HR Director: Client Partnering needed at Stellenbosch University

Duties

• Designing and implementing a strategic client partnering service model that aligns with SU’s HR and organisational goals;
• Serving as a strategic thought partner, fostering strong client relationships, and ensuring the partnering function is deeply integrated within the client base;
• Providing leadership and oversight to the client partnering team, developing their strategic capabilities to address pressing challenges and opportunities;
• Collaborating with SU HR colleagues, particularly those in the HR centres of excellence, to ensure client insights inform institutional HR strategies and policies;
• Leading and managing the client partnering service across SU, including oversight of staffing and budget;
• Representing the client partnering function on relevant University committees and collaborating with both internal and external stakeholders.

Job Requirements/Pos Vereistes        
Qualifications:

• At least an honours degree in Human Resources, Business Administration, Management, or a related field;
• A master’s degree (NQF 9) in HR Management or a related discipline is highly desirable.

Experience:

• For candidates with an honours degree: At least ten years’ broad HR management experience, with at least five years in a senior management role within a large-scale, complex HR environment;
• For candidates with a master’s degree: Seven to ten years’ broad HR management experience, with at least four years in a senior leadership role within a large-scale, complex HR environment.

Skills and Expertise:

• Strong strategic capabilities, with experience in strategy formulation, process design, implementation and service delivery;
• Proven experience in leading and developing client-centric HR teams within a complex environment;
• Proven leadership skills, with a track record of building and maintaining strong stakeholder relationships;
• Strong communication skills, with the ability to effectively engage with a variety of stakeholders;
• Experience in change management, project management, and financial acumen;
• Demonstrated ability to leverage HR metrics for decision-making and strategy development.

Knowledge:

• Extensive knowledge of HR legislation, policies, and best practices;
• Broad knowledge of HR management frameworks, including organisational development, employee value proposition, employment relations, systems, and governance;
• Understanding of business principles, financial management, and risk management frameworks.