Chief Human Resource Officer at The South African Revenue Service (SARS)

Job Purpose

• To formulate a holistic Human Resource organisational business model in alignment with the overall organisational business model and strategy, contributing to strategy formulation and enabling organisation wide adoption and contribution to the SARS mandate.
• SARS’s strategic objective 4 is to develop a high performing, diverse, agile, engaged and evolved workforce. The CHRO plays a critical role in realising this objective.

Education and Experience

Minimum Qualification & Experience Required  

• A Master’s Degree (NQF 9) in Human Resources or Industrial Psychology or similar AND 15-18 years' experience in all aspects of Human Resources of which 6-8 years at Executive or top management level
• Proven working experience across the Human Capital & Development Value Chain.

ALTERNATIVE #

• Honours Degree / Postgraduate Diploma (NQF 8) in Human Resources or Industrial Psychology or similar AND 18+ years' experience in all aspects of Human Resources of which 6-8 years at executive or top management level 
• Proven working experience across the Human Capital & Development Value Chain.

Minimum Functional Requirements

• HR Strategy Development: Develop and implement HR strategies that support organizational objectives.
• Talent Acquisition: Focus on sourcing skilled individuals whose values align with SARS’. Develop and implement strategies to attract and retain top talent.
• Employee Relations: Foster healthy relationships among employees, maximizing organizational efficiency. Balance employee needs and business interests.
• Employee Development: Promote upskilling and professional growth among employees.
• Management and oversight of HR Centres of Excellence and decentralised HR Business partners.
• Promotion of Employee wellness and well-being; Foster a positive work environment through wellness programs and initiatives.
• Compliance and Regulations: Ensuring compliance with all applicable employment laws and regulations is crucial. Facilitate organisational objectives related to the EE Act.
• Collaborate on innovation, technology changes and the future world of work requirements for SARS.
• Technology Integration: Identify and implement innovative HR technologies to enhance efficiency.
• Provide guidance to the Deputy Commissioner CES and the SARS Executive Committee on HR matters.
• Business Results: Contribute to business results by aligning HR strategies with business goals and providing data-driven insights to inform decision-making. Use HR analytics to identify trends and related insights to enhance strategic objectives.
• Foster a conducive workplace culture.
• Responsible for building and fostering DEI (Diversity, Equity and Inclusion)

Job Outputs:

Process

• Champion policy frameworks and objectives with internal partners to ensure integration between functions in pursuit of strategic goals.
• Communicate a meaningful strategic context that articulates functional purpose in relation to the organisational vision, purpose, and philosophy.
• Develop annual and longer-term resource plan and secure capacity to achieve divisional objectives consistent with long term strategic plan.
• Develop functional operating model and align value chain to organisational objectives in partnership with relevant stakeholders.
• Interpret internal and external organisational changes, model change impact scenarios and introduce or adapt systems in alignment with strategic intent.
• Proactively identify interconnected problems, model alternative solutions, develop and establish contingency plans aligned to the divisional direction.
• Provide authoritative advice and guidance that supports the realisation of major organisational objectives in line with the SARS mandate.
• Provide periodic reports on performance against plan and progress on long-term initiatives and use to realign operating plan and objectives appropriately.
• Scan the external environment, identify benchmarks and influence alternative operating plans or model to deliver on the SARS objectives and mandate.
• Use insights and knowledge gained from high level reports to conduct abstract, conceptual, and comparative analysis to define functional strategy.
• Create the context to continuously improve all functions and systems in line with national, regional, and international changes.
• Be responsive to change in order to influence and effectively manage associated functional acceptance.

Governance

• Influence the creation of enterprise-wide reports that meet all statutory requirements.
• Strategically influence the development, adoption, implementation and adherence to governance, risk, and compliance frameworks.

People

• Influence and direct the development of human capability and accountability framework in the division in support of people management strategies.
• Lead the development and cultivation of an organisational culture where the organisational values are demonstrated and lived.
• Provide leadership and direction by articulating and reinforcing the vision or direction for a division.

Finance

• Ensure that the functional strategy is adequately budgeted for through the development and implementation of a requisite budget.
• Implement effective financial control, management of costs and corporate governance in functional area.

Client

• Define and influence relationships and service level agreements made with internal and external stakeholders.
• Ensure strategic representation of SARS and promote the enterprise with public service leaders and all stakeholders.

Behavioural competencies

• Accountability
• Ability to translate Strategy into Execution
• Stewardship & Service Orientation
• Concern for Impact of own behaviour on others
• Nurtures Future Talent
• Strong Results Orientation
• Fairness and Transparency
• Honesty and Integrity
• Values and Manages Diversity
• Develops Teams & Nurtures Interdependency

Technical competencies

• Business Acumen
• Business Consulting
• Decisiveness
• Effective Business Communication
• Human Resource Consulting
• Managerial Budgeting
• Planning, Management and Measurement
• Problem Analysis and Judgement
• Strategic Planning

Deadline:29th May,2026