Services

Employment and Labour (Compensation Fund) Director: Human Resource Management Vacancy 2026

Employment and Labour

Services (SERVICES SETA)

How this salary compares

At R109 782 a month, this post pays above the median of R77 691 for permanent posts asking for Grade 12 / Matric, in Gauteng (10 listings that publish a figure). The middle half of that group pays between R43 070 and R109 782.

25th percentile: R43 070
Median: R77 691
75th percentile: R109 782

This post sits in the 80th percentile of that group. Figures are the advertised package converted to a monthly amount — before tax, pension and medical contributions, so take-home pay is lower.

Calculated by SetaJobs from the 10 comparable posts open on this site that publish a figure. Amounts advertised per year are divided by twelve; a quoted range is taken at its midpoint.

Opportunity Overview

The Department of Employment and Labour, through its Compensation Fund, is seeking a highly experienced individual to join their team in Pretoria as a Director of Human Resource Management. This is a crucial leadership role within the Fund, responsible for overseeing a wide range of HR functions.

This opportunity is a re-advertisement, and candidates who have previously applied are encouraged to submit their applications again. The Compensation Fund aims to foster a strong and well-managed HR environment, contributing to the overall effectiveness of its services.

Minimum Requirements

To be considered for this position, applicants must meet the following criteria:

Education: An undergraduate qualification (NQF Level 7) recognised by SAQA in Human Resources Management, Industrial Psychology, Organisational Psychology, Labour Relations, Human Resources Development, Labour Law, Public Administration, Public Management, Business Administration, or Business Management.
Experience: A minimum of 5 years of functional experience at a middle or senior managerial level in any of the following areas: Human Resource Management, Human Resource Development, Performance Management, Employee Health and Wellness Programmes, Employee Relations, or Human Resources Planning Practices and Administration.
Key Knowledge Areas:
Constitutional Act 108 of 1996 (as amended) and other relevant legislation such as the Labour Relations Act, Employment Equity Act, Skills Development Act, Basic Conditions of Employment Act, PFMA, PAIA, POPIA.
Compensation Fund policies, procedures, and processes.
Talent Management, Succession Planning, Remuneration and Benefits.
Human Resource Management practices and principles across broad functional areas.
Customer service principles (Batho-Pele).
Budgeting and Financial Management.
Essential Skills: Strong communication (verbal and written), business writing, problem-solving, decision-making, people management and empowerment, client orientation and customer focus, change management, work ethic, self-management, business acumen, leadership, and environmental awareness.
Preference: Priority will be given to Persons with disability, Indians, and Whites.

Key Responsibilities

The successful candidate will be responsible for:

Managing all Human Resource Management services for the Compensation Fund.
Overseeing the implementation of integrated Performance Management, training, and development initiatives within the Fund.
Managing Employee Relations services across the Fund.
Supervising HR Administration functions in the provinces.
Managing all resources allocated to the Directorate.

What the Work Involves

As the Director: Human Resource Management, you will lead the strategic direction and operational execution of all HR functions within the Compensation Fund. This involves overseeing the daily management of HR services, ensuring compliance with relevant legislation and internal policies. You will be instrumental in driving performance management cycles, developing and implementing training programmes, and fostering positive employee relations.

A significant part of the role will be to provide oversight and guidance to provincial HR administration teams, ensuring consistency and effectiveness across all operations. You will be responsible for the efficient allocation and management of all resources within your Directorate, working within an office environment in Pretoria and reporting to senior leadership.

How to Apply

To apply for this Director: Human Resource Management vacancy, please follow these instructions:

Send your application via email to: Jobs-CF2@labour.gov.za
Ensure your application is addressed for the attention of the: Sub-directorate: Human Resources Planning Practices and Administration.

This listing in context

What the 315 opportunities we currently hold say about this one.

Live permanent posts: 117
In Gauteng: 53
Closing within 7 days: 22

25% of the 117 live permanent posts we hold ask for Grade 12 / Matric. The commonest requirement is Degree (NQF 7), at 25%.

Live permanent posts stay open for a median of 13 days between posting and closing date.

Calculated by SetaJobs from the 315 listings open on this site right now, and updated as they change. Browse all 130 opportunities in Gauteng.

What you'll need to apply

Send only the Z83 and your CV. Attaching certified copies now is not required, and an incomplete Z83 is the single commonest reason applications are rejected.

A completed Z83 form
Your CV

Full checklist for a national or provincial department →

What this kind of post involves

A permanent post is ongoing employment with no end date, carrying full benefits and, in the public service, a defined salary level with annual notch progression. These are advertised competitively and the selection process is considerably more formal than for programme placements.

How the selection usually runs

Applications are screened against the stated minimum requirements first, mechanically — not meeting one is fatal regardless of the rest of your application.
Shortlisted candidates are interviewed by a panel, and for many posts a competency assessment or practical exercise follows.
Verification of qualifications, criminal record and references happens before an offer, and it is a common point of delay.

What you leave with

Ongoing employment with benefits, and in government a position on a salary scale with a defined progression path.

Where this leads next

Notch progression within your level
Satisfactory annual performance assessment.
The next salary level up
Competing for an advertised post at that level — levels are attached to posts, not to people.
Supervisory or management post
Experience at the level below, plus the qualification the higher post specifies.

A typical route, not a guarantee — progression depends on vacancies, funding and your own performance.

Watch out for this

The screening is mechanical and happens before anyone reads your CV: the advert’s own application instructions are applied as written, and an incomplete or unsigned form is discarded whatever the rest of the application says.