HR Manager Manufacturing (Twini) at AkzoNobel

About this role

• We’re looking for a strong HR generalist with deep Employee & Industrial Relations expertise to partner closely with leaders and shape a positive, compliant and high-performing workplace. This role is at the center of operational HR delivery, supporting the business to achieve its objectives through trusted coaching, practical guidance, and hands-on leadership across ER/IR matters.
• You’ll work within the HR Operating Model (HRBP, People Services and Centres of Expertise) to deliver a seamless employee experience, drive engagement, and ensure consistent execution of HR processes, while also taking the lead in union engagement, consultations, disputes and statutory forums when required.

Responsibilities

HR Partnership & Employee Lifecycle Support

• Coach and support managers to deliver key annual people processes (Performance & Development, talent reviews, reward cycles, etc.).
• Facilitate Performance & Development and Talent calibration sessions.
• Lead operational workforce planning in partnership with relevant business teams.
• Provide day-to-day guidance to managers on recruitment, development, restructuring support (in line with approval processes), performance management and absence management.
• Support job evaluation and reward discussions in collaboration with the Regional Rewards CoE.
• Identify learning needs with leaders and coordinate delivery with regional CoE partners.
• Support local talent identification, succession planning and pipeline building.
• Drive engagement locally through communication and site initiatives; champion company values and leadership behaviours.

Employee & Industrial Relations (Core Focus)

• Lead and represent the company in labour relations matters, including collective bargaining and consultation forums.
• Build productive relationships with unions, works councils and key external stakeholders (e.g., Department of Labour, Bargaining Councils, CCMA and Labour Court where applicable).
• Ensure implementation and governance of ER policies, frameworks and collective agreements.
• Proactively reduce time lost through conflict by developing and implementing ER interventions (discipline, grievances, disputes, suspensions, etc.).
• Provide strategic ER guidance to HR leaders and line managers, ensuring fair, consistent and legally sound outcomes.
• Support transformation and change initiatives by managing ER impact and ensuring compliance with legislation and agreements.
• Track legislative and industry developments and embed relevant best practices into ER approaches.
• Design and implement workplace forums and initiatives that strengthen trust and collaboration between employees, management and organised labour.
• Build ER capability through training and coaching for line managers, HR operations teams and shop stewards.

Operational Excellence & HR Service Delivery

• Drive standardisation and continuous improvement across local HR delivery.
• Ensure global HR processes are implemented effectively in your area of responsibility.
• Guide employees and managers to the right HR channel (self-service, People Services, CoE).
• Take ownership for improving data quality and addressing inaccuracies with relevant teams.
• Act as a local “champion” for CoE offerings (e.g., reward, learning), supporting rollouts and adoption.
• Monitor service quality and provide feedback to strengthen HR delivery continuously.

Compliance & Risk Management

• Ensure full compliance with South African labour legislation and local HR policy requirements (engaging external legal support where needed).
• Promote awareness of the Speak Up process and participate in investigations when required.
• Support audits and internal compliance processes (e.g., “In Control”).
• Counsel managers/employees on ER procedures and support resolution of labour disputes.

Role Requirements
Qualifications & experience

• Bachelor’s Degree (NQF Level 7) or equivalent.
• 5–7 years’ HR generalist experience, with ~70% focus on Industrial Relations.
• Proven experience in labour relations including mediation, arbitration and litigation exposure.
• Strong working knowledge of the South African legislative framework (labour and HR-related laws).
• Fluent English (written and spoken) and local language proficiency (where applicable).
• Willingness to travel when needed.

Key skills & behaviours

• Strong influencing, problem-solving and stakeholder management capability.
• Confident decision-making and courage to challenge constructively.
• High integrity, sound judgement and a balanced, pragmatic approach to conflict resolution.
• Customer- and solution-oriented mindset; able to operate effectively in ambiguity.
• Strong business acumen with a conceptual, analytical, results-driven approach.
• Excellent communication skills and ability to work at all levels in a fast-paced environment.