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The Evolution of HR: Embracing Digitization to Meet Modern Workforce Needs

Human Resources /

The role of Human Resources has shifted dramatically over the past decade. No longer confined to administrative tasks, HR has become a strategic driver of organizational success. Yet, with this expanded role come challenges that demand innovative approaches to workforce management. In today’s fast-evolving business environment, HR professionals are increasingly grappling with complex recruitment processes, fragmented systems, and heightened employee expectations. Recruitment remains a critical area of concern for most organizations. The process of finding and securing top talent is often cumbersome, with delays and inefficiencies that can hinder business growth. Beyond recruitment, HR teams frequently find themselves bogged down by manual, time-consuming administrative tasks such as leave management, attendance tracking, and payroll processing. These operational inefficiencies not only drain time and resources but also divert attention from strategic priorities like talent development and employee engagement. The modern workforce has higher expectations than ever before. Employees seek transparency, opportunities for growth, and seamless interactions with their employers. However, many organizations struggle to meet these expectations, particularly when it comes to providing clear career development paths or consistent performance feedback. This disconnect can lead to disengagement, higher turnover rates, and decreased productivity. Another significant challenge lies in the management of employee data. In many organizations, data is scattered across various systems, creating silos that prevent HR teams from gaining meaningful insights. Without a centralized system, decision-making becomes reactive rather than proactive, leaving gaps in workforce planning and organizational alignment. Despite these challenges, the opportunities for transformation are immense. The digitization of HR processes has emerged as a powerful solution for organizations looking to optimize their workforce management. By integrating technology into HR functions, companies can streamline operations, enhance the employee experience, and gain valuable insights to guide decision-making. Digitization enables organizations to manage the entire employee lifecycle more effectively, from recruitment and onboarding to performance management and offboarding. At its core, digitizing HR is about creating a foundation for smarter, more agile people management. It’s not just a technical upgrade—it’s a strategic shift that positions organizations to thrive in a competitive landscape. As businesses prepare for the future, embracing modern HR practices is no longer optional. It’s a necessity for those who seek to attract and retain top talent, improve operational efficiency, and drive sustainable growth. The transformation of HR is an ongoing journey, and for organizations ready to embark on it, the rewards are significant. By reimagining the way we manage people, we’re not just shaping better workplaces—we’re building the future of work itself. At Ziyana Group, we are committed to helping organisations embrace diversity and inclusion in their L&D initiatives. Integrating diversity and inclusion into Learning & Development programmes, creates a more equitable and dynamic workplace. Our comprehensive training programs and courses are designed to foster a culture of belonging and empowerment, where every individual has the opportunity to thrive and contribute their best. These efforts not only enhance employee engagement and retention but also drive innovation and improve organisational performance. Embracing D&I in L&D is not just a strategic imperative—it’s a commitment to building a workplace where every individual has the opportunity to thrive and contribute their best. Together, let’s build a more inclusive and equitable workplace for the future.

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Recruitment Process Outsourcing (RPO): A Strategic Approach to Talent Acquisition

Human Resources /

Recruitment Process Outsourcing (RPO) is more than outsourcing recruitment—it’s about creating a partnership that empowers your organization with a strategic, streamlined hiring process. Ziyana Group’s RPO services provide end-to-end recruitment solutions tailored to meet the unique needs of your business. We take on the responsibility of sourcing, screening, and managing the hiring process, allowing your HR team to focus on other core functions. RPO is ideal for companies experiencing rapid growth, facing high-volume hiring needs, or aiming to enhance their recruitment strategy without overloading internal resources. Our RPO services adapt to your business’s evolving needs, providing the flexibility, scalability, and expertise required to meet both current and future staffing demands. Advantages of Recruitment Process Outsourcing: 1. Expertise and Efficiency: Access to a team of recruitment experts who specialize in finding the right fit for your organization, saving you time and resources. 2. Scalability: Adjust your recruitment efforts based on business demands without committing to a long-term increase in HR headcount. 3. Consistency in Candidate Quality: Through our proven sourcing techniques and selection process, we deliver consistent quality in every hire. 4. Enhanced Employer Branding: A professional, seamless recruitment process positions your organization as a desirable place to work, attracting high-quality candidates. Partnering with Ziyana Group At Ziyana Group, our recruitment and talent management services are designed to make your hiring process seamless, efficient, and aligned with your long-term goals. Whether you’re looking to fill immediate roles, prepare for future growth with a talent bank, or outsource the entire recruitment process, we offer solutions that provide real, measurable value. We’re committed to helping you build a resilient, adaptable workforce that can thrive in a dynamic business landscape. With our tailored recruitment strategies, your organization will not only attract top talent but also nurture a network of potential future hires, ensuring you’re always one step ahead. Let Ziyana Group be your partner in creating a sustainable talent pipeline, so you can focus on what you do best—growing your business. Contact us today to discuss how we can support your recruitment and talent acquisition needs. At Ziyana Group, we are committed to helping organisations embrace diversity and inclusion in their L&D initiatives. Integrating diversity and inclusion into Learning & Development programmes, creates a more equitable and dynamic workplace. Our comprehensive training programs and courses are designed to foster a culture of belonging and empowerment, where every individual has the opportunity to thrive and contribute their best. These efforts not only enhance employee engagement and retention but also drive innovation and improve organisational performance. Embracing D&I in L&D is not just a strategic imperative—it’s a commitment to building a workplace where every individual has the opportunity to thrive and contribute their best. Together, let’s build a more inclusive and equitable workplace for the future.

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HR Analytics: Unlocking the Power of Data to Drive People Decisions

Human Resources /

In today’s competitive business landscape, data-driven decision-making is critical to staying ahead. This shift towards data-centric strategies is transforming human resources, placing HR Analytics at the forefront of workforce management. At Ziyana Technology, we believe HR Analytics is a powerful tool that enables organizations to not only understand their workforce better but also to optimize it for enhanced performance and business success. What is HR Analytics? HR Analytics, also known as People Analytics, refers to the use of data and statistical analysis to understand employee behavior, forecast future trends, and make informed decisions about human capital. It’s about leveraging data to provide insights that lead to better hiring, training, performance management, and employee engagement practices. Rather than relying on intuition or subjective measures, HR Analytics equips companies with facts and trends, enabling leaders to make strategic decisions that positively impact both the workforce and the organization’s bottom line. The Impact of HR Analytics on Workforce Management Here are key areas where HR Analytics can revolutionize your HR functions: Talent Acquisition and Recruitment: By analyzing data on past hires, you can identify patterns in successful candidates and improve your recruitment strategy. HR Analytics helps you predict which candidates are more likely to thrive in your company, reducing turnover and saving time and resources in the hiring process. Employee Performance and Productivity: With performance data readily available, companies can use analytics to identify high performers and assess factors that contribute to productivity. It also highlights areas where employees may require additional support or training, leading to a more targeted approach to talent development. Employee Retention and Engagement: Analytics can help you understand what drives employee satisfaction and retention by evaluating trends related to absenteeism, turnover, and engagement surveys. This allows HR to create interventions that improve the employee experience, thereby reducing turnover and fostering a positive work culture. Diversity and Inclusion: HR Analytics can track diversity metrics, helping organizations set realistic diversity and inclusion goals. It also uncovers areas where unconscious bias may be influencing hiring or promotion decisions, allowing HR to address these challenges and build a more inclusive workplace. Learning and Development: Identifying skill gaps within your workforce becomes more efficient with data-driven insights. By analyzing training outcomes and development needs, HR can create more personalized learning paths for employees, ensuring they acquire the skills needed to perform and grow within the company. The Role of Technology in HR Analytics HR Analytics relies on technology platforms like Zoho People and Learning Management Systems (LMS) to capture, store, and analyze employee data. These platforms consolidate information from multiple HR functions—such as recruitment, training, and performance management—allowing organizations to gain a holistic view of their workforce. At Ziyana Technology, we integrate analytics into our HR systems to help businesses turn data into actionable insights. From real-time dashboards that track key performance indicators (KPIs) to predictive models that forecast future workforce trends, our solutions empower HR teams to make data-driven decisions that align with organizational goals. The Future of HR is Data-Driven As businesses continue to evolve, HR Analytics will play an increasingly crucial role in shaping workforce strategies. With the right data, companies can unlock insights that not only improve employee outcomes but also drive business success. HR is no longer just about managing people—it’s about understanding the dynamics of your workforce and using data to optimize its potential. At Ziyana Technology, we are here to guide you through the digital transformation of HR, enabling your organization to harness the power of data through HR Analytics. Together, we can build a future-ready workforce that thrives in an ever-changing business environment. At Ziyana Group, we are committed to helping organisations embrace diversity and inclusion in their L&D initiatives. Integrating diversity and inclusion into Learning & Development programmes, creates a more equitable and dynamic workplace. Our comprehensive training programs and courses are designed to foster a culture of belonging and empowerment, where every individual has the opportunity to thrive and contribute their best. These efforts not only enhance employee engagement and retention but also drive innovation and improve organisational performance. Embracing D&I in L&D is not just a strategic imperative—it’s a commitment to building a workplace where every individual has the opportunity to thrive and contribute their best. Together, let’s build a more inclusive and equitable workplace for the future.

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The Power of Leadership Development: Unlocking Potential and Driving Success

Leadership Development /

In today’s fast-paced and ever-evolving business landscape, the importance of effective leadership cannot be overstated. At Ziyana Group, we believe that leadership is not just a role or a title but a continuous journey of growth, learning, and transformation. This month, we are focusing on the theme of Leadership Development—a critical element in shaping the future of organizations and empowering individuals to reach their full potential. Why Leadership Development Matters Building Resilient Organizations Leadership development is fundamental to building resilient organizations capable of thriving in a dynamic environment. Strong leaders create a culture of adaptability and innovation, enabling their teams to navigate challenges and seize opportunities. By investing in leadership development, companies can ensure that they have the right people at the helm, guiding their organizations through both calm and stormy seas. Fostering a Culture of Continuous Improvement At the heart of leadership development is the commitment to continuous improvement. Leaders who are committed to their personal growth inspire the same dedication in their teams. This culture of continuous learning fosters an environment where creativity and innovation flourish, where individuals feel empowered to take risks, learn from failures, and celebrate successes. Driving Employee Engagement and Retention Effective leadership is a key driver of employee engagement and retention. When employees feel valued and supported by their leaders, they are more likely to be motivated, committed, and productive. Leadership development equips leaders with the skills and tools they need to inspire and engage their teams, creating a positive work environment where everyone can thrive. Key Components of Leadership Development To truly unlock the potential of leaders within an organization, leadership development must be comprehensive and tailored to the unique needs of the organization and its people. Here are some key components of a successful leadership development program: Self-Awareness and Emotional Intelligence Understanding oneself is the foundation of effective leadership. Leaders must be aware of their strengths, weaknesses, values, and motivations. Emotional intelligence—the ability to understand and manage one’s emotions and to empathize with others—is also crucial. Leaders with high emotional intelligence can build strong relationships, manage conflict effectively, and create an inclusive and supportive work environment. Strategic Thinking and Decision-Making In today’s complex business world, leaders must be able to think strategically and make informed decisions. This involves not only understanding the big picture but also being able to analyze data, evaluate risks, and anticipate future trends. Leadership development programs should focus on enhancing these critical thinking and decision-making skills, equipping leaders to navigate uncertainty and drive strategic growth. Communication and Influence Effective communication is a cornerstone of successful leadership. Leaders must be able to articulate a clear vision, provide constructive feedback, and inspire and motivate their teams. They must also be skilled in influencing others, building consensus, and driving alignment around common goals. Developing strong communication and influence skills is essential for any leader who wants to create lasting impact. Adaptability and Resilience In a rapidly changing world, adaptability and resilience are more important than ever. Leaders must be able to pivot in response to changing circumstances, recover quickly from setbacks, and maintain a positive outlook even in the face of adversity. Leadership development programs should include training on resilience-building techniques and strategies for leading through change. How Ziyana Group Supports Leadership Development At Ziyana Group, we are passionate about helping organizations and individuals unlock their leadership potential. Our tailored leadership development programs are designed to meet the specific needs of our clients, providing them with the skills, knowledge, and confidence they need to lead effectively in today’s complex environment. We believe that leadership development is a lifelong journey, and we are committed to supporting our clients every step of the way. Whether you are looking to develop emerging leaders, strengthen your executive team, or navigate organizational transformation, we are here to help you succeed. Conclusion Leadership development is not a one-time event but an ongoing process of growth and learning. By investing in leadership development, organizations can build strong, resilient teams capable of driving innovation, achieving strategic goals, and creating a positive impact on the world. At Ziyana Group, we are excited to be part of this journey, empowering leaders to reach their full potential and make a difference. If you’re interested in learning more about our leadership development programs or how we can support your organization’s leadership journey, please get in touch with us today. Let’s lead with purpose, inspire with passion, and grow together. At Ziyana Group, we are committed to helping organisations embrace diversity and inclusion in their L&D initiatives. Integrating diversity and inclusion into Learning & Development programmes, creates a more equitable and dynamic workplace. Our comprehensive training programs and courses are designed to foster a culture of belonging and empowerment, where every individual has the opportunity to thrive and contribute their best. These efforts not only enhance employee engagement and retention but also drive innovation and improve organisational performance. Embracing D&I in L&D is not just a strategic imperative—it’s a commitment to building a workplace where every individual has the opportunity to thrive and contribute their best. Together, let’s build a more inclusive and equitable workplace for the future.

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Happy International Womens Day

Women Empowerment /

Inspire Inclusion: Honouring Women and Building a Brighter Future on International Women’s Day Every year on March 8th, the world unites to celebrate International Women’s Day (IWD). This year 2024, the theme, “Inspire Inclusion,” carries a powerful message: we must actively work towards a world where women are not just present, but truly included, valued, and empowered.This isn’t just about celebrating individual achievements, although recognizing the incredible contributions of women across all fields is crucial. It’s about taking down the structural obstacles that still prevent women from achieving their full potential, such as gender-based violence, opportunities, and restricted access to healthcare and education.  Inspiring OthersThis entails withstanding discriminatory norms and promoting awareness of the significance of gender equality. The goal is to establish a society in which women’s inclusion is recognized and appreciated as a fundamental component of development and success, as well as a moral need. Inspiring WomenWomen’s empowerment is equally vital. This entails giving them access to mentoring, resources, and opportunities so they may realize their greatest potential. It’s about giving them the confidence, sense of acceptance, and conviction that they should have a place at the table in all areas of life. Advocate for changeIn the neighbourhood, at work, or online, speak out against discrimination and gender bias. Advocatefor groups that promote gender equality. Challenge stereotypesBe mindful of unconscious biases and actively challenge stereotypes that limit women’s opportunities. Promote positive and diverse representations of women in media and everyday life. Mentor and empowerIf you hold a leadership position, take an active role in mentoring and assisting women in developing their careers. Create opportunities for women to share their voices and expertise. Invest in girls’ educationEducation is the key to empowering their success. Encourage programs aimed at giving femalesaccess to high-quality education and enabling them to follow their aspirations.” Celebrate diverse storiesAcknowledge and celebrate the accomplishments of women from many cultures, backgrounds, andspheres of life. We are all inspired by their stories.

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L & D Facilitator

Vacancies /

Location: Johannesburg, South Africa Job purpose: The facilitator is expected to identify competency and design gaps in learning materials and apply expert training methodologies in a manner that delivers results that enhance learner experience and exceed customers’ expectations. Evaluate and report on the impact of training programmes.   Primary Duties and Responsibilities:   Ensure full knowledge and understanding of the material and content to be facilitated and the outcomes to be achieved. Study the facilitator guide, learner guide, formative and summative assessment requirements, hand-outs, and activities, and create PowerPoint decks prior to training. Ensure familiarity with the practical implementation of the training by preparing a lesson plan and doing a dry run to test the sequencing of activities and timing of modules. Continuously review the training calendar and prepare to deliver the interventions scheduled. Decide on the training methods to be used per training session and prepare accordingly. Continuously keep updated on the developments in course material you are required and accredited to train. Train course material to learners as and when required (online and face-to-face) and keep business knowledge and context relevant throughout the training. Provide constructive feedback to learners, which is information-specific, issue-focused and based on observations to motivate and support learners to improve their performance. Monitor the progress of learners and provide additional support where required. Handling administrative duties by maintaining accurate records and feedback effectively. Ability to manage employed and unemployed learners including learners living with disabilities effectively. Communicate effectively, and manage group dynamics and conflict to ensure a meaningful learning experience for everyone in the group. Ensure that learners complete all assessments and submissions to reach the outcomes of each module and they can implement their new skills back in the workplace or as entrepreneurs. Compile a facilitator evaluation report of classroom sessions and include analysis and interpretation of data gathered before the learning programme (target audience analysis, course evaluation sheets, and own observations). Provide feedback on each learner relating to the learner’s participation during the course, areas of further development, learner actions requiring completion after the course, and success indicators back in the workplace; all issues arising from the class through your monthly reporting to the L & D Project Consultant. Work closely and build a relationship with your allocated L & D Project Consultant. Submit monthly facilitator’s report to the L & D Project Consultant. Participate in the review committee and provide detailed, specific, and structured feedback regarding changes required to learning materials for the Content Development department.   Desired Qualifications, Skills and Experience:   Grade 12 Relevant qualification in OD-ETDP Assessor/moderator accreditation advantageous 2 years’ experience in the learning and development field People Management skills Knowledge of training methodologies Experience in multi-stakeholder management Computer literate (MS Office) Excellent Written & verbal communication skills Planning & Organising skills Sound Decision-making and Problem-solving skills Meticulous attention to detail Interpersonal skills Report Writing skills Apply Here More Vacancies edit post Vacancies L & D Facilitator edit post Vacancies TENDER LEAD edit post Vacancies SOFTWARE DEVELOPER Load More

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TENDER LEAD

Vacancies /

Ziyana Group is looking for a Tender Lead to spearhead tender generation efforts Location: Johannesburg, South Africa Requirements:   Search for tenders and monitor tender announcements on various platforms.Attend tender briefings. Analyse documents, layout and standardisation of our proposals. Providing strategic advice throughout the tender process as well as an ongoing assurance function throughout the tender, promoting best practice. Delivery of compliant, professionally produced proposals within customer-defined timeframes. Coordinate and review/edit proposal input from a variety of stakeholders, typically involving contributions from Learning and Development, Talent Sourcing, Payroll Outsourcing and Technology and Finance. Ensure Compliance with regulations. Deliver persuasive writing and proposal best practices. Keep record of the database and bids registered on our tender system. Promote best practice tendering and sharing learning across the organization and through reviews on tenders and tendering processes. 100% Accurate completion of proposals/pricing and timely submission thereof Ensure quality proposal submitted based on understanding of client requirements and trends. Manage Tender Submission Dates and Times. Negotiation of Contracts.Identifying potential risks in the bids, quotations and estimating, and in any related contract.Lead a team of tender specialist/ administrator. Search for tenders and monitor tender announcements on various platforms. Attend tender briefings. Analyse documents, layout and standardisation of our proposals. Providing strategic advice throughout the tender process as well as an ongoing assurance function throughout the tender, promoting best practice. Delivery of compliant, professionally produced proposals within customer-defined timeframes. Coordinate and review/edit proposal input from a variety of stakeholders, typically involving contributions from Learning and Development, Talent Sourcing, Payroll Outsourcing and Technology and Finance. Ensure Compliance with regulations. Deliver persuasive writing and proposal best practices. Keep  record of the database and bids registered on our tender system. Promote best practice tendering and sharing learning across the organization and through reviews on tenders and tendering processes. 100% Accurate completion of proposals/pricing and timely submission thereof. Ensure quality proposal submitted based on understanding of client requirements and trends. Manage Tender Submission Dates and Times. Negotiation of Contracts. Identifying potential risks in the bids, quotations and estimating, and in any related contract. Lead a team of tender specialist/ administrator. Experience and Qualifications   Grade 12/ Matric National Diploma in Business Administration/ Business Management or any relevant qualification. 4 – 6 years relevant experience in the tender specialist/ tender lead role Proven experience in both public sector & private sector in tender/bid proposal. Proven track record of delivering a compelling of commercial offer and being awarded tenders and proposals. Proven skills in writing and editing proposal content within a complex business environment. Excellent communication skills. Attention to detail. Time management – execute procurement requests within a specified time frame upon completion of all documents required to submission on time (bid process e.g., tender briefing, preparation/compiling of proposal/tender etc) Bid Strategic thinking. Understanding key legislation governing bidding or tendering. Strong knowledge of MS Office applications. Ability to work both independently and as part of a team. Demonstrated integrity, independent thinking, judgment, and respect for others. Must be able to lead a team. Positive attitude. Emotionally intelligent Self-motivated – able to work independently with minimal supervision Must have own car Apply Here More Vacancies edit post Vacancies L & D Facilitator edit post Vacancies TENDER LEAD edit post Vacancies SOFTWARE DEVELOPER Load More

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SOFTWARE DEVELOPER

Vacancies /

Ziyana Group is looking for a talented and experienced Software Developer specialising in developing HR Systems, Learning/ Content Management System and Recruitment Systems. The idea candidate will have a strong background in Software Development and a proven track record of designing and implementing HR – related software solutions. Location: Johannesburg, South Africa Requirements:   Designing, developing and maintaining HR Software Applications and Systems. Collaborating with the leadership team to understand system requirements and user needs. Integrating HR Systems with existing software applications and databases. Conducting software testing, debugging and troubleshooting to ensure functionality and performance. Big-data unsupervised learning. Data platform engineering. Building AI models with a deep learning framework such as TensorFlow, Keras or Theano. Implementations, i.e. implemented and deployed into large-scale production system certain advanced ML and applied ML algorithms. The following knowledge will be advantageous: Cloud-based platforms: AWS, IBM Cloud, Azure. Understanding of transforming/implementing software/algorithms for use in real-life systems; Must be able to select hardware to run an ML model with the required latency. Supervise/mentor/develop junior staff. Must have knowledge and/or experience of object-orientated software engineering. Demonstrated skills in: analytical thinking, flexibility and adaptability, investigative orientation, planning and organizing, problem solving, verbal and written communication, teamwork, self-management (planning, and time management – includes the ability to work independently), systems level thinking, multi-disciplinary knowledge. Strong quantitative skills (mathematics/statistics/computer science); All international qualifications require an evaluation report / certificate issued by the South African Qualifications Authority (SAQA). Experience and Qualifications   The candidate must have Bachelor’s degree in computer science/engineering with at least three years’ experience in Artificial Intelligence/Machine Learning (ML) and software development in Artificial Intelligence Technologies. An Honors or Master’s degree will be advantageous. 5 – 8 years in developing HR – related systems such as performance management systems, learning management systems, recruitment systems etc. 3 – 5 years’ experience in the following, Applied machine-learning with regression. Classification. models for supervised learning; Cloud-based platforms: AWS, IBM Cloud, Azure. Understanding of transforming/implementing software/algorithms for use in real-life systems. Must be able to select hardware to run an ML model with the required latency. Must have knowledge and/or experience of object-orientated software engineering. Demonstrated skills in: analytical thinking, flexibility and adaptability, investigative orientation, planning and organizing, problem solving, verbal and written communication, teamwork, self-management (planning, and time management – includes the ability to work independently), systems level thinking, multi-disciplinary knowledge. Strong quantitative skills (mathematics/statistics/computer science); Attention to detail. Apply Here More Vacancies edit post Vacancies SOFTWARE DEVELOPER edit post Vacancies Fund Accountant edit post Vacancies Human Resources Business Partner Franchise Load More

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Fund Accountant

Vacancies /

Location: Johannesburg, South Africa Responsibilities ROLES AND RESPONSIBILITIES: Daily Tasks Acting as checker, releaser for the organisations payments (AP process). Acting as poster for all Fund related transactions into the SAP system. Calculating expected returns for funds in line with the funds department and maintaining the same in SAP. Assisting with ad-hoc tasks as requested. Review and posting the ZC journals and Kofax payments. Review payment proposals. Finance support to fund managers. Monthly Tasks Cash updates to Fund Managers including inflows, disbursements, commitments (Monthly Dashboard). Finance support to fund managers. Updating or reviewing of the interest on of the company as well as on each Fund. Reconciliations of Cash balances of for 3rd party funds. Review and posting the ZC journals and Funds payments. Reporting on 3rd party funds and cash balances for the company.   Quarterly Tasks Recording of any IMC adjustments (ECL) to Funds that extend loans (MCEP, RCF, TVCP etc.) as ECL runs are completed. Quarterly financials update (Quarterly dashboard) for fund reporting by fund managers to relevant departments. Monitoring of all collateral relating to Funds that disburse loans.   Annual Tasks Annual preparation of financials in accordance with relevant accounting framework. Managing the external audit of each of the funds (and liaising with loans, FAV, CSG, Risk departments) for necessary input. Keeping all loan related funds up to date in terms of IFRS 9, day 1 calculations low rate loans, loan modification etc. Preparing the annual cash balance confirmations for the organisations Audit. Manage the impairment and fair value of financial instruments. Qualifications Qualifications, Skills and Experience: A relevant post graduate qualification CA(SA) – Essential. 1-3  years’ post articles experience both in public and private sector. IFRS 9 experience and government grants accounting. Experience dealing with internal and external stakeholders. Relationship building skills – stakeholder management skills. SAP & Caseware Skills. Leading and Supervising. Persuading and Influencing. Delivering results and meeting customer expectations. Supporting and co-operating. Relating and networking. Planning and organising. Writing and reporting. Apply Here More Vacancies edit post Vacancies Fund Accountant edit post Vacancies Human Resources Business Partner Franchise edit post Vacancies Human Resources Business Partner Equity

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Human Resources Business Partner Franchise

Vacancies /

Job Description A reputable client in the FMCG industry is looking for an HRBP Franchise. Location: Johannesburg, South Africa Responsibilities ROLES AND RESPONSIBILITIES: Qualifications Qualifications, Skills and Experience: Apply Here More Vacancies edit post Vacancies Human Resources Business Partner Franchise edit post Vacancies Human Resources Business Partner Equity edit post Vacancies Area Coach

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