Ekurhuleni Water Care Company

Executive Manager: Human Resources

Ekurhuleni Rural, Gauteng
Contract (60 Months)
Posted: 28 January 2026 | Closing Date: 16 February 2026

Job Details

Division: Human Resource Management
Minimum Experience: Executive
Company Primary Industry: Environmental Services
Job Functional Area: Human Resources

Job Description

Role Overview

The Executive Manager:

Human Resources provides strategic leadership and direction in the management of the organisation’s human capital. The role is responsible for developing and implementing human resources strategies, policies, and systems that align with ERWAT’s overall strategy, mandate, and legislative requirements.

Key Responsibilities and Deliverables

1. Strategic Effectiveness

Develop and implement short-, medium-, and long-term HR strategies aligned to organisational objectives.
Monitor political, technical, economic, and social environments to identify risks and opportunities.
Track emerging HR and labour market trends and advise Executive Management on strategic implications.
Assess organisational requirements to develop best-practice HR strategies.
Formulate, implement, and communicate HR policies and procedures that support the strategic plan.

2. Internal Process Effectiveness

Develop and maintain systems to monitor HR process efficiency and improve service delivery.
Ensure recruitment processes are aligned with organisational objectives and attract top talent.
Continuously review HR systems, policies, and procedures and address variances where required.
Ensure compliance with the Municipal Financial Management Act (MFMA) and Municipal Systems Act (MSA).
Lead the adoption of modern HR practices, tools, and technologies.
Drive digital transformation initiatives, including HRIS, analytics, AI-enabled recruitment, and automation.

3. People Effectiveness

Establish and maintain an effective performance management system linked to performance-based remuneration.
Develop and maintain training and development initiatives aligned to strategic workforce needs.
Assess organisational resourcing requirements to ensure a competent and stable workforce.
Develop and implement a remuneration strategy to attract and retain critical skills.
Ensure HR policies and standard operating procedures are aligned to ERWAT requirements and communicated effectively.

4. Financial Effectiveness

Develop and manage the annual departmental budget in line with planned initiatives.
Monitor and report on organisational manpower and workforce costs.
Ensure effective budget control and cost optimisation.
Review employee benefits and rewards to ensure affordability and relevance.

5. Internal, External, and Client Effectiveness

Build and maintain strategic relationships with the City of Ekurhuleni (CoE).
Ensure effective HR support is provided across all departments.
Advise Executive Management and the Board on HR strategy, workforce planning, and organisational effectiveness.

6. Organisational Effectiveness

Develop and execute the HR business plan, ensuring optimal allocation of human and financial resources.
Align organisational structures with strategic objectives.
Ensure disciplinary matters and grievances are managed fairly, promptly, and in compliance with legislation.
Support leadership in change management initiatives.
Conduct organisational assessments, including climate surveys and employee feedback.
Implement talent management and succession planning strategies.
Identify HR-related risks and integrate mitigation strategies into the organisation’s risk framework.
Proactively manage risks related to labour disputes, turnover, and skills shortages.

7. Professional Effectiveness

Foster collaborative relationships to position HR as a trusted strategic partner.
Provide expert guidance and advice that leads to improved outcomes and problem resolution.

8. Compliance and Corporate Governance

Ensure compliance with all relevant legislation, including Labour Laws, the Water Act, and the Occupational Health and Safety Act.
Ensure adherence to ERWAT policies and procedures.
Monitor compliance and non-compliance and oversee remedial actions.
Ensure the Workplace Skills Plan is compiled and submitted timeously in line with organisational needs.

9. HR Analytics and Reporting

Develop and maintain HR metrics and dashboards to track workforce trends and performance.
Provide regular HR reports to Executive Management and the Board.
Analyse HR data to support strategic decision-making.
Ensure accuracy, integrity, and confidentiality of HR information.

10. Employee Engagement and Wellbeing

Develop and implement employee engagement and wellbeing strategies.
Promote a culture of recognition, inclusion, and collaboration.
Monitor engagement levels and implement corrective actions where required.
Advise management on talent retention and workforce motivation initiatives.

11. People Management

Lead, mentor, and develop the HR team to ensure high performance and accountability.
Define clear roles, responsibilities, and performance expectations.
Conduct performance reviews and implement development plans.
Promote continuous learning, collaboration, and HR best practices.
Support team members in managing complex HR matters.

Minimum Requirements

Bachelor of Arts or Bachelor of Commerce Degree (NQF Level 7) in Human Resources Management, Industrial Psychology, or equivalent.
Minimum of 10 years’ experience in Human Capital Management within a medium to large organisation.
Minimum of 7 years’ experience at senior management level, including operational experience.

Advantages

Relevant postgraduate qualification.
Experience in Local Government and/or the Water Sector.

Special Requirements

Valid driver’s licence and own transport.
Minimum competencies as prescribed by the MFMA (candidates without these will be required to obtain them within 18 months of appointment).
In-depth knowledge of labour and employment legislation.
Proven ability to operate effectively in a unionised environment.

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