We are looking for a driven, well-networked Recruiter to lead our recruiting operations across South Africa, growing both our recruiter community and our partnerships with top employers.

This is not a back-office role. You will be the face of Workistry in South Africa — identifying talent, building relationships with hiring managers, and expanding our recruiter network across the country’s most active hiring markets.

**Responsibilities**

– Source, attract, and onboard top recruiters and hiring managers across South Africa onto the Workistry platform
– Build and manage relationships with corporate clients and recruitment agencies seeking talent partnerships
– Develop and execute a South Africa growth strategy for the Workistry recruiter network
– Conduct candidate sourcing, screening, and matching for partner employers
– Represent Workistry at Indonesian recruitment events, industry meetups, and professional conferences

**Qualifications**

– Bachelor’s degree
– 3+ years of recruiting experience in South Africa — agency or in-house
– Strong existing network of hiring managers, HR professionals, or recruiters in South Africa
– Proven track record of successful placements across any industry vertical
– Excellent communication and relationship-building skills in English
– Comfortable using digital tools — ATS platforms, LinkedIn, and networking apps

**Salary: USD $60,000 – $95,000/yr.**

Show more

Show less

We are expanding our delivery team to support a major aviation services provider with a large-scale hiring program. This project covers high-profile positions across flight operations and technical support.

We’re now looking for **experienced Recruiters** to join us in delivering this exciting project.

**What You’ll Be Recruiting**

– Pilots
– Licensed Aircraft Engineers
– Avionics Engineers & Technicians
– Flight Operations Officers / Dispatchers
– Aircrew & Flight Support Staff
– Ground Operations & Logistics Support
– Safety & Compliance Officers

**What We’re Looking For**

– **Proven recruitment experience** in aviation, engineering, oil & gas, or other technical sectors..
– Candidates must have recruitment experience for the Africa region.
– Confidence sourcing hard-to-find talent globally, with creative approaches to market mapping and headhunting.
– Ability to manage **high-volume recruitment campaigns** to tight deadlines.
– Comfortable working with international stakeholders and candidates in **multi-cultural environments**.
– Strong understanding of **licensing/certification requirements** (EASA, GCAA or equivalent is a plus)

Show more

Show less

Show more

Show less

Do you want to be an executive recruiter WITHIN THE gvw group, LLC?

Can you be comfortable being uncomfortable? Are you fine with always speaking your mind?

Can you lead, execute, and stay focused despite many distractions, and do the work yourself if needed?

At GVW Group, we fight for the customer’s needs. We invest in and grow businesses that disrupt their industries by putting the customers’ needs first. From big data to industrial manufacturing, we deliver tools that transform the work of the people that use them.

It takes a special kind of person to be a part of this business in transformation. We are privately owned and expect our team members to act with an owner mindset: Relentless about creating value for the customer. Dogged about finding efficiencies and eliminating waste. Standing arm in arm with the rest of the team until the job is done—and ready to do it again the next day, with a smile. It is not easy do things differently. But we do it—because we are passionate about improving our business and the lives of the people who use our tools.

**Your Mission**

As an **Executive Recruiter** with 10 years experience to back you, your mission is to discover, attract, screen and hire highly talented individuals into the **Autocar** family of companies. You must have extensive experience recruiting within the U.S. market, with a proven track record of successfully placing executives across functions. This is not a volume or mid-level role—we’re looking for someone who lives and breathes executive search, who thrives in high-stakes environments, and who understands the unique dynamics of hiring top leaders in complex, entrepreneurial businesses.

You must operate by the highest standards as it pertains to company culture, proprietary processes and procedures. Reporting to the Director of Talent Management, you’ll develop search strategies and lead engagements to position GVW Group for success today and well into the future. You’ll have the drive, motivation and passion to disrupt the executive talent landscape and deliver an incredible customer and candidate experience. You will have the intellectual curiosity, problem solving capability and drive to build the leadership at GVW Group.

**What You’ll Do**

– Drive U.S.-based executive recruitment: Lead and manage full lifecycle executive search efforts, primarily within the U.S. and across multiple business units and industries (manufacturing, tech, etc.).
– Understand the overall company structure, the goals and challenges of each business unit and what it looks like to be successful in each.
– Teach our culture by embracing it, understanding it, changing with it and finding people to add to the organization that compliment us.
– Continuously engage others—both internally and externally—as sources of knowledge in order to continue to learn and become more effective at finding the right people for our organization.
– Operate autonomously and lead: You’ve either led an executive search team before or worked in a high-impact solo capacity. You’ll drive efforts independently but collaborate closely across functions.
– Develop and Maintain a pool of top talent at all times. Maintain relationships for resources as well as potential candidates/ employees. Create and nurture long-term relationships with high-caliber executive talent, including passive candidates.
– Communicate with Supervisors, colleagues, hiring managers with regards to challenges and successes, frustrations and ways they can help, as well as suggestions that may assist them.
– Communicate openly and honestly with each candidate, be transparent when it comes to being a fit for our culture. Provide open and honest feedback to candidates throughout our interviewing and hiring process.
– Ask questions of hiring managers to ensure you are finding what they are looking for.
– Follow all established processes and adhere to budgets for each role as approved. Use resources allocated for the Recruiting Process such as websites, memberships and software, and continually seek ideas for improving overall efficiency. Educate hiring managers on the importance of following our structured executive hiring process.

**What You Bring**

– Minimum 10 years of experience in recruitment, with at least 5 years focused exclusively on U.S. executive-level search.
– Deep familiarity with U.S. talent market trends, compensation norms, and executive networking practices.
– Experience working in fast-paced, founder-led or private equity-backed companies is highly desirable.
– Natural relationship-builder with strong emotional intelligence and professional discretion.
– Ability to lead complex, multi-stakeholder hiring processes end-to-end.
– Entrepreneurial mindset with a hands-on approach—no task too small if it helps us find the right leader.

Where will you work? The Executive Recruiter role is **full-time onsite** and will be based at our Durbanville offices

What do we offer in benefits? We offer an attractive compensation and benefits package, to include fixed base salary and benefits including medical/dental/vision options, retirement plans, etc.

www.gvwgroup.com

Show more

Show less

The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content.

The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us!

**About The Role**

AlphaSense is looking for a highly motivated Incentive Compensation Analyst to help drive accuracy and efficiency in our incentive compensation process. Reporting to the Senior Manager, Incentive Compensation, this role will be working cross-functionally with the Rev Org, Rev Ops, FP&A, Accounting, Payroll, Legal, and People teams and will be responsible for commissions and bonus operations including variable compensations calculations, reporting, and analysis. The ideal candidate would be a self-starter who brings with them 2+ years of Sales variable compensation experience.

**Who You Are**

– 1-2 years of variable compensation experience, including commission planning and administration
– Very strong Microsoft Excel skills and passion for new technologies
– Experience with QuotaPath or similar compensation tool preferred
– Experience with CRM/HRIS systems like Salesforce and Workday is preferred
– Excellent written and verbal communication skills
– An understanding of commission accounting concepts (accruals, payments, P&L impact, etc.)
– A team player with a positive, “can do” attitude
– Ability to work independently and multi-task in a dynamic setting while maintaining accuracy and delivering against deadlines
– Motivated to work cross-functionally in a role which supports multiple business partners
– BS/BA in accounting, finance, economics, or other quantitative fields preferred

**What You’ll Do**

– Fully understand and help administer compensation plans for AlphaSense’s revenue organization, including Sales and Customer Success teams
– Prepare, calculate, and analyze the commissions payout in accordance to the company’s quarterly cadence
– Distribute and track completeness of compensation plan sign-off from revenue personnel to ensure compliance with company policies
– Support the Accounting and FP&A teams in timely and accurate preparation of monthly accruals and reconciliations for commissions accounting
– Act as a point of contact for all commissions related questions and provide thorough and timely answers to the revenue and revenue management teams
– Document approvals and other support materials for any adjustment that will result in changes to pay and assist in drafting policies and procedures around adjustments
– Develop, maintain, and update tool necessary for commissions reporting
– Build documentation to effectively handle all commissions related processes
– Drive process and systems improvements related to the commissions process and lead UAT for annual compensation plan changes
– Provide cross-functional support regarding commissions related inquiries and requests
– Ad Hoc projects and requests, as needed

For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below.

You may also be offered a performance-based bonus, equity, and a generous benefits program.

Base Compensation Range

$74,000—$102,000 USD

AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination.

In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works.

Recruiting Scams and Fraud

We At AlphaSense Have Been Made Aware Of Fraudulent Job Postings And Individuals Impersonating AlphaSense Recruiters. These Scams May Involve Fake Job Offers, Requests For Sensitive Personal Information, Or Demands For Payment. Please Note

– AlphaSense never asks candidates to pay for job applications, equipment, or training.
– All official communications will come from an @alpha-sense.com email address.
– If you’re unsure about a job posting or recruiter, verify it on our Careers page.

If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.

Show more

Show less

Minimum Requirements

Essential:

• Grade 12 / Matric or Senior Certificate
• HR Certificate or Diploma in Human Resources Management
• 0 – 1-year human resources/ administration experience

Advantageous

• Degree in HR Management or related
• Previous working experience in a similar environment

Job Specification

• Assist with logging Heat Calls for organisational changes as requested
• Upload and file documents in various HR systems
• Provide administration support to the HR Department
• Maintain and organise personnel records in various HR systems
• Take meeting minutes in HR meetings and share with the relevant parties
• Support onboarding processes as and when required
• Provide forms and documentation as requested by the business
• Address and provide support in resolving requests sent by the business
• Provide support to ad-hoc activities as requested in your respective HR department
• Organise team calendar including the training calendar and coordinate training schedule and training venues
• Capture and maintain an accurate record of all cashier training activities and submit timeously to relevant parties
• Track all department invoice payments and ensure the invoice spreadsheet is updated accurately
• Maintain a stock/asset register for equipment and consumables
• Administrate travel arrangements for the team such as accommodation, flights, and car hire ensuring that all travel bookings are timeously signed by the relevant person
• Provide an excellent HR customer service by acting as a point of contact in your respective HR department for general queries from internal and external customers through all forms of communication
• Ensure effective verbal and written communication with all relevant stakeholders in a speedy and timeous manner
• Inform management of any discrepancies regarding systems, documentation, or any unresolved issues
• Housekeeping must be in accordance to Dis-Chem standards
• Adhere to Dis-Chem Policies and Standard Operating Procedures

Competencies

Essential:

• Basic understanding of dealing with various people within the business
• Finds solutions to potential issues as well as knowing when to escalate the problem and what level to escalate it to.
• Adhere to the Dischem standards of doing business and adhere to the Dischem Policies and Procedures
• English – Read, write, and speak well. Must have basic knowledge and skills to be able to use different communication methods and be able to communicate on different levels. Excellent written and verbal communication skills.
• Excellent interpersonal skills and ability to manage sensitive and confidential information.
• Recognises the need for procedures and follows relevant procedures.
• Essential: Carry oneself in a professional manner
• Ms-Office word, excel, powerpoint and outlook 

Special conditions of employment:

• South African citizen
• Driver’s license and own reliable transport.
• MIE, clear criminal and credit 

Remuneration and Benefits…

• Market Related Salary

 ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.

Minimum Requirement:

Essential:

• Grade 12 / Matric
• Diploma or Degree in Human Resource Management or any related field
• 1 year experience in Learning and Development
• Own reliable vehicle 
  

Advantageous:

• Relevant HR/Admin qualification
• Relevant experience in Learning and Development 

Job Specification…

• Maintain a training calendar (electronic and manual).
• Create and maintain a database of all internal and external training providers.
• Book training venues as per the training calendar.
• Prepare facilitator packs and relevant documents for training, ensuring that the facilitator receives their packs a minimum of 5 days prior to the training.
• Complete a checklist for all items required for each training session.
• Send attendance register list to security for each training session.
• Ensure that training manuals and other material required for training has been quality checked and approved by relevant Manager.
• Print training manual and other material required for training.
• Courier/deliver training manuals and other material to training a minimum of three days prior to training.
• Ensure that the training manuals and other material is received at training venue prior to the training.
• Capture attendance registers and feedback forms post training.
• Adhere to Health and safety requirements by ensuring all venues are hygenic and safe before each training session.
• Compile facilitation reports and give feedback to management weekly.
• Timeously organise catering services for scheduled training.
• Capture and keep record of all training related expenditure.
• Receive invoices and quality check against specifications, attendance registers and/or other supporting information.
• Track all invoice payments and ensure the spreadsheet is update accurately.
• Order training equipment and consumables as required.
• Maintain a stock/asset register for training equipment and consumables.
• Respond to and assist any Dis-Chem Stakeholder with any query related to LMS, including Stores, Head-Office Employees, Managers and Directors.
• Allocate Heat call to relevant L&D/OD team member.
• Ensure heat calls are closed within 48 hours.
• Escalate Heat calls not closed within 48 hours allocated to L&D/OD team members to L&D Manager.
• Provide weekly Heat call reports to managers.
• Capture all relevant training data into Success factors weekly.
• Arrange meetings for the department and book meeting rooms accordingly.
• Coordinate relevant functions within the department not limited to training.
• Ensure the filing system of information is systematically maintained.
• Ensure all department leave forms are submitted correctly to the Payroll department.
• Manage the Group study leave and send the leave forms to payroll.
• Update the leave calendar.
• Administrate travel arrangements e.g flights, accommodation etc. for the department this includes completing the travel forms, getting sign off from the Director and submitting the documents to the travel agency in a timeous manner.
• Event management of graduation ceremonies and special events.

Competencies

Essential:

• Ability to work under pressure
• Deadline driven
• Good time managements skills
• Planning and Organising

Special conditions of employment:

• South African citizen
• MIE, clear criminal and credit
• Driver’s license and/or own reliable transport
• Occasional local travel

Remuneration and benefits:

• Market related salary

ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.

Minimum Requirements:

Essential:

• Senior Certificate or equivalent, Degree in Social Sciences, or related field.
• Minimum 3–5 years of experience in culture transformation, HR services or a related role.
• Demonstrated experience in stakeholder engagement across multiple levels and environments. Experience in applying research methodology (quantitative and qualitative) to measure and track culture or engagement initiatives.

Advantageous:

• Postgraduate qualification or Honours in a related field or social sciences. Certification in Change Management methodology (e.g. Prosci, ADKAR, Kotter).
• Experience within a retail, healthcare, or multi-site operational environment. Experience leading or coordinating HR programmes or initiatives at site level

Job Specification:

Culture Strategy Delivery & Segment Ownership:

• Own end-to-end delivery of Culture Plans within the assigned segment/s (Head Office, DC/Warehouse, or Stores), ensuring alignment to the Dis-Chem Formula for Success and Micro Formula priorities.
• Translate strategic culture objectives into clear, segment-specific action plans with defined timelines, accountability, and measurable outcomes.
• Drive targeted reduction of priority disablers and amplification of key enablers within the segment.
• Conduct ongoing culture diagnostics using Culture Index data, enabler/disabler insights, and High Priority Focus votes to identify hotspots and focus interventions.
• Track and monitor culture progress, providing data-driven insights and actionable recommendations to the Culture Manager.
• Ensure all culture initiatives are practical, relevant, and tailored to the operational realities of each environment (stores, warehouse, dispensary, clinic, HO).

Leadership & Manager Enablement:

• Enable and coach middle managers to embed culture into daily leadership practices, including recognition, accountability, fair decision-making, and visible role modelling.
• Equip managers with the Culture Playbook and build their capability to consistently demonstrate observable enabler behaviours.
• Facilitate practical, behaviour-based capability sessions grounded in neuroscience and behavioural science.
• Identify and address leadership inconsistencies through coaching, structured interventions, or escalation where required.
• Support managers to interpret Culture Index results and translate insights into meaningful team-level actions.

Culture Champs Activation & Support:

• Act as the primary interface between the Culture Team and Culture Champs, ensuring strong alignment and engagement.
• Equip and empower Culture Champs to confidently activate culture at site level.
• Drive consistent use of Micro Formula Boards to enable visibility, tracking, and team dialogue on enablers and disablers.
• Collect and synthesise monthly insights from Culture Champs, highlighting successes, risks, and intervention needs.
• Safeguard the effectiveness of the role by recognising contributions and maintaining clear boundaries between culture enablement and line management accountability.

Culture Activation & Embedding:

• Lead the rollout and embedding of culture programmes across the segment.
• tegrate culture into daily operations (meetings, huddles, handovers, recognition) to ensure it is consistently practised.
• Ensure effective deployment and sustained use of culture artefacts (Micro Formula Boards, Culture Standards, Playbook, Culture in a Box).
• Design and implement targeted interventions based on employee feedback and survey insights.
• Partner with the Culture Coordinator to deliver seamless execution, communication, and follow-through on all initiatives.

Inclusive Culture & Fairness:

• Embed inclusive behaviours grounded in fairness, belonging, voice, and respect moving beyond compliance to lived experience.
• Proactively address identified EE barriers by partnering with managers and supporting Transformation initiatives.
• Measurement, Reporting & Continuous Improvement:
• Track and report Culture Index movement, enabler uplift, and disabler reduction across each measurement cycle.
• Analyse segment data to identify trends, risks, and opportunities, translating insights into refined action plans.
• Support additional feedback mechanisms (surveys, focus groups, engagements) to deepen understanding.
• Apply a continuous improvement approach, stopping or redesigning ineffective interventions and scaling what works.

Communication & Stakeholder Engagement:

• Serve as the culture voice within the segment, ensuring consistent messaging, language, and narrative.
• Partner with the Culture Coordinator to deliver targeted, audience-appropriate communication (e.g., WhatsApp for frontline, email for HO, in-person for DC).
• Build strong, trust-based relationships with key stakeholders (Regional, Store, DC Managers, and HO leaders).
• Enable two-way communication by elevating employee feedback and ensuring visible, timely responses.
• Support the Culture Manager in communicating progress, insights, and success stories to senior leadership.

Change Management Support:

• Support segment-level change initiatives through impact assessments and tailored adoption strategies.
• Coach leaders to effectively lead through change, reinforcing stability and clarity.
• Position culture as a stabilising force during change by embedding it into daily routines.
• Collaborate with L&D, HRBPs, and Operations to ensure alignment between culture and change initiatives.

General:

• Adhere to Dis-Chem Policies and Standard Operating Procedures.
• Adhere to Health and Safety rules and regulations.
• Proactively lead, participate in, and deliver initiatives and projects that ensure culture priorities remain visible, reinforced, and actively embedded across Dis-Chem.

Competencies:

Essential:

• Strong understanding of organisational culture and change management principles. Working knowledge of the Dis-Chem Formula for Success (enablers/disablers) and Culture Playbook. Foundational understanding of neuroscience, behavioural science, psychosocial, and organisational psychology as applied to workplace culture. 
• Data-driven thinker with the ability to interpret culture metrics (Index, trends, participation) and translate insights into targeted, practical actions. Skilled at pattern recognition, prioritisation, and adaptive planning. 
• Solid understanding of retail, warehouse, and multi-site operations. Able to link culture initiatives to business outcomes such as service delivery, team effectiveness, reduced friction, and retention. Positions culture as a driver of performance within commercial realities.
• Clear, persuasive communicator across all levels, with the ability to tailor messaging to diverse audiences and channels (frontline, DC, HO). Strong facilitation and presentation skills. Ensures consistent upward alignment and visibility of culture initiatives to the Culture Manager.
• Highly effective relationship builder with strong empathy and cultural sensitivity. Navigates challenging conversations with confidence and care. Provides practical coaching support to managers and Culture Champs.
• Detail-oriented with a strong focus on execution excellence, accuracy, and follow-through. Committed to continuous improvement using data and feedback.
• Self-driven and organised, able to manage multiple sites and priorities independently. Maintains momentum in a fast-paced, evolving environment and remains resilient under pressure and ambiguity.
• Influences without authority, building credibility and buy-in across stakeholders. Confident in addressing culture disablers with professionalism, consistency, and courage.
• Effective at planning, coordinating, and quality-assuring culture initiatives. Manages timelines, milestones, and deliverables at a segment level.
• Proficient in data analysis and reporting tools, survey platforms, and digital communication tools. Strong working knowledge of Microsoft Office (Excel, PowerPoint, Word, Outlook).

Special conditions of employment:

• South African citizen
• MIE, clear criminal and credit record
• Regular travel to assigned segment sites (stores, DCs, warehouses, clinics), with frequency aligned to segment size and geographic spread.
• Flexibility required for occasional evening or weekend engagement to support culture events and shift-based activities

Remuneration and benefits:

• Market-related salary
• Medical aid
• Provident fund
• Staff account 

ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE, PLEASE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.

Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.