), ensuring data integrity and reliability. 

• Oversee effective HR administration across the employee lifecycle (appointments, changes, exits, records). 

• Provide accurate HR data and insights to support reporting, audits, and decision-making. 

Job-Specific Requirements 

Job Knowledge 

• HR policies, procedures, and governance frameworks 

• South African labour and employment legislation (including BCEA, LRA, EEA, Skills Development) 

• HR value chain components and HR best practice 

• Principles of Organizational Development and change management 

• Exposure to HR analytics, dashboards, and workforce reporting 

• Understanding of governance requirements in a listed or regulated environment (e.g. REITs) 
  

Job-Related Skills 

• Conflict resolution and negotiation 

• Human Resources management and advisory skills 

• Strong interpersonal, communication, and influencing capability 

• Leadership and persuasion skills 

• Planning, organizing, and prioritization 

• Problem-solving and sound judgement 

• Relationship management and stakeholder engagement 

• Presentation and facilitation skills 

• People development, coaching, and counselling skills 

• Project management skills (HR initiatives and change programmes) 

• HR system optimisation and process improvement capability 
  

Job Experience:

Essential 

• Minimum 5 years’ experience in a Human Resources Generalist or HR Business Partner role 

• Minimum 2 years’ experience managing Labour Relations / Employee Relations matters 

Education 

• Bachelor’s degree in human resource management / industrial psychology or equivalent 

Competency Requirements 

Essential 

• Relating and Networking 

• Coping with Pressures and Setbacks 

• Deciding and Initiating Action 

• Planning and Organizing 

• Adhering to Principles and Values 

• Persuading and Influencing 

• Presenting and Communicating Information 

• Analyzing and Interpreting Information