Human Capital Manager at Unitrans

Job Advert Summary    

• To provide tactical human capital leadership and execution across multiple operational units by translating divisional Human Capital (HC) strategies into effective local action.
• The role partners closely with General Managers and MANCO teams to enhance workforce effectiveness, deliver business-aligned HC interventions, and ensure consistent, compliant HC service delivery.
• The Human Capital Manager leads the deployment of talent, performance, culture, and employee relations initiatives at country, depot, hub, or cluster level, ensuring alignment with group standards, labour legislation, and business priorities.

Minimum Requirements    

Experience Requirements

• A Bachelor’s Degree (minimum 3 years) at NQF Level 7 is essential, with a specialisation in Human Resources, Industrial Psychology, Management Sciences, or a related discipline.

The qualification must provide a solid grounding in:

• Human resource management principles
• Labour relations and employment legislation
• Organisational behaviour and workforce management
• Business and management fundamentals
• Professional registration with the South African Board for People Practices (SABPP) as a Human Resource Professional (HRP) is advantageous
• 6-10 Years progressive Human Capital Experience, 3-5 Years Human Capital Business Partnering Experience. Experience must include hands-on exposure across the end-to-end HR value chain, with a strong operational focus

Competencies

• HC Functional Depth: Strong understanding of the full HC value chain at business unit level
• Workforce Planning & Talent Execution: Ability to deliver future-fit workforce solutions
• ER/IR Leadership: Expertise in managing complex and high-risk employee relations matters
• Tactical Execution: Converts strategy into effective operational delivery
• Coaching & People Development: Coaches leaders and develops junior HC team members
• Analytical Thinking: Uses data and insights to guide decision-making
• Stakeholder Influence: Builds credibility and trust with line management
• Change Agility: Adapts and leads effectively in dynamic, changing environment

Duties & Responsibilities    

Strategic HC Execution and Advisory

• Translate divisional HC strategies into executable operational HC plans aligned to business unit goals
• Partner with operational executives and MANCO teams to influence HC decision-making through workforce insights and practical solutions
• Advise line managers on organisational structure, workforce design, and capability deployment

Talent Management and Workforce Planning

• Lead workforce planning and talent review processes across supported business units
• Drive succession planning and pipeline development, identifying readiness gaps and required interventions
• Collaborate with Centres of Expertise (CoEs) on internal mobility, attraction, and retention strategies

Employee Engagement and Culture

• Lead and coordinate the implementation of divisional culture, DEI, wellness, and engagement initiatives across sites
• Analyse engagement survey results, identify focus areas, and co-create action plans with business leadership
• Champion the Employee Value Proposition (EVP) to foster a positive, high-performance culture

Performance and Capability Enablement

• Drive performance management processes, coaching leaders on goal setting, feedback, and development conversations
• Partner with Learning & Development to support skills development plans and learning interventions
• Monitor performance trends and implement corrective actions where required

Organisational Effectiveness and Change Enablement

• Support organisational design reviews, structure proposals, and change management initiatives at operational level
• Lead job profiling, grading alignment, and competency calibration exercises within supported business units
• Act as a change agent, driving HC-related change initiatives and adoption

HC Process Governance and Oversight

• Ensure effective implementation of the HC lifecycle, including onboarding, offboarding, contract management, and employee transitions
• Oversee and quality-check HC process execution by Consultants and Coordinators to ensure policy compliance and data integrity
• Partner with Shared Services to resolve escalated HC service and process issues

Employee Relations (ER/IR) Leadership

• Lead and manage complex employee relations matters, including grievances, misconduct, poor performance, and disputes
• Represent the organisation at CCMA and Bargaining Council proceedings
• Facilitate retrenchment and transfer processes in collaboration with Legal and Divisional HC
• Monitor ER trends and implement proactive risk mitigation strategies
• Guide HC Consultants in case handling, ensuring procedural fairness and proper documentation

Project Implementation

• Drive the local execution of HC projects such as system implementations, engagement programmes, and change initiatives
• Coordinate resources, communication, and timelines to ensure successful delivery across sites
• Provide feedback to Divisional HC and CoEs on lessons learned and improvement opportunities

Data, Analytics and Reporting

• Analyse workforce metrics (turnover, absenteeism, ER trends, vacancies) across business units and sites
• Compile and present monthly dashboards and HC reports to business leadership
• Use data-driven insights to inform decisions and highlight priority intervention areas

Closing Date    

• 2026/04/28