The Apex Group was established in Bermuda in 2003 and is now one of the world’s largest fund administration and middle office solutions providers.
Our business is unique in its ability to reach globally, service locally and provide cross-jurisdictional services. With our clients at the heart of everything we do, our hard-working team has successfully delivered on an unprecedented growth and transformation journey, and we are now represented by over circa 13,000 employees across 112 offices worldwide.Your career with us should reflect your energy and passion.
That’s why, at Apex Group, we will do more than simply ‘empower’ you. We will work to supercharge your unique skills and experience.
Take the lead and we’ll give you the support you need to be at the top of your game. And we offer you the freedom to be a positive disrupter and turn big ideas into bold, industry-changing realities.
For our business, for clients, and for you
Role Purpose
The Senior HR Business Partner (HRBP) serves as a strategic partner, balancing the operational needs of business leaders. This occurs through translating the global People & Culture strategy into impactful local execution. The role provides end-to-end HR support with a strong focus on workforce planning, employment equity, transformation, employee wellness, change management, and regulatory compliance across the Africa region.
Key Responsibilities
Strategic HR Partnership & Strategy Implementation
Align local people practices with the global people strategy.
Provide insight into organizational design, capability building, and workforce sustainability.
Operate effectively within a global, matrixed, commercial environment.
Translate workforce plans into actionable requirements for Talent Acquisition.
Support strategic resource allocation and people cost forecasting.
Operational HR Support
Ensure effective delivery of employee lifecycle activities, including:
Workforce planning
Talent management
Performance management
Partner with finance teams on budgeting, payroll input, and benefits oversight.
Lead cyclical activities
Lead annual and cyclical workforce planning processes with business leaders, such as performance, promotions, and salary adjustments.
Analyze headcount trends, skills gaps, succession risks, and future workforce capability needs.
Manage employee well-being calendar and ensure initiatives are implemented.
Employment Equity & B-BBEE Oversight (South Africa)
Drive implementation of the organization’s Employment Equity Plan in line with the Employment Equity Act.
Ensure accurate and timely reporting to the Department of Employment and Labour.
Facilitate Employment Equity Committee processes and consultations.
Oversee B-BBEE activities related to employment practices in accordance with the Broad-Based Black Economic Empowerment Act.
Monitor transformation metrics and recommend corrective interventions where required.
Promote Equality, Diversity, Inclusivity, and Belonging (EDIB) in both policy and practice.
Employee Relations & Risk Management
Advise managers on disciplinary matters, grievances, incapacity processes, and poor performance management.
Ensure compliance with the Labour Relations Act and other applicable employment legislation.
Identify and mitigate employment-related risks.
Promote consistent and fair application of People policies.
Guide managers in fostering a positive and legally compliant work environment.
Coaching, Development & Manager Enablement
Coach managers on employment practices and people leadership.
Drive initiatives to improve manager self-sufficiency in people management.
Identify learning and development needs and partner with L&D to address capability gaps.
Mentor and support leaders in navigating complex people issues.
Change Management & Transformation
Lead and support local HR aspects of organizational change initiatives.
Provide structured change management support to leaders and employees.
Drive transformation activities aligned to strategic and regulatory requirements.
Facilitate employee engagement during transitions to minimize disruption and resistance.
Data Analysis & Insight-Driven Decision Making
Analyze HR data to identify trends and inform strategic decisions.
Translate data into actionable recommendations that drive organizational performance.
Reward and Benefits
Oversee monthly remuneration benchmarking and lead the annual remuneration review process, including data submission and market analysis through Remchannel.
Ensure that our employee benefits are competitive and aligned with best practices.
Essential Skills & Experience
Proven experience in a global, matrixed, commercial environment.
Strong ability to translate strategic context into operational execution.
Extensive experience in leading people-focused change initiatives.
Exceptional stakeholder management skills.
Ability to manage complex and sensitive matters with discretion and diplomacy.
Demonstrated ability to mentor and coach managers.
Qualifications
Bachelor’s degree in human resources, Industrial Psychology, or related field.
Postgraduate qualification (advantageous).
Professional registration with the South African Board for People Practices is preferred.
5–8+ years HR generalist experience, with at least 3 years in a Senior HR Business Partner role.
Disclaimer: Unsolicited CVs sent to Apex (Talent Acquisition Team or Hiring Managers) by recruitment agencies will not be accepted for this position. Apex operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our exclusive recruitment partners.
Skills Required
- Bachelor's degree in human resources, Industrial Psychology, or related field
- Postgraduate qualification
- Professional registration with the South African Board for People Practices
- 5-8+ years HR generalist experience
- At least 3 years in a Senior HR Business Partner role
Apex Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Apex Group and has not been reviewed or approved by Apex Group.
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Flexible Benefits — Flexible benefits are positioned as being tailored by country, with localized packages and perks that can differ by jurisdiction. Mobility options such as the JUMP program add a non-cash element that can increase the perceived total rewards value for those who can access it.
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Wellbeing & Lifestyle Benefits — Wellbeing support is described as including EAPs, mental-health workshops, mentoring support, and local lifestyle perks like gym or cycle-to-work schemes. These offerings broaden the benefits mix beyond purely financial rewards.
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Retirement Support — Retirement support is described in at least one jurisdiction as including an employer match structure and an additional automatic contribution after tenure. This can strengthen the non-salary portion of total compensation where offered.
Apex Group Insights
What We Do
We are a single-source financial solutions provider dedicated to driving positive change while supporting the growth and ambitions of asset managers, allocators, financial institutions, and family offices around the world. Established in Bermuda in 2003, we have continually disrupted the industry through our investment in innovation and talent. Today, we set the pace in fund and asset servicing and stand out for our unique single-source solution and unified cross asset-class platform which supports the entire value chain, harnesses leading innovative technology, and benefits from cross-jurisdictional expertise delivered by a long-standing management team and over 13,000 highly integrated professionals. As a pioneering data and fintech-enabled company, we are a disruptor driving digital tools into fund and asset servicing. However, our vision to drive positive change extends beyond the industry. The Apex Foundation, a not-for-profit entity, is our passionate commitment to empower sustainable change
