About the role:
- To identify, qualify, and secure annuity business opportunities within the assigned territory/sector; lead the full tender, RFP, and RFQ process, including bid preparation, costing, and compliance; develop long-term relationships with clients to maximise retention and upsell opportunities; maintain a robust sales pipeline of annuity opportunities and provide accurate forecasts; collaborate with operations to ensure service delivery models align with client expectations; conduct regular client meetings, presentations, and solution workshops; and ensure contracts comply with commercial, legal, and operational standards.
Job Description:
- Identify, qualify, and secure annuity business opportunities within assigned territory/sector.
- Achieve agreed sales targets and revenue growth from annuity solutions.
- Maintain a healthy and robust sales pipeline of potential clients and opportunities
- Implement strategies to enhance client’s satisfaction, retention, and overall service delivery.
- Lead the full tender, RFP, and RFQ processes, including bid preparation, costing, and compliance.
- Ensure timely and accurate submission of all proposals.
- Develop and nurture long-term relationships with Blue-Chip clients to maximize retention and upsell opportunities.
- Conduct regular client meetings, presentations, and solution workshops.
- Ensure high contract renewal and retention rates.
- Identify and convert upsell opportunities to expand revenue from existing clients.
- Maintain accurate sales forecasts and provide regular pipeline reports.
- Track performance against targets and KPIs.
- Attend industry events and conferences to stay informed of market trends.
- Provide insights and recommendations to senior leadership on emerging opportunities
Qualifications and Experience:
- Bachelor’s degree in Business, Commerce, or relevant field.
- Minimum 3 years’ experience in business development or client relationship management within the facilities management or services industry.
- Proven track record in managing annuity sales and RFP processes.
Key Competencies:
- Strong commercial acumen and negotiation skills.
- Excellent client relationship management and presentation skills.
- Proficiency in CRM systems and sales forecasting.
- Ability to work collaboratively with operational teams.
- Strategic thinking and market insight.
Closing Date 30 June 2026
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About the role
- The HR Business Partner, based in Durban will be responsible for providing effective HR support to the Johannesburg (JHB) region, including recruitment, onboarding, performance management, employee records management, fostering employee engagement, and supporting the creation of a positive work environment that reflects our values of innovation, inclusivity, excellence and compliance, ensuring that HR practices align with the company's strategic objectives.
What you will bring
Minimum Requirements
- Matric Certified
- Solid Computer Proficiency
- Valid Driver’s License (Code 08)
- Willingness to travel to regional offices when as and when required
- Bachelor’s degree in Human Resources, or a related field preferred
- 5+ years of HR generalist experience with a focus on high level recruitment
- 3-5 years of experience working on SAGE People or similar HRIS platforms.
- Ability to work independently and manage multiple HR functions simultaneously
Additional demonstrable requirements:
- Proficiency in all Microsoft systems with the ability to learn our systems swiftly
- Exceptional verbal and written communication skills
- Ability to extract and analyze HR data for strategic reporting.
- Excellent project management and organizational skills.
- Strong interpersonal and communication skills for culture campaigns and stakeholder engagement.
- High level of attention to detail and adherence to compliance requirements.
- Ability to conduct interviews and onboard employees effectively
- Strong project management skills with the ability to manage multiple initiatives simultaneously and deliver results within deadlines.
- Advanced working knowledge of SAGE People and HRIS platforms, including reporting, workflow management, and data analysis.
What you will be doing
Employee Contracts: First Point of Checking in HR
- Act as the primary HR contact for all employee contracts
- Ensure that all contracts are fully completed, signed, and accurate before submitting to payroll.
- Maintain employee file documentation per the company checklist, including employment contracts, statutory documents, and proof of induction.
- Electronically upload and organize files for easy access and payroll processing.
- Conduct periodic audits to ensure compliance with company documentation policies
ETI (Employment Tax Incentive) Compliance
- Ensure compliance with the ETI process, which includes reviewing ETI forms submitted by HR officers as signed by regional directors/GMs.
- Generate a monthly report highlighting employment exceptions, including employees aged over 27.
- Present ETI compliance reports for MANCO meetings.
Recruitment and Induction for Admin, Sage Employees, and Managers
- Manage the entire recruitment process, from advertising vacancies to conducting interviews and onboarding.
- Maintain an updated talent pipeline of CVs for critical positions within the business.
- Conduct thorough induction sessions, ensuring employees have a workstation, equipment and training is scheduled on our relevant systems
- Collaborate with line managers to identify training other needs for new recruits.
HR Statistics Extraction and Reporting
- Extract, compile, and present accurate HR statistics, including recruitment, ETI, IR cases, and other key HR metrics.
- Update and maintain weekly trackers for key HR such as recruitment activities, and other important processes.
- Provide regular reports for MANCO and other senior management presentations.
Site Mobilization
- Serve as the HR point of contact for site mobilization when new contracts are awarded.
- Participate in client meetings to establish whether the current staff complement will be retained or new hires are required.
- Ensure thorough checks are conducted on current staff before committing to client staff takeovers.
Support on HR Automation
- Collaborate closely with developers to ensure HR workflows are automated and up-to-date.
- Identify inefficiencies in current processes and propose automation solutions to improve HR operations.
- Provide ongoing support, training, and guidance to managers and employees on SAGE People functionality, including performance management.
- Generate and analyse reports from SAGE People to support business decision-making and workforce planning.
Position Management, KPIs, and Performance Management Support
- Work closely with line managers to ensure employees have accurate reporting lines, job descriptions, and KPIs.
- Assist in the development and implementation of performance management processes, including setting goals and conducting appraisals.
- Provide ongoing training to line managers on SAGE, KPI management, and performance evaluation best practices
Drafting and Updating HR Policies
- Develop, review, and update HR policies and procedures as required by the business.
- Ensure all policies align with labour legislation, company values, and operational needs.
- Collaborate with relevant stakeholders for input and approval before implementation.
Project Management and HR Initiatives
- Lead and coordinate HR projects and initiatives across the business, ensuring delivery within agreed timelines and objectives.
- Develop project plans, monitor progress, manage risks, and provide regular updates to stakeholders.
- Drive continuous improvement initiatives within the HR function.
Employment Equity and Transformation
- Coordinate and support the implementation of the company's Employment Equity Plan and transformation objectives.
- Monitor Employment Equity targets and provide regular progress reports to management.
- Assist with the preparation and submission of Employment Equity reports to the DOL
- Analyse workforce demographics and identify opportunities to improve equitable representation across all occupational levels.
- Partner with management during recruitment, promotions, and talent management processes to support Employment Equity objectives.
- Participate in Employment Equity Committee meetings and provide administrative and reporting support.
- Ensure compliance with all legislative requirements relating to Employment Equity and transformation.
Closing Date 20 June 2026
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