Human Resources Manager

What You’ll Do:

HR Strategy and Policy

• Research, develop, and implement HR policies aligned with South African employment legislation (LRA, BCEA, EEA, POPIA) and CCC's global business strategy.
• Manage and continuously improve HR systems, strategies, and procedures across the South African entity.
• Manage the employment lifecycle in South Africa, from issuing offers through exit.
• Maintain and update the South Africa Employee Policy Guide to reflect legislative changes and business needs.
• Analyze employee trends and provide leadership with data-driven recommendations to improve the employee experience.

 

 

Employee Relations and Labour Compliance

• Manage employee relations matters, including grievances, performance concerns, disciplinary processes, and terminations, in line with the LRA and CCC policy.
• Prepare documentation for and coordinate CCMA proceedings, conciliations, and arbitrations where required.
• Oversee disciplinary hearings and investigations, ensuring procedural fairness and legal compliance throughout.
• Serve as the primary advisor to managers on corrective action, performance management, and fair labour practices.

 

 

Employment Equity and Skills Development

• Develop, implement, and maintain a compliant Employment Equity Plan aligned with the Employment Equity Amendment Act (effective January 2025) and applicable sector-specific numerical targets.
• Prepare and submit annual EEA2 and EEA4 reports to the Department of Employment and Labour.
• Coordinate the Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions to the relevant SETA.
• Manage Skills Development Levy (SDL) obligations and liaise with SETA for levy grant recovery.
• Drive BBBEE-related HR data collection, recordkeeping, and reporting to support the company's transformation objectives.

 

 

POPIA and Data Privacy

• Ensure all employee data processing activities comply with the Protection of Personal Information Act (POPIA).
• Maintain POPIA-compliant employee records, including consent documentation, data retention schedules, and secure destruction protocols.
• Serve as a point of escalation for employee data privacy queries and concerns.

 

 

Employee Engagement and Culture

• Design and execute South African-specific employee engagement programs in partnership with the local South African leader, including budget management.
• Coordinate SA Town Halls, US leadership visits, and Forum operations, including content creation and logistics support.
• Manage the South African market page on CC Connect and maintain South African-specific communications.
• Serve as the general point of contact for South African staff communications and local queries.
• Contribute to developing and implementing firm-approved, AI-enabled solutions for clients, in accordance with company policies on data protection, intellectual property, and professional standards.
• Stay informed about emerging AI tools and techniques and collaborate with firm leadership to identify compliant opportunities to enhance client solutions and internal processes.

 

Entity-Specific Operations

• Champion and continuously improve the South African onboarding program, ensuring new hires have clarity on their role, CrossCountry culture, and local practices.
• Coordinate local access provisioning and logistics for new employees (e.g., Workshop17 setup, equipment).
• Manage company laptop and swag inventory, including local purchasing, coordination, and storage.
• Support international relocation and visa processes for South Africa-based employees.
• Serve as the Workshop17 account manager.
• Assist with ad hoc HR administration, including tracking new hires and terminations and maintaining Intranet pages.

What You’ll Bring:

• 5+ years of progressive HR experience, with at least 2 years in an HR Manager or senior HR generalist capacity.
• Deep, applied knowledge of South African labour legislation: LRA, BCEA, EEA (including 2025 amendments), POPIA, and OHSA.
• Demonstrated experience managing CCMA matters through conciliation and arbitration.
• Hands-on experience with Employment Equity reporting (EEA2/EEA4) and WSP/ATR submissions.
• Strong employee relations and disciplinary hearing experience, including procedural and substantive fairness requirements.
• Proficiency in HR systems and databases; Workday experience preferred.
• Excellent communication, active listening, negotiation, and presentation skills, with the ability to engage stakeholders at all levels.
• Strong analytical capability with demonstrated use of HR metrics to inform decisions.
• High attention to detail and ability to manage confidential information with discretion.
• Comfort with AI: Demonstrated ability to responsibly explore and adopt firm-approved AI tools to enhance productivity and innovation.
• Continuous Learning Mindset: Openness to learning and applying emerging technologies including AI and automation in alignment with firm policies and client standards.

 

Preferred Requirements:

• Professional membership with the South African Board for People Practices (SABPP).
• Experience with BBBEE compliance and HR's role in transformation reporting.
• Familiarity with Sector Education and Training Authorities (SETAs) and levy grant recovery processes.
• Experience supporting a multi-national or US-headquartered organization with cross-border HR coordination.
• Proficiency in Microsoft Excel and HR reporting tools.

 

Key South African Legislative Framework:

The following statutes govern the core obligations of this role. Candidates must demonstrate working knowledge of each.

• Labour Relations Act (LRA) No. 66 of 1995: Unfair dismissal, dispute resolution, CCMA and Bargaining Council procedures.
• Basic Conditions of Employment Act (BCEA) No. 75 of 1997: Leave entitlements, working hours, minimum conditions, National Minimum Wage.
• Employment Equity Act (EEA) No. 55 of 1998, as amended in 2025: Designated employer obligations, EE reporting, and sector numerical targets.
• Protection of Personal Information Act (POPIA) No. 4 of 2013: Employee data processing, consent, and retention obligations.
• Skills Development Act No. 97 of 1998: WSP/ATR submissions, SETA liaison, SDL compliance.
• Broad-Based Black Economic Empowerment (BBBEE) Act: HR's role in skills development and employment equity pillars.
• Occupational Health and Safety Act (OHSA) No. 85 of 1993: Workplace safety compliance and recordkeeping.

 

Qualifications:

Bachelor's degree in Human Resources, Industrial Psychology, Business, or a related field.