FINANCIAL INTELLIGENCE CENTRE (FIC) VACANCIES

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​SENIOR HR GENERALIST
Organizational Unit Financial Intelligence Centre -> Corporate Services -> Human Resources
Job Type Permanent
Education Bachelors Degree or equivalent
Career Level Skilled and academically qualified
Location Pretoria - Centurion, GP 0157 ZA (Primary)
Travel 0 - 10%
Desired Race Not Applicable
Desired Gender Not Applicable
Closing Date 17/12/2025
 
JOB PURPOSE:
Provides advanced technical support in functional areas of Human Resources in line with the human resources framework and employment legislations.

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KEY PERFORMANCE AREAS 
 
Recruitment and Selection
•    Facilitate recruitment and selection and ensure alignment to internal policies, employment equity plan and relevant legislations. 
•    Act as a technical reference on the recruitment processes and employment programs for the FIC.
•    Advise on the tactics, support, and processes for identifying, recruiting, and retaining the human resources FIC needs.
•    Assist in the identification and implementation of efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organisation. 
•    Contribute to the development of guidelines and tools for recruitment processes e.g. screening process and Interview process. 
•    Monitor / evaluate implementation of recruitment strategies and plans and make recommendations.
•    Contribute to the establishment of assessment methods to test candidates on job-related skills (e.g., computer skills test, role-playing activities, and psychometric assessments 
•    Analyse recruitment metrics, e.g time-to-hire and source of hire and make recommendations and update recruitment tracker.
•    Advice management with the overall effective utilization of the e-recruitment platform and implement required changes. 
•    Consolidate recruitment reports from HR team members for the manager’s review
On Boarding:
•    On board new employees in line with the onboarding programme. 
•    Contribute to the review and maintenance of the onboarding processes/program to ensure high employee engagement and long-term retention of employee.
•    Participate in onboarding activities to ensure that new employees are fully integrated to the organisation. 
Employment Equity and Transformation 
•    Contribute in developing strategies to achieve Employment Equity objectives in line with best practice on employment equity implementation. 
•    Facilitate workforce analysis and provide recommendations.
•    Participate in the provision of diversity management and awareness sessions.
•    Assist in the functioning of the employment equity governance structures and provide technical advice to the committee.
•    Conduct quarterly audit against the approved Employment Equity Plan for manager review.
•    Consolidate and submit data for Broad-Based Black Economic Empowerment (B-BBEE) verification process.
Human Resources Information system (HRIS)
•    Serve as subject matter expert and act as a key resource of HRIS system selection and implementation, deployment of new functionality, and partnering with HR functional areas on system related process work, and integration project work.
•    Contribute to the Identification of efficiencies through automation in the areas of business processes, integrations, and data loads in relation to HRIS.
•    Conduct and participate in the development, analysis of workflows and design of functionality and/or improvements to HRIS, ensuring both process and system requirements are fully identified, evaluated, tested, and implemented.
•    Conduct people data analytics and reporting capabilities and advise management. 
•    Serves as liaison between HR, third parties and other stakeholders for HR database design and implementation projects.
•    Monitor employment data on the HRIS. 
•    Advise management on the HR risk.
Policy Development
•    Conduct research, consult with stakeholders, and review existing policies and procedures to inform the development of a policy or procedure for management review. 
•    Draft required policies or procedures in line with the prevailing HR practices and legislation
Statutory and General Reporting
•    Compile and consolidate HR operations reports and dashboard for management. 
 Wellness Management 
•    Facilitate/coordinate employee wellness initiatives. 
•    Gathering data and information and using that data to determine what extra steps should be taken to enhance the success of the programs put in place by the service provider.
•    Contribute to the development of plans for improving employee health and wellness in FIC using current research and best practices.
Recruitment and Selection
•    Facilitate recruitment and selection and ensure alignment to internal policies, employment equity plan and relevant legislations. 
•    Act as a technical reference on the recruitment processes and employment programs for the FIC.
•    Advise on the tactics, support, and processes for identifying, recruiting, and retaining the human resources FIC needs.
•    Assist in the identification and implementation of efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organisation. 
•    Contribute to the development of guidelines and tools for recruitment processes e.g. screening process and Interview process. 
•    Monitor / evaluate implementation of recruitment strategies and plans and make recommendations.
•    Contribute to the establishment of assessment methods to test candidates on job-related skills (e.g., computer skills test, role-playing activities, and psychometric assessments 
•    Analyse recruitment metrics, e.g time-to-hire and source of hire and make recommendations and update recruitment tracker.
•    Advice management with the overall effective utilization of the e-recruitment platform and implement required changes. 
•    Consolidate recruitment reports from HR team members for the manager’s review.
On Boarding:
•    On board new employees in line with the onboarding programme. 
•    Contribute to the review and maintenance of the onboarding processes/program to ensure high employee engagement and long-term retention of employee.
•    Participate in onboarding activities to ensure that new employees are fully integrated to the organisation. 
Employment Equity and Transformation 
•    Contribute in developing strategies to achieve Employment Equity objectives in line with best practice on employment equity implementation. 
•    Facilitate workforce analysis and provide recommendations.
•    Participate in the provision of diversity management and awareness sessions.
•    Assist in the functioning of the employment equity governance structures and provide technical advice to the committee.
•    Conduct quarterly audit against the approved Employment Equity Plan for manager review.
•    Consolidate and submit data for Broad-Based Black Economic Empowerment (B-BBEE) verification process.
Human Resources Information system (HRIS)
•    Serve as subject matter expert and act as a key resource of HRIS system selection and implementation, deployment of new functionality, and partnering with HR functional areas on system related process work, and integration project work.
•    Contribute to the Identification of efficiencies through automation in the areas of business processes, integrations, and data loads in relation to HRIS.
•    Conduct and participate in the development, analysis of workflows and design of functionality and/or improvements to HRIS, ensuring both process and system requirements are fully identified, evaluated, tested, and implemented.
•    Conduct people data analytics and reporting capabilities and advise management. 
•    Serves as liaison between HR, third parties and other stakeholders for HR database design and implementation projects.
•    Monitor employment data on the HRIS. 
•    Advise management on the HR risk.
Policy Development
•    Conduct research, consult with stakeholders, and review existing policies and procedures to inform the development of a policy or procedure for management review. 
•    Draft required policies or procedures in line with the prevailing HR practices and legislation
Statutory and General Reporting
•    Compile and consolidate HR operations reports and dashboard for management. 
Wellness Management 
•    Facilitate/coordinate employee wellness initiatives. 
•    Gathering data and information and using that data to determine what extra steps should be taken to enhance the success of the programs put in place by the service provider.
•    Contribute to the development of plans for improving employee health and wellness in FIC using current research and best practices.

Performance Management 
•    Facilitate and implement performance management process and policies
•    Coach, empower and advise management and employees on the performance management system / performance management framework.
•    Contribute to the enhancement of the performance management framework.
Labour Relations 
•    Monitor the internal environment for potential conflicts, acting proactively to prevent conflict.
•    Advice managers in respect of labour relations matters in line with FIC relevant policies and legislations.
•    Facilitate the speedy resolution of grievances and disputes in line with the prevailing policies. 
Training and Talent Development 
•    Support talent development function with training and development initiatives.
General HR 
•    Provide advice, guidance and empower management and employees on HR framework.
•    Collaborate closely with the HR team. 
•    Liaise with relevant HR service providers in the sourcing and delivery of standard.
•    Review and maintain personnel records/information in accordance with the applicable laws as well as FIC ’s policies and procedures.
•    Be a technical reference coach and review work of generalists and administrators.
•    Act as a technical reference on day-to-day human resources administrative e.g., exit process, probation etc. 
•    Review all HR submission or HR related documents before they are submitted to HR management.
•    Ensures confidentiality and professionalism is maintained when dealing with sensitive and confidential information.
•    Perform any other duty as assigned.
Change Management 
•    Assist in the facilitation of HR interventions, processes or systems through adopted change management approaches.  
 
SKILLS AND EXPERIENCE
•    Degree in HR Management NQF level 7 or related field
•    Minimum of 5-8 years’ HR (generalist) experience in provision and execution of human resources framework  
•    Strong analytical skills
•    Demonstrated communication and writing skills.
•    Demonstrated knowledge of employment legislation

PLEASE APPLY HERE