POSITION: Group Human Resources Director

NATURE OF BUSINESS: Diversified Construction Group

JOB LOCATION: Johannesburg, East

REPORTS TO: Chief Executive Officer

GROUP BACKGROUND: A Diversified Construction Company employing around 6 500 people and a turnover in excess of R2.4 billion

SUMMARY OF EXECUTIVE OPPORTUNITY: Assume accountability and responsibility for the group human resources function with particular emphasis on: Developing, implementing and maintaining a Talent management strategy and plan to enhance a competitive position in market and capacity to grow the business. The incumbent will provide strategic human resources leadership to the Board, Executive management and the human resources functions in operational, Divisions and Group Services


  • Must have a relevant post graduate degree in behavioural sciences
  • An advanced business qualificationsuch as an EDP/MBA would be highly advantageous
  • Essential to be a credible expert in talent management, leadership pipeline development and succession planning
  • At least fifteen years experience in human resources in an industrial environment gained in an organisation which employs over 1000 people. Should currently be leading the human resources or development function for a company or division
  • An effective leader with both long term strategy development and delivery and daily hands on involvement


  • Establishing him/herself as Group Human Resources Director without alienation of present staff and rapidly assume control of the designated activities so as to build upon existing momentum
  • Human Resources Strategy - Implement human resources- and people development strategies, objectives and processes. Facilitate implementation through line management
  • Employee Resourcing - Assume responsibility for the direction and management of the recruitment function, ensuring that the Company attracts and proactively develops a high performance capability amongst all levels of staff
  • Industrial Relations - Ensure compliance and keep abreast of changes in labour legislation, interpreting their potential impact on the Company’sstrategic business decisions and keeping the Board and management updated on all legal matters related to Labour Law
  • Talent Management, Succession Planning and Leadership Pipeline Development
  • Learning and Development - Implement learning and development strategies in accordance with the Company’s strategy
  • Compensation and Benefits - Manage the compensation and benefits of the Company in line with policy and management decisions ensuring that remuneration packages are competitive and market related; and benefits costs are minimised
  • People Management - Manage performance of subordinates in accordance with agreed key results areas/outputs


Human Resources (HR) as a function and a profession has transformed from  the traditional administrative and process-focused job of the past, to the current focus on HR as a strategic partner that is intimately involved in both the strategy as well as the operational aspects of the company.

A strategically focused HR team can play a significant part in the overall success of a company.

To meet the challenges of this new role as a business partner, HR professionals need to develop a deep, strategic understanding of their business, their industry, and the global market dynamics that impact their organisation.

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