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Senior Manager: Human Capital

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East London, South Africa

Job Type

5-Year Fixed Term Contract


East London



5-YEAR FIXED TERM CONTRACT - GRADE 18 - (Total Cost to Company)

The incumbent will be responsible for planning, leading and facilitating the development and implementation of the ECDC Human Capital Strategy, policies, and activities in order to provide effective people management services and solutions across all divisions within ECDC. The role will entail championing the development of a credible employer brand for the organisation that can aid in attracting and retaining talent; leading and directing all human capital related functions by strategically executing the human capital operational imperatives; developing and managing systems and processes that enable employees to perform effectively.  The incumbent is expected to provide leadership in developing strategies for strategic workforce plans, performance management, talent development and management, remuneration, employee relations, organisational development, renumeration and benefits, and related human capital systems; and act as a champion in driving cutting-edge interventions to drive productivity in the organisation. Furthermore, the incumbent will be responsible for conducting and facilitating research and analysis of organizational trends including compilation of reports and metrics from the organization's human resource information system; monitor and ensure organisational compliance with employment laws and regulations; oversee the review and modification of policies and practices in line with laws, regulations and organisational needs; and liaise and collaborate with internal and external stakeholders to advance the organization's  human capital goals and strategy.




The Key Performance Areas will encompass:


Strategic Planning and Governance

  • Provide input to the organisational strategy, as well as reviewing organisational activities and recommend corrective actions where necessary.

  • Develop unit operational plans and align all activities undertaken in the unit to ensure delivery of corporate objectives.

  • Enhance and implement treasury regulation systems, processes, procedures, tools, and control systems.

  • Ensure monthly, quarterly, and annual reports are prepared accurately, maintained, and submitted timeously to all stakeholders.

  • Implement controls within the section which minimize potential risk to stakeholders.

  • Manage preparation and support of all internal and external audits.

  • Participate in management forums within ECDC, contributing expertise to enable sound decision making.

  • Facilitate departmental communication through appropriate structures and systems.

  • Formulate, develop and implement strategy for HR management and development (including talent management, reward, performance management, organisation development, employee relations.

  • Ensure the impact of changes to labour legislation is analysed and that ECDC strategy, policies and procedures align with legislative requirements.

  • Liaise with other units to interpret business context and strategic plans.

  • Communicate HR strategy, policies and procedures to ECDC leadership and employees.

  • Forecast / plan manpower requirements.

  • Participate in creating an employer of choice culture and image.

  • Develop and manage relationships with all internal and external stakeholders


Transactional Human Capital Services

  • Review and manage the implementation of ECDC employee benefits through reviewing the benefits provided, tracking the compliant implementation of the benefits across relevant staff, monitoring the cost effectiveness of benefits and managing the communication of benefits to staff.

  • Manage employee benefit service providers through tracking their performance in line with their SLAs and addressing any areas of non-performance.

  • Develop appropriate, market informed remuneration bands annually for review and approval

by the ECDC HR and Social Ethics Committee.

Oversee the implementation of compensation processes including the payroll, salary surveys, benchmarking and job grading.

  • Oversee maintenance of master data records on organisation structure, role profiles, terminations, promotions and appointments.

  • Provide support and advice to ECDC leadership on HR practices within the organisation.

  • Oversee the development and maintenance of individual personnel files for all employees.

  • Oversee the implementation of training and development within the organisation.


Employee Relations

  • Take the lead in designing a framework for employee relations that ensures there will be industrial harmony across the company

  • Develop Employee Relations strategy and oversee the management of employee relations through providing technical support in the implementation of the discipline and grievance procedures to line management.

  • Manage the relationship with any recognized employee representative body through undertaking all communication with the body.

  • Review, update and oversee the implementation of changes to ER policies.

  • Participate in employer / employee negotiations.

  • Oversee the implementation of a wellness programme within ECDC.

  • Establish and implement strategic direction for the Occupational Health and Safety programme and work collaboratively with other departmental functional areas.

  • Institute monitoring, corrective and preventative action programs relative to safety, health, fire and life safety to evaluate conformance with regulation and/or policies and procedures relating to compliance and program management.

  • Crafts strategies to ensure employee wellness is a top agenda within the business.


 Organisational Design and Performance Management

  • Lead the organizational establishment plan through reviewing the organizational strategy and identifying human resource requirements and implementing organizational development good practices.

  • Develop and Maintain the Manpower Planning matrix.

  • Drive and facilitate the development and implementation of organisational development processes.

  • Work with various units to develop and implement strategies and initiatives for building a positive corporate culture.

  • Oversee the development and implementation of a performance management system including job profiles, job grading and performance contracts.

  • Develop the appropriate process and methodology for the review of the performance management system.

  • Review the Performance Management policy and programme in line with best practice and organizational experience.

  • Champion the development of a performance-based reward management system based on value sharing for the organisation and its employees.


 Succession Planning and Management

  • Oversee the implementation succession planning processes for critical / key positions. 

  • Develop interventions to implement the succession planning policy.         

  • Oversee development of career pathing model

  • Analyse and advise on effectiveness of succession planning

Recruitment and Selection

  • Manage and maintain the recruitment of staff process to ensure consistency in the recruitment and selection processes.

  • Develop a suitable and attractive remuneration strategy to attract, retain and motivate


  • Identify positions to be filled in line with organisational structure.

  • Ensure that job descriptions are maintained to reflect current job activities.

  • Conduct shortlisting by screen CVs and applications for suitability.

  • Identify reasons for staff turnover through exit interviews and disciplinary trends.

  • Ensure that all prospective employees are cleared through credit and criminal checks.


People Management

  • Assign responsibilities and ensure effective task authorisation protocols are in place.

  • Implement staff development and training to achieve overall organisational objectives.

  • Develop and implement succession plans.

  • Adhere to employment equity and recruitment policies.

  • Manage the performance of direct and indirect reports in accordance with the ECDC performance management policy and procedure.

  • Identify training and development needs, implementing plans to address requirements, as appropriate.

  • Manage discipline and absenteeism in accordance with organizational codes and procedures.

  • Motivate staff through the implementation of various reward mechanisms.

  • Gauge the performance of various teams and recommend areas that need improvement and changes to achieve the expected targets.                                

  • Identify and facilitate staff development and training interventions to achieve overall organisational objectives.

Budget Management

  • Prepare and present draft annual Human Resources budget for ECDC.

  • Monitor the corporate HR budget and respond to over/under expenditures.

  • Build and maintain efficient administration systems, processes and controls for the department.

  • Build and maintain efficient cost and expense control systems for the department.

  • Manage and control departmental expenditure within agreed budgets. 


  • Conducts research and analysis of organizational trends including development and review of reports and metrics from the organization's human resource information system (

  • Monitors and ensures the organization's compliance with employment laws and regulations, recommended best practices; review and modify policies and practices to maintain compliance and ensure alignment with organisational needs.

  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.

  • Compile monthly/quarterly/annual report on human capital activities and processes

  • Ensure the Skills Development Plan (SDP) is submitted.



  • B Degree in Human Resources or Industrial/Labour Relations or Organisational Development or Industrial Psychology and a post-graduate qualification in the related field.

  • A minimum 8 years working experience of which 5 years should be at middle management or senior consultant level in a human resources environment. Strong leadership, communication, and organizational skills will be an added advantage.

This is a fixed term contract position, and the successful candidate will be subjected to signing of a performance contract and verification of qualification. If you have not been contacted within 8 weeks after the closing date of the advertisement, please regard your application as unsuccessful.


In making these appointments, ECDC reserves the right to apply the principles enshrined in the Employment Equity Act, its policies and plans.


Please send your detailed CV and certified copies of qualifications to

Talent Consultant

Tel. (043) 7045783

Fax 0866829817


Closing date: 2 November 2023


About the Company

ECDC‘s mandate is to plan, finance, co-ordinate, market, promote and implement development of the Province and its people in the fields of industry, commerce, agriculture, transport and finance.

In pursuit of its mandate, the ECDC has the following strategic thrusts to align to the MTSF, NDP2030 and the Provincial Development Plan, guided by these Strategic Themes: (1) Economic transformation, inclusive growth and competitiveness (2) Customer focused solutions (3) Operational efficiency and financial sustainability (4) Pioneering innovation in the key growth sectors, (5) Attracting and retaining the best talent in the sector.

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