Regional Human Resources Manager

Main Purpose of Position

The Regional Human Resources Manager coordinates the provision of Human Resources support services across the business unit and product lines with a designated geographical area, in compliance with legislation and Company policies and procedures.

Effective Management of Employee  Relations Function

• Employee & Industrial Relations Leadership: Manage the end-to-end Employee Relations (ER) function for the region, ensuring all disciplinary processes align with company codes of conduct and relevant labour legislation.

• Dispute Resolution & Representation: Represent the company at the CCMA, Bargaining Councils, and Labour Court in dispute resolution.

• Union & Stakeholder Engagement: Build and maintain effective relationships with trade unions and lead regional collective bargaining and contract compliance initiatives.

• Management Advisory & Training: Advise and train regional line management on labour law developments, CCMA/Labour Court precedent changes, and sound ER practices.

• Organizational Communication: Establish, drive, and maintain structured internal employee communication channels to support organizational development and employee engagement.

Key Requirements & Skills

• Proven track record in managing regional Industrial and Employee Relations operations.

• Expert knowledge of CCMA processes, Bargaining Councils, and Labour Court procedures.

• Hands-on experience leading union engagements, collective bargaining, and large-scale retrenchments.

• Strong leadership, consulting, and conflict-resolution skills.

Effective Staff Resourcing

• Engage regularly with regional management to assess recruitment needs, workforce trends, and operational delivery challenges.

• Drive robust HR planning to align staffing levels with approved organizational structures.

• Ensure strict compliance with company policies and governance regarding recruitment approvals and processes.

• Oversight and management of comprehensive candidate vetting and background screening protocols.

• Ensure all offers and employment terms adhere to the established remuneration policy.

• Streamline recruitment administration to guarantee accurate and timely data flow for onboarding, rostering, and system loading.

Manage Organizational Employee Engagement

• Lead organizational change initiatives on a project basis.

• Drive high levels of employee engagement throughout change management processes by:

• Overseeing the implementation of Employee Satisfaction Surveys to evaluate baseline engagement levels.

• Analyzing survey results to identify key trends and actionable insights.

• Collaborating with key stakeholders to establish targeted corrective action plans.

• Ensuring action plans are executed and monitored across all organizational levels.

• Tracking progress and outcomes through periodic follow-up assessments.

Company Policy Compliance and Record Keeping Management 

• Monitor and audit compliance on regional basis to company policy and procedure

• Identify areas of concern, deficiency and implement change procedures

• As needed, intervene to ensure compliance

• Management of administration resources tasked with HR documentation and filing.

• Review and audit of HR filing and documentation, ensuring correct standards are maintained and policy complied with.

Manage the Provision of Effective Training within the Region

• Compile operational training schedules, and manage the delivery of training interventions through Training Officers

• Assist national training function in planning and execution of management training. 

• Management and planning of Induction training and implementation for all new starters (wages and salaries)

• Management of ‘on the job’ training planning and implementation through Training officers

• Coordinate succession planning for management and support positions in conjunction with T&R Manager, for E2 and below

Staff Management and Development

• All direct reports have clearly defined job profiles aligned to the profile of the manager 

• Ensure performance contracts are in place and regular goal reviews completed to assess achievement of results

• Apply poor performance management or employee relations management principles and processes should this be required

• Provide support, coaching (train) and mentoring continuously to ensure that objectives are met

• Ensure completed development plans for each employee 

• Allocation resources appropriately to ensure operational demands are met

Health and Safety

• Participate in the design/ development/ review/ implementation and monitoring of the departmental safety plans for each year

• Participate in safety forums created by the company for example safety meetings and safety talks

• Report all safety incidents to the relevant people

• Discuss all safety incidents

• Follow-up on any activities assigned through safety meeting/committee/representative/management

• Attend safety education and refresher programs

• Comply with safety policies and procedures at the workplace

• Distribute safety information as and when required

Qualification, Experience and Skills and Attributes 

• Relevant degree in HR Management

• Minimum 5 years’ experience as HR practitioner

• Experience within a blue collar, labour management environment advantageous

• Financial acumen in cost control and budgets

• Experience with large recruitment campaigns

• South African Labour legislation