Lead HR & Digital HR Projects

13150

25 September 2026

PSR: Group Rewards & Human Capital Solutions

Sandton Gauteng

Lead the HR project portfolio delivery capability ensuring approved HR transformation optimisation HRIS digital HR data analytics and organisation effectiveness initiatives are translated into integrated delivery plans governed through clear project disciplines and executed with measurable value realisation.

The role provides specialist project programme and portfolio leadership across cross-functional HR initiatives. It integrates business demand delivery planning dependency management governance stakeholder alignment change adoption risk management and benefit tracking across HR IM Finance Legal Procurement vendors and relevant HR Centres of Excellence.

The role enables delivery by coordinating plans managing dependencies maintaining governance discipline escalating decisions and ensuring approved initiatives are delivered with clear adoption and value outcomes. The role does not own HR functional policy HR process design authority HRIS product ownership People Analytics content ownership OD specialist methodology Talent / Reward decisions or Digital HR innovation governance. These accountabilities remain with the relevant functional owners.

• Maintain an integrated portfolio view of approved HR projects including scope outcomes milestones dependencies risks owners resources and value measures.
• Translate approved business priorities into practical delivery roadmaps and project plans.
• Coordinate project sequencing across OD HRIS Digital HR People Analytics HR governance and related improvement initiatives.
• Ensure initiatives are prioritised against strategic value delivery readiness risk capacity and enterprise impact.
• Provide the Head Group OD HRIS & People Analytics with an accurate view of portfolio health key decisions risks and value delivery.

• Lead planning mobilisation execution tracking risk management and closure of approved HR projects.
• Set up project routines workstream structures delivery plans issue logs dependency maps and decision forums.
• Coordinate delivery across HR IM Finance Legal Procurement vendors and business stakeholders.
• Ensure project teams operate with clear roles decision rights delivery expectations and escalation routes.
• Track delivery against agreed scope timeline budget quality and adoption outcomes.
• Ensure project handover into business-as-usual ownership is clear and sustainable.

• Establish and maintain fit-for-purpose project governance standards templates stage gates and reporting routines.
• Support project sponsors and workstream leads with structured delivery methods and governance expectations.
• Prepare governance packs steering committee updates portfolio dashboards and executive reports.
• Ensure project risks issues dependencies and decision requirements are visible and actively managed.
• Ensure delivery approaches comply with Sasol governance architecture data privacy cybersecurity procurement legal and relevant people-data requirements.
• Escalate material risks delays trade-offs and unresolved decision points in a timely and evidence-based manner.

• Support the Head Group OD HRIS & People Analytics and other HR leaders in assessing new project demand and clarifying business outcomes.
• Facilitate intake discussions with HR leaders CoEs HRBPs IM Finance and relevant business stakeholders.
• Test whether proposed initiatives have clear ownership value case delivery capacity funding route and governance pathway.
• Identify duplication conflicting priorities resource constraints and delivery overload across the portfolio.
• Recommend sequencing phasing or consolidation of initiatives where required.
• Maintain visibility of internal and external delivery capacity including vendor and implementation partner dependencies.

• Support the development of project value cases benefit hypotheses and success measures.
• Partner with Finance project sponsors and functional owners to define and validate benefit measures.
• Track value delivery across the project lifecycle including adoption efficiency cost avoidance risk reduction productivity cycle-time improvement and employee / manager experience outcomes.
• Ensure project reporting distinguishes between activity completed adoption achieved and value realised.
• Identify underperforming initiatives early and recommend corrective actions scope decisions or closure where value is no longer clear.

• Work with functional owners change leads and communication partners to ensure change and adoption plans are embedded into project delivery.
• Coordinate stakeholder mapping engagement routines change readiness checks and adoption tracking across major initiatives.
• Ensure employee manager and HR-user impacts are understood before implementation.
• Support alignment between business requirements process implications technology solutions and adoption needs.
• Coordinate project communications and executive updates in partnership with relevant communication owners.
• Track post-implementation adoption issues feedback and improvement actions.

• Coordinate vendor and implementation partner activity against agreed project plans deliverables and governance expectations.
• Partner with Procurement and Legal on vendor scope commercial inputs contracting dependencies and delivery performance.
• Partner with IM / Digital / Data teams on technical delivery dependencies integration points access architecture cybersecurity and data controls.
• Partner with HRIS Digital HR People Analytics OD and other functional owners to ensure specialist input is available at the right point in delivery.
• Ensure vendor outputs are translated into sustainable internal ownership not external dependency.

• Standardise project documentation dashboards delivery routines governance packs and lessons-learned practices.
• Identify recurring delivery pain points and implement practical improvements.
• Build stronger project discipline among HR project sponsors workstream leads and functional SMEs.
• Encourage reuse of proven methods templates adoption plans and value-tracking approaches.
• Support a culture of fewer clearer better-governed projects with stronger business outcomes.

• Relevant Bachelors degree (preferably in Human Resources Business Information Systems Programme / Project Management Industrial / Organisational Psychology Business Administration or a related field)

Advantageous / preferred:

• Postgraduate qualification in HR Business Digital Transformation Project / Programme Management Change Management Information Systems or related field.
• Relevant project / programme / portfolio management certification such as PMP PRINCE2 MSP Agile Scrum PMO / portfolio management or benefits realisation.
• Change management certification would be advantageous.
• Exposure to HR technology data governance analytics AI governance process optimisation or digital adoption methods would be advantageous.

• 12 years relevant experience in project programme or portfolio management preferably in HR HR transformation HRIS digital HR shared services data / analytics organisation effectiveness or enterprise transformation environments.