DIRECTOR: HUMAN CAPITAL MANAGEMENT

This position serves as the strategic head of Human Capital Management within the Corporate Management directorate of the Department of Community Safety, based in Johannesburg. Reporting to departmental leadership, the Director is responsible for shaping the workforce of the department and ensuring that human resources practices are fully aligned with legislative frameworks, strategic priorities, and public service prescripts. The role is a senior management position, requiring a blend of operational oversight, strategic planning, and governance leadership. The successful candidate will lead the directorate in delivering a comprehensive HR value chain, from organisational design and talent acquisition to employee relations, performance management, and wellness, all with the goal of enhancing institutional capacity and service delivery.

Applicants must possess a Matric certificate as well as an NQF level 7 qualification, recognised by SAQA, in Human Resource Management, Public Management, Business Management, or a related field. A minimum of five years’ experience at middle or senior management level in human resource management within the Public Service is required. The recommended candidate must also produce an SMS Pre-entry Certificate from the National School of Governance before appointment, and must hold a valid driver’s licence. The role demands strong knowledge of the legislative and policy environment governing public service HR, as well as expertise in HR mechanisms, institutional processes, and systems. Competencies include strategic capability and leadership, programme and project management, financial management, change management, knowledge management, service delivery innovation, problem solving, people management, client orientation, communication, and honesty and integrity.

The Director’s duties are wide-ranging. In organisational development and change management, the postholder leads organisational design, structure and post establishment management, job evaluation, job profiling, business process mapping, and work-study investigations. They will develop and implement change interventions, HR plans, and policies that respond to departmental priorities and resource availability. In human capital planning and talent management, the Director provides strategic leadership in workforce planning, recruitment, selection, retention, career development, succession planning, and employment equity. This includes overseeing talent development programmes such as training, bursaries, learnerships, internships, mentorship, and leadership development, as well as implementing the department’s HR Plan, HR Development Strategy, and Workplace Skills Plan. The role also covers remuneration, conditions of service, personnel administration, and HR information systems.

Another key area is performance management and development. The Director leads the implementation and monitoring of the Performance Management and Development System, including assessments, moderation, reporting, recognition, and handling underperformance and disputes. Performance information must be used to inform talent development, accountability, and organisational effectiveness. In employee relations, health and wellness, the Director provides strategic oversight of labour relations, grievances, disciplinary processes, collective bargaining, negotiations, and dispute resolution, while also directing employee wellness programmes and occupational health, safety, and environmental management initiatives. Finally, the Director is responsible for strategic leadership, governance, and resource management: ensuring the directorate meets performance targets, complies with legislation, manages budget and internal controls, oversees audit findings and risk management, develops employees, and promotes ethical conduct and a high-performance culture.

Candidates should note several additional conditions. Shortlisted applicants, including SMS members, will undergo two pre-entry assessments: a practical exercise and an integrity assessment, both scored as part of the interview. Suitable candidates must also undergo personnel suitability checks covering vetting, criminal and credit records, citizenship, qualification verification, and employment history. The department reserves the right not to make an appointment. This advertising summary is provided in place of the full description, but the vacancy details available on the official application system should still guide your submission. All application requirements, including completion of the new Z83 form and submission of a comprehensive CV, apply as stated in the original circular, and only shortlisted candidates will be contacted.