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BITOU LOCAL MUNICIPALITY
EXTERNAL ADVERTISEMENT
Bitou Municipality is inviting applications for the following vacancy from suitably qualified and experienced professionals. Preference will be given to local residents before considering candidates outside the Bitou Municipal Area
ASSISTANT HR OFFICER: EPA AND TALENT MANAGEMENT
DIRECTORATE: CORPORATE SERVICES
DIVISION: HUMAN RESOURCES MANAGMENT
SECTION: ORGANIZATIONAL EFFECTIVENESS; HR OPERATIONS AND BENEFITS ADMINISTRATION & TALENT MANAGEMENT & LEARNING
SUB – SECTION: EMPLOYEE PERFORMANCE APPRAISAL AND TALENT MANAGEMENT & LEARNING
BASIC SALARY: (T10) R 316 061,15 – R 410 246,08 PER ANNUM + MUNICIPAL BENEFITS
REFERENCE NOTICE: 267 of 2026
QUALIFICATIONS AND EXPERIENCE: ● Grade 12 ● A relevant 3-year tertiary qualification in Human Resources Management or related field ● 2-5 Years’ relevant experience within a Human Resources environment.
REQUIREMENTS AND SKILLS ● Computer literacy in MS Office Applications with advanced MS Word & Excel ● Proficiency in at least 2 of the official languages of the Western Cape (read, write and speak) ● Excellent organizational and administrative skills ● Excellent analytic and problem solving ability ● High level of integrity, responsibility and confidentiality ● Have ability to give attention to detail and be able to work under pressure ● Report writing ● Public Relations Skills ● Ability to deal with conflict situations. ● Excellent Negotiation skills.
FUNCTIONS & RESPONSIBILITIES: ● Provide clerical support with administering individual Employee Performance Appraisal (EPA) ● Ensuring the accurate capturing and integration of revised departmental KPI’s of individual performance agreements and individual career development plans on the automated performance management system ● Perform tasks/ activities associated with the administrative, clerical and reporting requirements of the performance appraisal function ● Prepares qualitative and quantitative information for inclusion into specific statutory reports ● Provide administrative support with administering Learnerships and RPL ● Provide administrative support with administering municipal bursaries / study loan contracts ● Assist with conducting skills audit of the staff to compile a data base of skills obtained ● Integrate human resources planning within skills audit and workplace development ● Implementation of the WSP ● Assist the immediate supervisor with ensuring the WSP compiles with LGSETA requirements ● Establishing training and development needs of staff within the allocated departments by liaising with supervisors and managers and scrutinising performance appraisals, conducting skills audits and make recommendations regarding training programmes ● Perform clerical tasks as instructed by the supervisor ● Arrange training programmes and/or training interventions by approved training providers ● Serve as information resource with regard to all aspects of skills development ● Reports to various institutions / persons.
COMPETENCIES REQUIRED
CORE PROFESSIONAL COMPETENCIES
Oral Communication: The ability to articulate complex concepts in an understandable, convincing manner.
Written Communication: Communication of complex information in a manner that is understandable to the specific audience.
Organisational Awareness: The ability to understand the key drivers in the sector and the Municipality and to apply this understanding to meet the service delivery challenges.
Planning and Organising: The ability to plan activities within specific timeframes and then to execute these activities according to plan.
Problem Solving: The ability to identify potential problems, to break the problems into component parts, to generate potential solutions, to select an option and implement it.
Negotiation: The ability to achieve the desired objectives and agreements through interactive discussion with either internal or external parties. Effectively exploring alternatives and positions to reach outcomes that gain the support and acceptance of all parties.
Consulting: The ability to understand stakeholder needs and dynamics and to build capacity within the target audience through the ability to listen attentively, grasp issues, present information in a clear manner and respond appropriately to verbal and written communication of others.
FUNCTIONAL COMPETENCIES:
Change Management: The ability to facilitate changes in technology, human behaviour and processes with minimal cost and disruption to the department, in a manner that enhances and ensures achievement of departmental objectives.
HR Technology / Information Management: The effective utilization of technological applications and platforms that makes information both accessible and accurate, providing HR and line management with the knowledge and intelligence required for more effective decision making.
HR Service Delivery: The adequate provision of HR Services meeting the needs of the organization and its employees which enables delivery of organizational goals and targets.
Strategic HR Management: The systematic approach to developing and implementing long-term HRM strategies, policies and plans that enable the organization to achieve its objectives.
Talent Management: The proactive design and implementation of a talent-driven business strategy directed to attracting, deploying, developing, retaining and optimizing the appropriate talent requirements as identified in the HR Plan and Staffing Strategy of departments
Workforce Planning: The systematic identification and analysis of municipality’ workforce needs culminating in a workforce plan to ensure sustainable municipality’ capability in pursuit of the achievement of its strategic and operational objectives.
Compensation and Benefits Management: The ability to conduct job evaluations using prescribed methods and systems, to establish the essential value of jobs in accordance with the procedure that considers the degree of complexity of the content of the job and requirements. Links job evaluation with remuneration and the effective management of benefits and reward through policy, practice and processes.
PUBLIC SERVICE ORIENTATION COMPETENCIES:
Service Delivery Orientation: The ability to improve existing and explore and implement new ways of delivering services that contribute to the improvement of Municipal processes to achieve Municipal goals.
Interpersonal Relationships: The ability to establish and maintain productive relationships with people within and outside the Municipality.
Communication: The capacity to listen attentively, grasp issues, present information in a clear manner and respond appropriately to verbal and written communication of others.
PERSONAL COMPETENCIES:
Action and Outcome Orientation: The display of high work ethic in setting and achieving challenging goals, meeting deadlines and keeping promises. It manifests itself in one’s ability to stay focused on task, to be energetic, persistent and reliable.
Resilience: The ability to respond constructively to pressure / stress situations and the ability to persist with goals despite obstacles and setbacks.
Accountability and Ethical Conduct: The ability to innovate and challenge the status quo and the ability to cope with change driven by others.
Conflict Management: The ability to deal effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.
Learning Orientation: The willingness and motivation to learn, acquire knowledge, develop insight and focus on continuous self- improvement.
Problem Solving & Analysis: The ability to gather information, analyse issues and deal with complexity and ambiguity. Shows long-term thinking, follows through in a logical manner, aware of consequences and implications. Is able to see the ‘Bigger Picture’.
MANAGEMENT / LEADERSHIP COMPETENCIES:
Direction Setting: The ability to create a clear sense of common purpose and vision for others with a view to obtaining buy in and commitment to the goals.
Impact and Influence: The ability to inspire a positive attitude in others and be able to influence others effectively.
Coaching and Mentoring: The ability to assess skills, performance and potential of subordinates and to encourage their development with the view of optimizing their talent.
Team Orientation: The capacity to promote a cooperative climate, understand group dynamics and apply appropriate facilitations techniques in working with others to achieve a shared goal.
Work related enquiries can be directed in writing to the HR Specialist: V R Cunningham, at e-mail: vcunningham@plett.gov.za or telephone: 044 501 3443 and for general enquiries contact Mr. Henry van Rooyen on telephone no: 044 501 3144.
Candidates must be willing to be subjected to an interview and competency assessment and must be aware that previous employers and references will be contacted, and their qualifications, credit and criminal record will be verified. The candidates will be required to disclose all Financial Interests.
ONLY electronic applications will be considered on the E-recruitment site, which can be found on the Bitou Municipality website, www.bitou.gov.za under career opportunities or https://munrec.collaboratoronline.com/.
Applicants are encouraged to register and apply online before closing date.
When applying on the Portal:
· Applicants must ensure to follow the assisting guidelines that can be accessed on the website under How to Join the Team, before completing their online application.
· Applicants should check and verify their status or the progression of their application, by referring to their “inbox tab on the Portal.
· Applicants must ensure that all the information provided on profile is correct and all the necessary documents are attached, prior to submitting a job application.
Documents to be submitted under correct field titles:
· A comprehensive CV (Stipulating full employment history, title of position held, time period and duties).
· All applications must be accompanied by certified copies (not older than 6 months), by a commissioner of oath.
· All relevant Qualifications and Identity document must accompany your application. Driver’s license and registration with professional body must accompany your application only if applicable.
Bitou Municipality is an equal opportunity employer. Candidates from the designated groups, including those with disabilities, are encouraged to apply.
Please take note:
1. Candidates must be willing to be subjected to an interview and competency assessment and must be aware that previous employers and references will be contacted, and their qualifications, credit and criminal record will be verified. The candidates will be required to disclose all Financial Interests.
2. No hard copy or faxed applications will be accepted.
3. Applicants who intentionally misrepresent information in pursuit of their own benefit will also be disqualified.
4. Canvassing of Councillors with the purpose of being appointed is not permitted and proof of such canvassing shall lead to disqualification.
5. Non-submission of required documents or submission of fraudulent documents, canvassing of Councillors and/or officials, non-adherence to the instructions on the advertisement will lead to disqualification.
6. By applying for this position, candidates agree to background checks being performed which will include reference and other relevant checks.
Bitou Municipality subscribes to and applies the principles of the Employment Equity Act. Females, Youth and Disabled persons are encouraged to apply.
MR. F R J WILLIAMS
ACTING MUNICIPAL MANAGER
CLOSING DATE: 17 NOVEMBER 2026 @16H30 PM
Correspondence will be limited to shortlisted candidates only, if you do not receive a response within 12 weeks from the closing date, please accept that your application was unsuccessful. Bitou reserves the right not to fill the vacancy.
