Human Resources Manager at Institute for Economic Justice (IEJ)

Job type: 3 year part-time contract, 3 days per week.

Office culture: IEJ operates on a hybrid basis, with employees expected in-office on Tuesdays and Thursdays.

As IEJ grows in size and complexity, the role of the Human Resources Manager becomes even more critical. We are seeking a seasoned and values-driven individual to develop and implement HR systems and practices that align with IEJ’s mission, support staff well-being, ensure compliance, and foster organisational cohesion.

The HR Manager will partner with the Leadership Team (LT) and Line Managers (LMs) to embed strategic, equitable, and effective HR processes, while also building IEJ's internal capability to manage change, conflict, and professional growth. We are seeking a candidate who combines strong technical HR expertise with deep people insight, emotional intelligence, and a track record in organisational development. You should be passionate about enabling healthy, high-performing teams and aligning people practices with values-driven growth.

Culture and Organisational Development

• Lead culture-building initiatives, including the development of behavioural norms and a “Ways of Working” framework
• Design and facilitate OD interventions to support team dynamics, internal alignment, and change readiness
• Lead employee engagement strategies, pulse checks, and workplace wellness initiatives.
• Guide the organisation through change processes with professionalism, care, and a values-based approach.

Strategic HR Leadership and Compliance    

• Develop and implement HR policies and procedures aligned with employment legislation and IEJ’s strategic priorities.
• Provide HR insight on workforce planning, employment equity, and risk management.
• Ensure labour law compliance (BCEA, LRA, EEA, POPIA, etc.) and advise leadership on regulatory developments.

People, Systems, and Operations

• Oversee recruitment, onboarding, and professional development planning.
• Standardise HR processes and documentation (e.g. PDPs, grievances, contracts, SOPs).
• Research and implement digital HR systems and tools for improved efficiency and data tracking.

Learning and Development

• Coordinate and monitor individual Professional Development Plans (PDPs) across teams.
• Develop, implement and monitor the training calendar and internal learning opportunities that support staff growth.
• Ensure equitable access to development pathways for all staff, including support and administrative roles.

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