Introduction A rapidly growing industrial business operating within the material handling and outsourced operational services sector is seeking an experienced HR Manager to establish, lead and mature the HR function within its South African operation. The business represents a leading global OEM brand and operates across multiple African markets, employing over 1,200 staff across the group. Having recently established operations in South Africa, the company is entering an exciting growth phase and plans to significantly expand its local workforce over the next 12 months. This is a highly operational HR role requiring a hands‑on, commercially minded HR professional with strong labour relations experience and a deep understanding of blue‑collar workforce management, union engagement, bargaining councils and outsourced workforce structures. The successful candidate must be comfortable operating in industrial and client‑site environments and confident managing complex employee relations matters, disciplinary processes, workforce compliance and operational HR support in a fast‑paced, growing business. Duties & Responsibilities A. Strategic HR Leadership Develop and implement HR strategies aligned to business growth, operational requirements and client service delivery. Build the HR function for the South African operation, including policies, procedures, templates, reporting structures and compliance controls. Advise senior management on workforce planning, organisational structure, labour cost management and people risk. Support the business in scaling from approximately 50 employees to a larger national workforce. Act as the key HR advisor to management on labour relations, workforce deployment, employee engagement and compliance. Ensure HR practices support both internal employees and employees deployed to client sites. B. Labour Relations, Union and Bargaining Council Management Manage all labour relations matters across the South African business. Lead engagement with trade unions, shop stewards and employee representatives. Manage union consultations, wage discussions, grievances, disciplinary matters and workplace disputes. Represent the company at CCMA and bargaining council proceedings where required. Ensure compliance with relevant bargaining council agreements, collective agreements, sectoral requirements and employment legislation. Advise management on union dynamics, strike risk, workforce unrest and employee relations trends. Manage disciplinary hearings, incapacity processes, grievances and dismissals in line with procedural and substantive fairness. Ensure site managers and supervisors apply disciplinary and grievance processes consistently. Maintain accurate case files and labour relations documentation. Proactively identify employee relations risks before they escalated into disputes. C. Labour Outsourcing / TES / Client‑Site Workforce Management Manage HR compliance for employees deployed to client sites. Ensure employment contracts, assignment letters, site rules and client‑specific requirements are properly implemented. Monitor whether employees are placed on temporary, fixed‑term, permanent or client‑assigned structures. Ensure correct application of South African labour legislation relating to temporary employment services and non‑standard employment. Manage risks relating to the three‑month deeming provision and employee status under Section 198A of the Labour Relations Act where applicable. Work closely with operations and client management teams to ensure employees deployed to client sites are managed consistently and lawfully. Ensure client site rules do not conflict with employment contracts, bargaining council requirements or labour legislation. Manage employee transfers, site changes, removals from client sites, misconduct matters and performance concerns. Ensure proper communication between Bisedge, the client and the employee when managing site‑related employment matters. Protect the company from labour disputes arising from poor site supervision, unclear reporting lines or inconsistent disciplinary action. D. Blue‑Collar and Industrial Workforce Management Manage HR matters relating to operators, technicians, site‑based employees, supervisors and operational teams. Support workforce planning for client contracts and operational expansion. Manage attendance, absenteeism, overtime, shift patterns, leave, timekeeping and site‑based workforce issues. Work with operations to manage productivity, conduct, safety culture and performance standards. Support onboarding and induction for employees working in industrial environments. Ensure employees understand company rules, client site rules, safety expectations and reporting lines. Assist operations with manpower planning for new contracts, client deployments and business growth. Manage employee communication in a practical, accessible and workforce‑appropriate manner. E. HR Operations and Compliance Ensure compliance with the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, POPIA and applicable bargaining council requirements. Draft, implement and maintain HR policies, procedures and employee handbooks. Ensure all employment contracts and HR documents are compliant and fit for purpose. Manage employee records, HR files, personnel data and POPIA‑compliant documentation. Oversee leave management, absenteeism controls, warnings, disciplinary records and HR reporting. Support payroll input by ensuring accurate HR data, overtime records, allowances, deductions and employment changes. Ensure HR reporting is accurate and available for management decision‑making. Develop HR dashboards covering headcount, turnover, absenteeism, disciplinary matters, union activity, vacancies and site deployment. Support audits relating to HR compliance, labour relations, bargaining council matters and client requirements. F. Recruitment, Onboarding and Workforce Scaling Lead or support recruitment for operational, technical, supervisory and management roles. Develop recruitment processes suitable for high‑volume blue‑collar and technical hiring. Ensure hiring processes are fair, compliant and aligned to operational requirements. Manage onboarding, induction and probation processes. Ensure new employees understand company policies, client‑site expectations, safety requirements and reporting structures. Support succession planning and internal talent development. Work with operations to forecast manpower needs linked to client demand and expansion plans. G. Performance Management and Employee Development Implement practical performance management processes for both office‑based and site‑based employees. Coach managers and supervisors on managing poor performance fairly and effectively. Support probation reviews, performance counselling, incapacity processes and development plans.Identify training needs across operational and supervisory teams. Work with management to improve employee capability, discipline, productivity and retention. Support leadership development for supervisors managing blue‑collar teams. H. Health, Safety and Site Compliance Support Support operations in enforcing safety‑related HR rules and disciplinary processes. Ensure employees receive appropriate induction before being placed on client sites. Assist with investigations where misconduct, negligence, safety breaches or client‑site incidents involve employees. Ensure HR processes align with occupational health and safety expectations. Work with SHEQ and operations teams to promote a compliant and disciplined workforce culture. Desired Experience & Qualification Minimum 8‑10 years HR experience, with at least 3‑5 years in an HR Manager or senior HR generalist role. Strong labour relations experience in South Africa. Proven experience working with unions and shop stewards. Proven experience with bargaining councils. Experience managing blue‑collar employees. Experience in an industrial, manufacturing, logistics, warehousing, equipment, engineering, mining, construction, material handling or similar operational environment. Experience with labour broking, temporary employment services, outsourced workforce models or employees deployed to client sites. Experience handling disciplinary hearings, grievances, incapacity processes, dismissals and CCMA / bargaining council matters. Strong understanding of South African employment legislation. Experience supporting business growth, workforce scaling or operational expansion would be highly advantageous. Experience in a multinational, OEM or Pan‑African business would be advantageous but is not essential. Required Qualifications Essential Relevant tertiary qualification in Human Resources, Industrial Relations, Labour Law, Psychology, Business Management or a related field. Strong knowledge of South African labour legislation and dispute resolution processes. Valid driver licence and willingness to travel to client sites where required. Advantageous Postgraduate qualification in Labour Law, Industrial Relations or HR Management. SABPP registration or similar professional HR registration. CCMA / bargaining council representation experience. Experience in material handling, logistics, warehousing, industrial equipment, OEM, manufacturing or technical services environments. Package & Remuneration R75,000 - R100,000 per month, depending on experience and level. #J-18808-Ljbffr