Job Description

Closing Date 2025/08/25
Reference Number MMH250707-8
Job Title Human Capital Administrator
Position Type Permanent
Role Family Human Capital
Cluster Group Digital and Technology
Remote Opportunity Some of the time
Location - Country South Africa
Location - Province Western Cape
Location - Town / City Cape Town - PDC
Introduction
Through our client-facing brands the Momentum Group, with Multiply (wellness and rewards programme), and our other specialist brands, including Guardrisk and Eris Property Group, the group enables businesses and people from all walks of life to achieve their financial goals and life aspirations.
We help people grow their savings, protect what matters to them and invest for the future. We help companies and organisation's care for and reward their employees and members. Through our own network of advisers or via independent brokers and utilising new platforms Momentum Group provides practical financial solutions for people, communities, and businesses.
We build and protect our clients' financial dreams.
Visit us at
Disclaimer As an applicant, please verify the legitimacy of this job advert on our company career page.
Role Purpose
To provide administrative support on the full end-to-end human capital processes and practices which will enable the HC team to meet set deliverables and ensure a great employee experience.
Requirements

• Bachelors degree or equivalenting a related field such as HR, Behavioural Sciences, or a related discipline.
• Min 2 years of HR administration experience in a corporate human capital environment.
• Strong understanding of human capital policies, recruitment administration, onboarding, employee benefits, and compliance.
• Proficiency in HR systems, applicant tracking systems (ATS), and Microsoft Office Suite.
• Excellent organisational, communication, and time-management skills.
• Ability to handle confidential information with discretion and professionalism.
• Knowledge of South African labour laws and best practices in human resources administration.

Duties & Responsibilities
Process Efficiency & System Optimisation:

• Proactively identify opportunities for process enhancements to boost efficiency and provide actionable recommendations.
• Contribute to and champion process efficiencies within the human capital administration function to enhance and optimise the human capital value chain.
• Provide administrative support for ad-hoc people practices, including but not limited to organisational design, talent management, and culture initiatives.
• Engage with employees and leaders professionally and confidentially, ensuring that the senior HC team is informed of any emerging themes or concerns to proactively address issues impacting a high-performance culture.
• Provide guidance and support to employees on Human Capital systems and processes
• Provide ?rst line support to employees regarding their requests/needs and direct them to appropriate channel for assistance when necessary
• Assist employees complete and submit relevant paperwork to ensure compliance with the legislative requirements and standards
• Use various communication methods to provide information to employees regarding benefits and human capital practices to enhance their experience within Momentum Group

Recruitment Administration:

• Collaborate closely with Human Capital Business Partners (HCBPs) and other functions to effectively execute sourcing and talent acquisition objectives.
• Manage all aspects of recruitment administration, end to end, in strict accordance with established recruitment processes.
• Apply for position numbers and manage job postings across internal and external platforms, including our ATS and LinkedIn.
• Screen CVs and source suitable candidates in alignment with role requirements to support the HCBP.
• Conduct interviews for entry-level roles and oversee the end-to-end recruitment administration processes.
• Ensure candidates are contacted and engaged professionally throughout the recruitment process.
• Coordinate and schedule interviews, ensuring candidates and hiring managers have all relevant details well in advance.
• Ensure a seamless and professional candidate experience from interview scheduling to post-interview communication.
• Manage all necessary pre-employment checks, including MIE and Directive 8 verifications.
• Draft employment offers, create package calculators, and ensure all documentation is reviewed for accuracy.
• Adhere to POPIA guidelines when handling candidate and employee information.

Onboarding & Induction Administration:

• Ensure successfully appointed candidates complete all relevant paperwork for onboarding.
• Execute benefit consulting and administration meticulously, adhering to established processes.
• Provide proficient administrative support and guidance on employee benefits.
• Ensure timely submission of employee documentation to payroll, covering both temporary and permanent employees.
• Inform relevant team PAs of new employee start dates to facilitate IT and systems setup.
• Work with the Organisational Development team to ensure new employees are invited to company-wide induction programs.
• Collaborate with the Employee Engagement team to include new hires in onboarding communications.
• Ensure welcome packs are ready and personally welcome new starters on their first day, introducing them to their manager and team.
• Drive the seamless implementation of all HR/ employee life cycle processes, including onboarding, employee benefits and offboarding processes for employees, ensuring their successful completion.

Employee Relations Support:

• Provide administrative support for employee relations matters, including scheduling meetings, capturing notes, and drafting documentation.
• Assist in managing disciplinary and grievance processes by preparing documentation and coordinating communication with relevant stakeholders.
• Support S189 processes by ensuring queries are dealt with promptly and that all communication is aligned with best HR practices.

Query Management & Employee Support:

• Manage all human capital queries through the internal case-management system, ensuring timely responses in line with SLAs and turnaround times.
• Facilitate effective communication and collaboration with the payroll department to address all pertinent queries.
• Provide feedback and diligently follow up on all queries to ensure timely resolution.
• Manage all queries through the internal PeopleTrax system, ensuring responses are in line with SLAs (Service Level Agreements) and TATs (Turnaround Times)
• Foster effective communication and collaboration with external service providers when deemed necessary.
• Deliver a high-quality employee experience when addressing HR-related queries and support needs.
• Where possible, empower employees with self-service solutions to enhance efficiency and knowledge-sharing.

Data Management, Reporting & Compliance:

• Ensure the accuracy and integrity of headcount reports, aligning them with company master data.
• Maintain employee information and documentation meticulously across all relevant systems, ensuring data accuracy, and consistently update and upload documents to their appropriate platforms.
• Ensure timely submission of well-organized employee documentation to payroll, encompassing all employee types, including temporary, permanent, and locum personnel.
• Track and update all recruitment process activities, generating reports within relevant systems.
• Manage and execute seamless off-boarding processes, including retirements, resignations, and dismissals.
• Maintain meticulous employee records across all human capital systems, ensuring compliance with data protection regulations.
• Keep staff movement lists, vacancy lists, and trackers up to date to support workforce planning efforts.

Ad Hoc Project Support:

• Provide administrative assistance on human capital projects and initiatives as required.
• Collaborate with cross-functional teams to support human capital-related business objectives.

Competencies

• Recruitment and Onboarding - Considering business objectives recruit, select, induct and on-board people who share the MGroup values and enables business to achieve its goals.
• Stakeholder engagement and management - Recognizes the importance of relationships as a fundamental business resource and makes attempts to build and maintain solid working relationships with others
• Earns Trust Through Results - Has earned trust with key internal stakeholders; Frames complex ideas in simple and useful ways; Persists through adverse circumstances; Has history of delivering results
• Growing Talent - Takes responsibility for own development; and actively mentors, coaches and develops talent in others. Builds leadership bench strength for MGroup by providing opportunities and experiences to develop skills, competencies and business knowledge
• Digital Disruption - Identify opportunities to leverage digital platforms in order to improve the business or function
• Outside-in Thinking - Understands the business/function from a best practice and client's perspective. Design solutions and make decisions based on what's best for the client and what meets the client's needs

Policy
We are committed to Employment Equity, diversity and inclusion when recruiting internally and externally. All appointments are made in alignment to our Employment Equity goals and we encourage people with disabilities to apply.