HR Administrator

Overview

Our company is dedicated to unlocking Africa's potential by transforming rigorous, Africa-grounded research into practical insights that fuel client growth and continental progress. As we expand across the continent, we distinguish ourselves through a unique combination of deep pan-African presence and an agile, market-driven delivery model, enabling us to deliver insights that are fast, contextually accurate, and commercially relevant in complex and rapidly evolving markets. Our culture is anchored in guiding values that shape how we work and collaborate: a belief in Africa's power, science that drives prosperity, progressive dialogue, and transformative relationships, all aimed at creating lasting value for clients and communities.

We are seeking a dedicated and detail-oriented HR Administrator to join our Human Resources department in Pretoria, South Africa. This mid-level role is crucial in supporting the daily operations of our HR functions, ensuring smooth administrative processes that underpin our commitment to fostering a positive and productive work environment. The successful candidate will play a vital role in upholding our operational excellence and supporting our most valuable asset: our people.

Duties & Responsibilities

• Coordinate and implement HR administrative functions and projects across the employee lifecycle, ensuring timely recruitment coordination, an engaging onboarding experience, reliable HR administration and effective coordination and administration of the performance management system.
• Support the implementation of a future-fit culture through employee wellbeing and engagement initiatives, and ensure the business remains compliant with all applicable labour laws and regulatory requirements.
• To coordinate the day-to-day HR administrative tasks that support the smooth functioning of the business, this will ensure overall legal compliance and efficiency of the HR function, thereby safeguarding the organisation from potential risk.
• To build, update and maintain an HR database for the business to leverage data and identify talent trends to support people decisions in the business.
• To effectively coordinate all recruitment activities to ensure that the business has the right candidate at the right time to support the strategic objectives of the business.
• coordinating and managing agencies through clear SLA posting of job openings (either with internally, Pnet, LinkedIn, Agencies etc)
• compiling an EVP and ETHOS for all agencies
• preparing formal advertisements
• preparing interview logistics and distribution of interview packs,
• preparing employment contracts for Director’s approval etc
• To coordinate and administer the on-boarding program on all new employees to ensure they become highly effective in the shortest amount of time.
• To support the business in ensuring that any new or outdated content (e.g. product, process or systems) is updated on the onboarding program upon instruction from the leader or specialist.
• Be the superuser of the Performance Management System (15Five) to ensure that the system is always accurate with employee details and reporting lines.
• To coordinate the administration of the Performance Management process as per agreed policy that aligns employee objectives with strategic goals, supports regular feedback and development, and measures progress to strengthen organisational performance.
• To drive cadence across the business by ensuring weekly/monthly performance check-ins are honoured, quarterly results are available for SLT, and relevant surveys are developed and managed according to the agreed schedule. (E.g. Leadership, Engagement, Collaboration, Value Surveys)
• Ensure HR statutory and regulatory compliance by administratively supporting BBBEE accreditation, Employment Equity and skills-development processes, thereby ensuring all reporting and deadlines are honoured.
• To develop, maintain and implement (through training and monitoring) HR policies and procedures across the business.
• Provide ongoing support to the Chief Governance Officer on all HR related matters including ad hoc HR projects and general HR reports.

Key Performance Objectives (OKR's)

Performance Management

• By 31 May 2026, roll out a standardized performance management process across all departments—ensuring 100% of employees are using the system and completed check-ins & one-on-ones.
• Facilitate two formal performance review cycles per year (mid-year and year-end), achieving 100% completion and submission rate within the agreed deadline.
• By 30 September 2065, train all line managers (minimum 90% attendance) on effective performance conversations, setting SMART goals, and giving feedback—with post-training evaluations averaging ≥ 4 out of 5.

Recruitment

• Maintain an average talent acquisition rate of 21 days from the start of the recruitment process to the signing of a contract.
• By Q3, shift 50% of all new hires from external agencies to our internal recruitment team—reducing agency fees.

HR Administration

• Ensure that all new starter packs and terminations are 100% correct and submitted on time.
• Maintain 95% of all HR administration up to date and maintained (checklist).
• Conduct an HR admin audit to ensure all employee files are up to date by December 2025.
• Develop an HR tracking report and provide monthly feedback to the business.

Disclaimer

This job description should not be viewed as an all-inclusive list of assigned duties, responsibilities, or aspects of the job described, and may be amended at any time based on the business operational requirements.