Human Resources Manager

Job Description: Human Resources (HR) Manager

Department: Human Resources

Reports to: Chief Executive Officer (CEO) Accountable to: CEO and the Board HR Committee Location: Cape Town (with national scope)

Type: Full-time, permanent

1.Purpose of the Role

The HR Manager serves as a trusted, impartial, and professional resource to both management and staff of Islamic Relief South Africa (IRSA). The position ensures that HR practices across the organisation are fair, transparent, legally compliant, and aligned with IRSA's mission, values, and culture.

Reporting directly to the CEO and operating independently of the Senior Management Team (SMT), the HR Manager provides objective guidance on people management and organisational culture. The role helps to ensure procedural fairness, ethical leadership, and compliance with labour legislation while fostering a positive and supportive working environment.

2. Key Responsibilities

A. Strategic and Advisory Support

Serve as a neutral HR advisor to the CEO, providing independent counsel on human resource and organisational matters.

Support the CEO in ensuring that HR systems, structures, and practices are fair, transparent, and legally compliant.

Provide objective insight on HR issues and organisational culture without bias toward management or staff.

Prepare periodic HR reports for the CEO and the Board HR Committee to support oversight and good governance.

B. Employee Relations and Conflict Resolution

Act as an impartial and confidential resource for employees and managers in resolving workplace issues.

Facilitate constructive communication, mediation, and conflict resolution between staff and management.

Ensure disciplinary, grievance, and performance management processes are conducted fairly, consistently, and in accordance with IRSA policy and South African law.

Monitor staff wellbeing and organisational climate, escalating systemic issues where necessary.

C. HR Policy and Compliance

Develop, maintain, and update IRSA's HR policies and procedures in line with relevant South African labour legislation and good HR practice.

Ensure compliance with the Basic Conditions of Employment Act, Labour Relations Act, Employment Equity Act, Skills Development Act, and other relevant laws.

Oversee Employment Equity (EE) and Skills Development planning, implementation, and reporting.

Safeguard confidentiality and ensure proper data protection in all HR recordkeeping and systems.

D. Recruitment, Induction and Workforce Planning

Coordinate transparent and merit-based recruitment and selection processes.

Facilitate effective onboarding and induction programmes to promote alignment with IRSA's mission and values.

Support workforce planning and job evaluation to ensure clarity of roles, fair grading, and alignment with organisational needs.

E. Learning, Development and Performance

Support organisational and staff capacity development initiatives, identifying and coordinating relevant learning opportunities.

Implement and support fair, transparent, and constructive performance management systems. Promote leadership, professional growth, and succession planning within IRSA.

F. HR Administration and Systems

Manage employee records, contracts, and HR data with accuracy, integrity, and confidentiality. Oversee payroll inputs and benefits administration in collaboration with Finance.

Prepare and present HR analytics and workforce data for management and Board oversight.

3. Relationships and Accountability Reports to: Chief Executive Officer (CEO)

Accountable to: CEO and the Board HR Committee for HR compliance, fairness, and oversight

Internal relationships: All staff, SMT members, Finance, Programmes, Fund Development, and Communications teams

External relationships: Legal advisors, HR service providers, and statutory/regulatory bodies

4. Person Specification Essential

Bachelor's degree in Human Resource Management, Industrial Psychology, or a related field. Minimum of 5–7 years' progressive HR experience, including at least 2 years in an advisory or business Manager capacity.

In-depth knowledge of South African labour legislation and HR best practices.

Demonstrated experience in employee relations, HR policy development, and compliance. Strong mediation, conflict resolution, and communication skills.

Proven ability to maintain neutrality, fairness, and confidentiality in sensitive situations.

High professional and ethical standards, with emotional intelligence and sound judgement.

Desirable

Experience in the non-profit/humanitarian sector.

Familiarity with governance structures involving Board oversight of HR.

5. Attributes and Values

The HR Manager is expected to exemplify Islamic Relief's core values in both conduct and decision-making, ensuring that human resources practices reflect the organisation's ethical and spiritual foundations.

Ihsan (Excellence): Strives for the highest standards of professionalism, service, and continuous improvement in all HR functions, seeking to add value to both people and processes.

'Adl (Justice): Upholds fairness, equity, and objectivity in all decisions, ensuring that policies and actions are guided by due process and respect for every individual's rights.

Rahmah (Compassion): Demonstrates empathy, understanding, and care in supporting staff wellbeing and fostering a positive organisational culture.

Amanah (Trust): Acts with integrity, discretion, and accountability, safeguarding confidentiality and maintaining the trust of staff, management, and the Board.

Ikhlaas (Sincerity): Serves with pure intention and commitment to the mission of Islamic Relief South Africa, ensuring that actions are driven by sincerity and a desire to serve humanity.

6. Notes on Position Context

This position has been designed to operate independently of the Senior Management Team. While the HR Manager collaborates closely with the SMT on operational HR matters, strategic

accountability rests with the CEO and the Board HR Committee. This ensures impartiality, mitigates potential bias, and strengthens trust between governance, management, and staff.

Closing date: COB – 05 NOVEMBER 2025

Please forward your CV along with a certified copy of your ID and salary expectations to -

Over and above operational requirements Islamic Relief South Africa will take into account the country's and organizational employment equity imperatives.

Should you not hear from us after two weeks, you may consider your application unsuccessful.

Job Type: Full-time

Application Question(s):

• What is your salary expectation?

Work Location: In person