This role is responsible for developing, implementing, and maintaining HR policies and initiatives aligned with CrossCountry’s overall business strategy, specific to South Africa. The HR Manager serves as the primary HR point of contact for all South Africa-based employees, working closely across Operations and key internal departments. The role provides leadership on local HR policies, South African labour legislation, personnel concerns, and employee experience across the full employment lifecycle.

HR Strategy and Policy

• Research, develop, and implement HR policies aligned with South African employment legislation (LRA, BCEA, EEA, POPIA) and CCC's global business strategy.
• Manage and continuously improve HR systems, strategies, and procedures across the South African entity.
• Manage the employment lifecycle in South Africa, from issuing offers through exit.
• Maintain and update the South Africa Employee Policy Guide to reflect legislative changes and business needs.
• Analyze employee trends and provide leadership with data-driven recommendations to improve the employee experience.

Employee Relations and Labour Compliance

• Manage employee relations matters, including grievances, performance concerns, disciplinary processes, and terminations, in line with the LRA and CCC policy.
• Prepare documentation for and coordinate CCMA proceedings, conciliations, and arbitrations where required.
• Oversee disciplinary hearings and investigations, ensuring procedural fairness and legal compliance throughout.
• Serve as the primary advisor to managers on corrective action, performance management, and fair labour practices.

Employment Equity and Skills Development

• Develop, implement, and maintain a compliant Employment Equity Plan aligned with the Employment Equity Amendment Act (effective January 2025) and applicable sector-specific numerical targets.
• Prepare and submit annual EEA2 and EEA4 reports to the Department of Employment and Labour.
• Coordinate the Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions to the relevant SETA.
• Manage Skills Development Levy (SDL) obligations and liaise with SETA for levy grant recovery.
• Drive BBBEE-related HR data collection, recordkeeping, and reporting to support the company's transformation objectives.

POPIA and Data Privacy

• Ensure all employee data processing activities comply with the Protection of Personal Information Act (POPIA).
• Maintain POPIA-compliant employee records, including consent documentation, data retention schedules, and secure destruction protocols.
• Serve as a point of escalation for employee data privacy queries and concerns.

Employee Engagement and Culture

• Design and execute South African-specific employee engagement programs in partnership with the local South African leader, including budget management.
• Coordinate SA Town Halls, US leadership visits, and Forum operations, including content creation and logistics support.
• Manage the South African market page on CC Connect and maintain South African-specific communications.
• Serve as the general point of contact for South African staff communications and local queries.
• Contribute to developing and implementing firm-approved, AI-enabled solutions for clients, in accordance with company policies on data protection, intellectual property, and professional standards.
• Stay informed about emerging AI tools and techniques and collaborate with firm leadership to identify compliant opportunities to enhance client solutions and internal processes.

Entity-Specific Operations

• Champion and continuously improve the South African onboarding program, ensuring new hires have clarity on their role, CrossCountry culture, and local practices.
• Coordinate local access provisioning and logistics for new employees (e.g., Workshop17 setup, equipment).
• Manage company laptop and swag inventory, including local purchasing, coordination, and storage.
• Support international relocation and visa processes for South Africa-based employees.
• Serve as the Workshop17 account manager.
• Assist with ad hoc HR administration, including tracking new hires and terminations and maintaining Intranet pages.

• 5+ years of progressive HR experience, with at least 2 years in an HR Manager or senior HR generalist capacity.
• Deep, applied knowledge of South African labour legislation: LRA, BCEA, EEA (including 2025 amendments), POPIA, and OHSA.
• Demonstrated experience managing CCMA matters through conciliation and arbitration.
• Hands-on experience with Employment Equity reporting (EEA2/EEA4) and WSP/ATR submissions.
• Strong employee relations and disciplinary hearing experience, including procedural and substantive fairness requirements.
• Proficiency in HR systems and databases; Workday experience preferred.
• Excellent communication, active listening, negotiation, and presentation skills, with the ability to engage stakeholders at all levels.
• Strong analytical capability with demonstrated use of HR metrics to inform decisions.
• High attention to detail and ability to manage confidential information with discretion.
• Comfort with AI: Demonstrated ability to responsibly explore and adopt firm-approved AI tools to enhance productivity and innovation.
• Continuous Learning Mindset: Openness to learning and applying emerging technologies including AI and automation in alignment with firm policies and client standards.

Preferred Requirements:

• Professional membership with the South African Board for People Practices (SABPP).
• Experience with BBBEE compliance and HR's role in transformation reporting.
• Familiarity with Sector Education and Training Authorities (SETAs) and levy grant recovery processes.
• Experience supporting a multi-national or US-headquartered organization with cross-border HR coordination.
• Proficiency in Microsoft Excel and HR reporting tools.

Key South African Legislative Framework:

The following statutes govern the core obligations of this role. Candidates must demonstrate working knowledge of each.

• Labour Relations Act (LRA) No. 66 of 1995: Unfair dismissal, dispute resolution, CCMA and Bargaining Council procedures.
• Basic Conditions of Employment Act (BCEA) No. 75 of 1997: Leave entitlements, working hours, minimum conditions, National Minimum Wage.
• Employment Equity Act (EEA) No. 55 of 1998, as amended in 2025: Designated employer obligations, EE reporting, and sector numerical targets.
• Protection of Personal Information Act (POPIA) No. 4 of 2013: Employee data processing, consent, and retention obligations.
• Skills Development Act No. 97 of 1998: WSP/ATR submissions, SETA liaison, SDL compliance.
• Broad-Based Black Economic Empowerment (BBBEE) Act: HR's role in skills development and employment equity pillars.
• Occupational Health and Safety Act (OHSA) No. 85 of 1993: Workplace safety compliance and recordkeeping.