Head of People

The Head of People is responsible for leading the full people function within the firm — driving culture, strategy, compliance, and operational excellence across the employee lifecycle. This role blends leadership, structure, and empathy to ensure that PKF Cape Town remains an employer of choice, where people thrive and business objectives are met.

The ideal candidate is both a strategic partner to the partners and a trusted leader to the HR, Recruitment, and Payroll teams — ensuring alignment between the firm's growth ambitions, its people strategy, and its value-driven culture.

REQUIREMENTS:

• Bachelor's degree in human resources management, Industrial Psychology, or related field.

• Postgraduate qualification in similar field would be advantageous.

• Minimum of 8–10 years of progressive HR experience, including at least 5 years in a senior leadership role, of which a minimum of 2 years must have been as a Head of People or in a similar strategic HR leadership position.

• Proven experience within a professional services or audit/accounting environment preferred.

• Demonstrated success in leading HR teams, implementing culture initiatives, and managing compliance.

• Experience overseeing payroll and HR systems.

SKILLS & COMPETENCIES:

• Strategic thinker with strong operational execution.

• Emotionally intelligent and trusted relationship builder.

• Deep understanding of South African labour legislation and professional services environments.

• Strong leadership and mentoring skills.

• Skilled in workforce planning, organisational design, and change management.

• Data-driven decision-maker with sound business acumen.

• High integrity, confidentiality, and ethical judgment.

• People-first mindset with a balance of empathy and accountability.

• Proactive, adaptable, and calm under pressure.

• Strong communication and influencing skills.

• Collaborative leader who inspires trust and credibility at all levels.

• A genuine ambassador for the firm's culture and values.

DUTIES & RESPONSIBILITIES, but will not be limited to:

Strategic People Leadership

• Develop, implement, and continuously evolve a People Strategy aligned to the firm's growth, culture, and business objectives.

• Partner with the leadership team to shape organisational design, structure, and workforce planning in line with business needs.

• Drive the development and implementation of initiatives that enhance engagement, retention, and leadership capability across the firm.

• Provide strategic input on change management, transformation, and culture-building initiatives.

• Represent the People function at partner and leadership forums.

• Promote the firm's values through all people practices, communication, and leadership activities

• Continuously streamline operations to enhance efficiency, consistency, and integration.

Culture and Employee Experience

• Act as the custodian of the firm's culture and values (EPIC – Excellence, People, Integrity, Connect), ensuring they are reflected in all people practices.

• Create meaningful employee experiences that encourage inclusion, psychological safety, and belonging.

• Lead employee engagement initiatives including surveys, feedback loops, and cultural programmes.

• Partner with partners and managers to nurture strong team dynamics, trust, and accountability.

• Oversee internal communication and recognition programmes that reinforce connection and purpose.

• Encourage a culture of inclusion, engagement, learning, and continuous improvement at all levels.

Talent Management & Workforce Planning

• Lead annual and long-term workforce planning to align people resources with audit cycles, client demands, and business growth.

• Drive the attraction, development, and retention of high-performing professionals and trainees.

• Oversee recruitment strategies — from graduate intakes to senior hires — ensuring consistency, fairness, and brand alignment.

• Implement succession planning, career development frameworks, and performance management systems that support growth and continuity.

• Partner with technical leaders to identify and develop future leaders within the firm.

• Position the firm as an employer of choice by designing and executing a values-based recruitment approach.

• Ensure alignment between organisational values and the employee experience.

• Drive digital transformation, efficient onboarding, and branded employee journeys.

HR Governance, Compliance & Risk

• Ensure full compliance with South African labour legislation and all relevant statutory requirements.

• Oversee disciplinary, grievance, and industrial relations matters, ensuring fair and consistent practices.

• Maintain governance standards across HR policies, reporting, and audits.

• Identify and mitigate HR and operational risks in collaboration with legal, audit, and finance teams.

• Ensure adherence to POPIA and confidentiality in all HR-related data handling.

HR Operations, Systems & Payroll

• Oversee the daily operations of HR, recruitment, and payroll departments, ensuring efficient, accurate, and compliant delivery.

• Lead the continuous improvement of HR systems, data integrity, and reporting capabilities.

• Manage and optimise payroll accuracy, employee benefits, and related compliance.

• Drive digitisation, automation, and standardisation of people processes to support efficiency and scale.

• Use people analytics to inform decision-making and measure return on HR initiatives.

• Ensure safe, secure, and efficient operational environments across all business areas.

Performance, Growth & Capability Building

• Oversee the performance management framework to ensure clarity, accountability, and feedback-driven development.

• Partner with managers to design and implement learning and development programmes aligned to audit, accounting, and leadership competencies

• Support the growth of the HR, Recruitment, and Payroll teams through coaching and performance development.

• Promote a culture of continuous learning and mentorship across the firm.

• Design and manage performance systems including OKRs, continuous feedback, and growth frameworks.

• Establish clear career progression frameworks across all departments.

• Identify and develop emerging leaders to support succession planning.

Learning & Development

• Alongside Learning & Development Partner and Team design and implement training, coaching and leadership programmes for all levels.

Diversity, Equity & Inclusion

• Embed DEI (Diversity, Equity & Inclusion) principles into all people processes, from recruitment to promotions.

• Champion initiatives that promote fairness, representation, and inclusive leadership.

• Ensure the firm's culture reflects both local relevance and global PKF values.

Social Responsibility & Wellness

• Drive social responsibility initiatives and wellness programmes that support employees and communities.

• Oversee annual wellness budgets and events.

Budgeting & Reporting

• Manage the annual People budget effectively, ensuring responsible allocation and tracking.

• Provide accurate HR, recruitment, and payroll metrics and reports to the partners.

• Use data to drive insights into engagement, turnover, performance, and workforce efficiency.