Johannesburg: Group Chief People Officer

February 26, 2026 Jobs in Central Johannesburg

Job Description

About the Role

The Group Chief People Officer is a strategic executive responsible for shaping and delivering the organisation’s people agenda to drive business performance, culture, and long-term sustainability. This role leads the full human capital strategy, including talent management, culture transformation, leadership development, organisational effectiveness, and employee experience, to ensure the company attracts, develops, and retains exceptional people.

Key Responsibilities

Develop and execute a people strategy aligned to business goals.
Serve as a key member of the executive leadership team, contributing to strategic decision-making.
Promote a high-performance, purpose-driven culture.
Lead culture evolution to support innovation, accountability, inclusion, and engagement.
Act as custodian of organisational values and employee experience.
Champion diversity, equity, inclusion, and belonging (DEIB) initiatives.
Oversee workforce planning, talent acquisition, succession planning, and leadership pipelines.
Implement strategies for leadership and skills development at every level.
Drive internal mobility, high-potential programs, and executive coaching frameworks.
Ensure efficient, compliant HR operations, policies, and systems.
Lead digital transformation within HR to improve analytics, employee self-service, and automation.
Oversee compensation and benefits strategies that are competitive and aligned to performance.
Lead organisational restructuring, mergers, or integrations from a people perspective.
Implement change management solutions to support strategic initiatives.
Drive workforce optimisation and future-of-work initiatives.
Embed a performance-based culture with fair, transparent metrics.
Monitor employee engagement and implement initiatives to improve retention.
Ensure effective communication and collaboration across all business units.
Lead all BEE-aligned initiatives related to skills development and Employment Equity.
Oversee and ensure accuracy of reporting on these initiatives.
Develop strategies to increase effectiveness in this space.
Manage Payroll team.
Implement a new Group Payroll system and drive its adoption.

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Requirements

Strategic Business Acumen
Exceptional Leadership & Influencing Skills
Change Leadership & Culture Transformation
Emotional Intelligence & Stakeholder Management
Strong Financial & Analytical Capability
Expertise in HR Technology and Future-of-Work Trends

Qualifications

Bachelor’s degree in Human Resources, Psychology, Business, or related field (Masters preferred)
10 years of executive-level HR leadership experience
Proven track record in transforming culture and leading large-scale people initiatives
Experience in a complex, multi-site or multinational environment is advantageous

How to Apply

Click the green “Go Apply” button below to apply directly online with the employer.

About HR & recruitment Jobs in Gauteng

The human resources and recruitment sector is a vital component of the Gauteng job market, with a wide range of roles available across various industries. Typically, this field encompasses functions such as talent acquisition, employee engagement, benefits administration, and training development, among others. Generally, these roles require a strong understanding of organisational dynamics, employment law, and recruitment methodologies to drive business success.

When it comes to salary expectations in Gauteng, HR and recruitment professionals can expect broad ranges that vary greatly depending on factors such as experience, company size, and industry sector. Typically, entry-level positions may fall within the R200 000 – R400 000 per annum range, while senior roles can span from R600 000 – R1 200 000 per annum or more, depending on the specific circumstances. It’s essential to note that actual salaries can differ significantly based on these and other factors.

Common skills for HR and recruitment professionals in Gauteng include strong communication and interpersonal skills, proficiency in recruitment software and systems, knowledge of employment law and regulatory frameworks, analytical and problem-solving abilities, and the capacity to build and maintain relationships with diverse stakeholders. Other essential skills may include strategic thinking, adaptability, and the ability to navigate complex organisational structures.

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Several industries commonly employ HR and recruitment professionals, including the financial services sector, technology industry, manufacturing sector, and non-profit organisations. These sectors often require a high level of organisational acumen, technical expertise, and interpersonal skills to drive talent acquisition and retention efforts.

Career development opportunities in the HR and recruitment field are diverse and plentiful. Typically, professionals in this field can move into senior roles such as talent management, diversity and inclusion specialists, or leadership positions within organisations. Many also choose to pursue further education or training in areas like human resources management, labour law, or organisational development. With experience, they may transition into specialist roles or become thought leaders in their industry, leveraging their expertise to drive positive change and business success.

This information provides general career guidance. Actual salaries and requirements vary by employer.

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