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Software engineer
- Location
- San Francisco
- Type
- Full time
- Compensation
- $150k-$200k
- Posted
- 2 days ago
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HRBP - Production and Bespoke
- Location
- Johannesburg
- Type
- Full time
- Posted
- 3H AGO
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About the role
Overview The HR Manager at Publicis Groupe Africa is responsible for overseeing the daily operations of the Human Resources department, ensuring the effective and efficient delivery of HR services in alignment with business objectives and statutory requirements. This role plays a key part in fostering a positive workplace culture, managing employee relations, driving talent initiatives, and ensuring compliance with all relevant labour laws and company policies within the dynamic environment of the advertising and communications industry. This role will leverage support from various Centres of Excellence, including Talent Acquisition, Learning & Development, HR Operations, and Employee Relations, to deliver comprehensive HR solutions. Responsibilities 1. Strategic HR & Business Partnership: Translate business strategy into HR initiatives and practices, providing strategic HR advice to business leaders and employees within Publicis Groupe Africa. Act as a trusted advisor to management and employees on all HR-related matters, fostering strong relationships across the various agencies and departments. Contribute to the development and implementation of HR policies and procedures that support organisational goals and adapt to the evolving needs of the Groupe. Talent Management & Development: Oversee the end-to-end talent acquisition process, working closely with the dedicated Talent Acquisition team to ensure timely and effective recruitment of top talent that aligns with Publicis Groupe's diverse needs and culture. Support the design and implementation of robust performance management systems, including goal setting, performance reviews, and continuous feedback mechanisms, to drive individual and team performance. Collaborate closely with the Learning & Development team to identify training needs and coordinate relevant development programs that enhance employee capabilities, support career progression, and foster a culture of continuous learning. Support succession planning initiatives for key roles within the organisation to ensure future leadership readiness. Employee Relations & Engagement: Manage and resolve complex employee relations issues, including grievances, disciplinary actions, and conflict resolution, ensuring fair, consistent, and legally compliant application of policies and procedures. Promote a positive, inclusive, and engaging work environment through effective communication, employee recognition programs, and proactive engagement initiatives that align with Publicis Groupe's values. Provide guidance and support to managers on employee relations matters, ensuring strict compliance with South African labour legislation (e.g., Labour Relations Act, Basic Conditions of Employment Act). HR Operations & Compliance: Ensure accurate and compliant administration of all HR processes across the employee lifecycle, including onboarding, offboarding, leave management, benefits administration, and meticulous employee data maintenance within the HRIS. Oversee payroll inputs and collaborate with relevant finance or HR operations teams to ensure accurate and timely payroll processing. Maintain up-to-date knowledge of all relevant South African labour laws, B-BBEE codes, and industry best practices to ensure continuous legal and ethical compliance for Publicis Groupe Prepare and analyse HR reports and metrics to inform strategic decision-making, identify trends, and highlight areas for continuous improvement in HR operations. Contribute to the effective management and optimisation of the HR Information System (HRIS) to enhance operational efficiency and data integrity. Compensation & Benefits: Assist in the design, review, and implementation of competitive compensation and benefits structures that attract, motivate, and retain top talent within the Publicis Groupe Africa Participate in salary benchmarking activities and ensure internal equity and external competitiveness of remuneration packages Employment Equity The employment Equity Manager is responsible for promoting and managing the implementation of employment equity policies and practices in the organization to create a diverse, inclusive, and equitable workplace. Plan Implementation: Oversee the day-to-day execution of the formal employment equity plan. Monitoring & Control: Track progress, measure numeric targets, and evaluate affirmative action measures. Stakeholder Consultation: Work directly with employee forums, trade unions, and consultative committees Barrier Identification: Help spot and remove workplace barriers preventing fair treatment and advancement. Internal Reporting: Report directly to top company leadership on compliance status and roadblocks. Resource Management: Ensure the employment equity Committee is functional, and there is administrative support, and tools are allocated for equity tasks and budgets (through the support of top management). Qualifications Bachelor’s degree in human resources management, Industrial Psychology, Business Administration, or a related A relevant postgraduate qualification (e.g., Honours, Master's) is highly advantageous. Certification from a recognised HR professional body (e.g., SABPP) Experience: Minimum of 5-7 years of progressive HR experience, with at least 2-3 years in an HR Manager or senior HR Generalist role, preferably within a complex, multinational, or agency Proven track record in successfully managing various aspects of the employee lifecycle, including talent acquisition, performance management, employee relations, and HR Demonstrable in-depth knowledge and practical application of South African labour legislation (e.g., LRA, BCEA, EE Act, SDA, POPIA). Extensive experience working with HR Information Systems (HRIS) and leveraging technology for HR efficiency. Proven experience in driving Employment Equity initiatives and B-BBEE compliance (at least 2 -3 years). Additional information Skills & Competencies: Strong Leadership & Influencing Skills: Ability to guide, coach, and influence stakeholders at all levels, fostering collaboration and achieving desired outcomes. Excellent Communication: Exceptional verbal and written communication skills for effective stakeholder interaction, presentations, and report writing. Problem-Solving & Decision-Making: Proven ability to analyse complex HR and business situations, identify root causes, and provide practical, legally sound HR solutions. Strategic Thinking: Capability to understand broader business objectives and align HR initiatives to support and drive organisational strategy. Attention to Detail & Accuracy: Meticulous approach to handling sensitive HR data, contracts, and compliance processes. Relationship Building & Interpersonal Skills: Strong ability to build rapport, trust, and effective working relationships with employees, management, and external partners. Organisational & Time Management: Superior ability to manage multiple priorities, projects, and deadlines effectively in a fast-paced environment. Confidentiality & Ethics: Unquestionable integrity, discretion, and ethical conduct when handling highly sensitive and confidential information. Tech Savvy: Advanced proficiency in HRIS and Microsoft Office Suite (especially Excel for data analysis, Word, PowerPoint). Personal Attributes: Proactive and results-oriented, with a strong drive to deliver HR Empathetic, approachable, and an active Resilient, adaptable, and able to navigate change Strong commitment to diversity, equity, and inclusion, actively promoting an inclusive Collaborative team player who thrives in a dynamic High level of professionalism and sound
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