JOB PURPOSE

• The Human Capital Executive at SAMSA will play a critical leadership role in shaping and overseeing all human resource (HR) and talent management functions within the organisation.
• This role will focus on driving strategic initiatives to attract, develop, and retain a skilled workforce that meets the operational, regulatory, and compliance needs of the maritime sector.
• The Human Capital Executive will ensure that the organisation’s human capital strategy is aligned with its mission, goals, and regulatory mandates.

Minimum Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Organisational Development, or a related field.
• MBA or Masters in Human Resources or or Industrial Relations or related (NQF level 9) will be an added advantage.
• Foreign qualifications must be aligned to SAQA standards
• Required certification or Professional Registration: Registration with the SABPP or similar would be an advantage

​Knowledge and Experience:

• Minimum of 10 -15 years of progressive HR Executive leadership experience, preferably within a regulatory, government, or maritime environment.
• Proven experience in talent management, workforce planning, leadership development, and organisational culture change.
• Strong understanding of labour laws, compliance requirements, and risk management, especially in the context of maritime regulatory frameworks.

Key Responsibilities:

Strategic Human Capital Leadership

• Develop and execute a comprehensive human capital strategy that aligns with the organisation ‘s mission, regulatory framework, and long-term objectives.
• Lead the design and implementation of workforce planning, talent acquisition, employee development, and succession planning strategies.
• Collaborate with the CEO and senior leadership team to shape organisational culture, ensuring it supports innovation, regulatory excellence, and employee engagement.

Talent Acquisition and Workforce Planning

• Oversee the recruitment and on boarding of high-calibre talent with specialized skills and expertise in the maritime regulatory sector.
• Implement workforce planning strategies to ensure the regulator has the right talent in place to meet future demands, including addressing skill gaps in maritime law, safety standards, environmental compliance, and technology.
• Develop partnerships with maritime education institutions, regulatory bodies, and industry groups to attract top talent and promote career development within the maritime sector.

Employee Engagement and Organisational Development

• Drive employee engagement initiatives, including surveys, feedback mechanisms, and recognition programs, to foster a culture of continuous improvement and employee satisfaction.
• Design and implement leadership development and management training programs to enhance the capabilities of managers and ensure regulatory compliance leadership.
• Lead diversity, equity, and inclusion (DEI) initiatives, ensuring the workforce reflects the diversity of the maritime industry and promotes a culture of inclusivity.

Performance Management and Employee Development

• Oversee the development and implementation of performance management frameworks that set clear expectations, provide continuous feedback, and reward high performance.
• Implement structured training and development programs tailored to maritime regulatory requirements, ensuring employees are equipped to handle complex compliance, safety, and operational issues.
• Identify and address training needs in areas such as international maritime law, health and safety regulations, risk management, and environmental sustainability.

Compensation, Benefits, and Employee Well-being

• Develop competitive compensation, benefits, and rewards programs that attract and retain top talent while ensuring fiscal responsibility.
• Oversee employee well-being programs, focusing on work-life balance, mental health support, and ensuring a safe and supportive workplace, particularly for roles exposed to high-stress regulatory tasks.
• Conduct market analyses to ensure compensation and benefit structures remain competitive within the maritime regulatory sector.

Compliance and Risk Management

• Ensure that all human resource policies, practices, and procedures are in compliance with local, national, and international labour laws, as well as the specific regulatory standards for the maritime industry.
• Lead HR risk management strategies, including labour relations, employee grievances, and compliance with health and safety standards as required by maritime regulatory bodies such as the International Maritime Organisation (IMO)
• Collaborate with legal and regulatory teams to mitigate employment-related risks, including compliance with gender equality and anti-discrimination laws in the maritime sector.

HR Analytics and Continuous Improvement

• Utilize data-driven insights and human capital metrics to guide decision-making on employee retention, performance, diversity, and succession planning.
• Benchmark best practices in HR management within the maritime regulatory environment and implement continuous improvement initiatives across the organisation.
• Provide regular reports to the CEO and Board on human capital performance, workforce development trends, and key HR metrics.

Skills

• Strong leadership, communication, and interpersonal skills, with the ability to engage and influence at all levels of the organisation.
• Experience in implementing HR technology and analytics to support talent management and decision-making.
• Knowledge of maritime industry practices, including compliance with the International Maritime Organisation (IMO) regulations, safety standards, and environmental protocols.
• Strategic thinker with a track record of aligning HR initiatives with organisational goals.

Key Competencies:

• Strategic Thinking: Ability to see the big picture and align human capital strategy with long-term business goals and regulatory mandates.
• Change Management: Expertise in leading cultural and organisational change, with a focus on improving employee engagement and operational effectiveness.
• Problem Solving: Strong analytical skills to address complex HR issues, with a focus on creative and sustainable solutions.
• Interpersonal Skills: Ability to build strong relationships with stakeholders, fostering collaboration and trust across all levels of the organisation.