South Africa
Gauteng, Hyde Park
Who We Are
We are the market leader in commercial real estate services and investments and provide an integrated suite of high-quality real estate services to our clients across Africa and the Middle East, including facilities management, advisory & transaction services, project management.
We support predominantly corporate clients who buy services on a contracted basis all across the Middle East and Africa - even globally, depending on their portfolio.
Why choose us
Imagine more than just the future of work; with CBRE Excellerate, you can create it. As part of our global powerhouse, you'll find a culture that fosters an entrepreneurial mindset, where your best work is not just encouraged but celebrated. Collaborate with talented individuals, harness the support of unparalleled resources, and enjoy the journey as you grow both personally and professionally.
About The Role
As an HR Lead, you will be at the forefront of shaping our companys human resources strategy and driving the success of our people management efforts. This pivotal role involves collaborating closely with senior executives to shape and implement HR strategies, policies, and practices that align with the organizations goals. You will play a key role in cultivating the companys culture, building a strong talent pool, and ensuring overall organizational success.
In this role, you will leverage your expertise to manage and guide your HR team effectively, focusing on talent management, employee engagement, and compliance with relevant laws and regulations. You will be a trusted advisor to leadership, providing strategic insights to optimize HR operations, enhance workforce productivity, and support the long-term growth of the company.
The ideal candidate will have a blend of strategic thinking, operational execution, and strong interpersonal skills, allowing them to drive change, build strong relationships, and foster a positive work environment. If you're looking for an opportunity to make a lasting impact on our organizations people and culture, this is the role for you.
What You Will Bring
Education: A Bachelors degree in Human Resources Management or a related field (an Honours degree is a distinct advantage).
Experience: A minimum of 10 years in HR management roles, with direct interaction at the executive management level, including at least 5 years in an international or multi-regional role, covering regions such as Sub-Saharan Africa and the Middle East.
Leadership Expertise: A proven track record in successfully managing and leading HR teams across diverse countries and regions, with strong leadership experience in managing geographically dispersed teams of HR professionals. You will excel in remotely influencing and inspiring your HR team, ensuring alignment with global HR objectives.
Global Perspective: The ability to think globally while executing region-specific HR strategies. You will bring a deep understanding of global HR practices while adapting them to meet the needs of regional markets.
Strategic & Business Acumen: A strong understanding of business and financial concepts, with the ability to align HR strategies with organizational goals. Your global strategic orientation will drive success across regions while addressing specific market and cultural dynamics.
Expert Knowledge: Strong knowledge of employment laws, benefits structures, and regulatory requirements in Sub-Saharan Africa, the Middle East (including Dubai), and other key global markets.
Communication Skills: Exceptional verbal and written communication skills to liaise effectively with C-suite executives, board members, and senior managers from diverse cultural backgrounds.
Technical Proficiency: Advanced proficiency in HRIS software and Microsoft Office Suite.
Problem-Solving & Decision-Making: Strong problem-solving and decision-making skills to navigate complex HR challenges, particularly in multi-regional contexts with varying legal, cultural, and economic considerations.
Performance Focused: A keen focus on performance, with a demonstrated ability to drive results in a high-performance culture.
Negotiation & Influence: A successful negotiator and influencer who can engage with key stakeholders to drive change and alignment across the organization.
Adaptability & Resilience: Ability to adjust quickly to evolving business needs and market conditions across regions. You thrive under pressure, managing complex cross-cultural HR challenges with resilience and discretion.
Confidentiality & Sensitivity: A strong commitment to confidentiality, especially when dealing with sensitive information.
Track Record in Recruitment & Employee Relations: Proven success in driving recruitment strategies and maintaining positive employee relations to support organizational growth.
What You Will Be Doing
You will drive, either directly or through effective management of subordinate personnel, the following outputs:
- Strategic HR Planning:
- Develop and implement HR policies and procedures aligned with company objectives and legal requirements.
- Ensure effective stakeholder management and engagement
- Drive workforce planning, talent acquisition, and retention strategies.
- Implement relevant HR Metrics and Analytics in support of the Strategic HR Plan
- Stay informed about industry trends and best practices
- Talent Acquisition:
- Through close liaision with the Recruitment team achieve:
- The sourcing and recruitment of skilled candidates to fill job openings.
- Ensure effective interview process and new hire orientations.
- Ensure a smooth onboarding process for new employees.
- Develop and drive business Talent Pipeline in line with business objectives
- Drives Talent Acquisition performance measurements
- Managing Employee Relations and Climate:
- Manage employee relations, including conflict resolution and disciplinary actions.
- Provide business with sound guidance on dispute resolution and workplace conflict
- Ensure successful implementation of corporate transactions including transfers in terms of Sections 189 and 197 of the LRA.
- Promote a healthy working environment for staff and management.
- Handle labour disputes effectively, including liaison with representative trade unions where necessary.
- Supports the business in building a workplace culture that drives company values and objectives
- Uses relevant analytics to proactively
- Learning and Development:
- Develop a training plan in support of the business objectives
- Coordinate training and development initiatives.
- Enhance employee skills and knowledge through targeted programs.
- Foster continuous learning and growth.
- Measure training actions and spend against plan
- Support Group Reporting structures with relevant reporting requirements e.g. WSP
- Drive an efficient and effective HR Administrative Life-cycle programme
- Ensure that employee and line management related HR and Benefits Administration processes are embedded within area of responsibility
- Ensure that employee experience is aligned to the business processes
- Ensure compliance with relevant labour laws and regulations.
- Ensure maintenance of accurate HR records and preparation of reports in line with compliance requirements.
- Leadership and Communication:
- To provide HR leadership to the business unit and relevant HR Team
- Provide guidance and support to managers and employees on HR-related matters.
- Foster trust and positive relationships within the organisation.
- Communicate effectively at all levels of management.
- Risk Management and Cost Control:
- Manage risk by complying with labour laws and recommendations.
- Monitor HR costs and future recruitment needs.
- Optimise HR processes within budgetary constraints.
- Able to support business in financial risk management in relation to Remuneration Guidelines and processes
