Risk Management Committee Chairperson at Department of Employment and Labour, Head Office, Pretoria
Apply for the Risk Management Committee Chairperson post (ref HR4/26/09/01HO) at the Department of Employment and Labour, Head Office, Pretoria. This is a three-year fixed-term appointment remunerated at National Treasury statutory rates, and applications close on 20 November 2026. Read about the oversight duties, qualifications, remuneration, selection process and interview preparation before you apply.
Quick Facts
| Job Title | Risk Management Committee Chairperson |
|---|---|
| Employer | Department of Employment and Labour |
| Department | Department of Employment and Labour: Risk Management Committee, Head Office, Pretoria |
| Reference Number | HR4/26/09/01HO |
| Salary | Remunerated in accordance with the applicable statutory rates and guidelines prescribed by National Treasury (no amount stated in the advert) |
| Salary Level | Not applicable (remuneration set by National Treasury statutory rates and guidelines) |
| Location | Head Office, Pretoria |
| Province | Gauteng, South Africa |
| Employment Type | Fixed-term contract (three years) |
| Date Posted | 13 November 2026 |
| Closing Date | 20 November 2026: 16:00 (walk-in), 23:59 (online) |
| Status | Open for applications |
| Number of Posts | 1 at this location (the advert covers 2 posts: 1 Head Office, 1 Kimberley) |
| Source | Public Service Vacancy Circular 40 of 2026, post 40/12 |
| Application Method | Email (new Z83 and CV as one attachment), hand delivery or post |
Vacancy Overview
The Risk Management Committee Chairperson leads the committee that advises the department’s Accounting Officer on whether risk, governance and internal controls are working. The committee does not run the department. Its value is independent challenge: asking management the questions they may prefer to avoid, and reporting honestly on what it finds. This appointment is for the department’s Head Office in Pretoria, where the committee oversees the national headquarters functions.
This is an external-style oversight appointment on a three-year fixed term, not a typical Public Service career post. There is no salary level, and the advert states remuneration follows National Treasury statutory rates and guidelines. Applications go through the Human Resources channel shown below, and the enquiries contact is listed in the application section.
Authority is advisory but influential. The chairperson sets the agenda with management, runs the meetings, ensures committee reports and recommendations are clear, and follows up on whether they are acted on. The Accounting Officer remains accountable for decisions, but a credible chairperson shapes what gets attention.
Typical impact: a strong chairperson builds trust in how the department is managed, catches control weaknesses early, supports the Accounting Officer and makes it easier for the Auditor-General and the public to rely on what management reports.
About the Employer: Department of Employment and Labour
The Department of Employment and Labour (DEL) is the national government department responsible for regulating the South African labour market. It was known as the Department of Labour for most of its history and took its current name when government was reconfigured after the 2019 elections, a change that put employment creation and workplace regulation under one roof. Its head office is in Pretoria, and it runs provincial offices and a network of labour centres, so a worker in a small town can walk into a local office to lodge a complaint, claim unemployment benefits or ask about minimum wages.
The department administers the laws that govern almost every workplace in the country: the Basic Conditions of Employment Act, the Labour Relations Act, the Employment Equity Act, the National Minimum Wage Act, the Occupational Health and Safety Act, the Compensation for Occupational Injuries and Diseases Act (COIDA), the Unemployment Insurance Act and the Unemployment Insurance Contributions Act. Public entities such as the Unemployment Insurance Fund, the Compensation Fund, the CCMA and NEDLAC sit in or alongside this portfolio.
Its services reach the public in three main ways. Inspection and enforcement officers visit workplaces and act on complaints. Public employment services register work seekers and match them to opportunities. Benefit services pay out unemployment and injury-on-duty claims. A worker who is underpaid, an employer who wants to understand registration duties, and a family whose breadwinner was hurt on a building site all encounter the department through its labour centres and inspectors.
Strategically, the department is under sustained pressure to strengthen inspection capacity, improve compliance with the national minimum wage and workplace safety rules, and show that enforcement leads to real outcomes. Its adverts consistently emphasise service delivery, ethical conduct and employment equity, and the pre-entry assessments described in this advert reflect a wider Public Service push for integrity-tested, technically proven appointments.
For this post the link to the department’s goals is accountability at national level. Head Office sets policy for the labour centres and oversees funds including Unemployment Insurance and the Compensation Fund. A credible Risk Management Committee gives the Accounting Officer independent assurance that national risk, control and compliance arrangements are working.
Source of Vacancy
| Source Circular | Public Service Vacancy Circular 40 of 2026 (Department of Employment and Labour, “Other Posts”) |
|---|---|
| Circular Number | 40 of 2026 (post series 40/xx) |
| Post Number | 40/12 |
| Publication Date | 13 November 2026 (date this vacancy was published on OneCareer) |
| Page Number | 11 to 12 |
| Official Source | DPSA Public Service Vacancy Circular, available from www.dpsa.gov.za, and the Department of Employment and Labour |
| Reference Number | HR4/26/09/01HO |
Job Responsibilities Explained
The advert lists four duties. Each is expanded below.
1. Oversight of governance, risk, internal control, compliance, audit and fraud
- Advert wording, restated: Oversee the department’s governance, risk management, internal controls, legal and regulatory compliance, external and internal audit work, and fraud and irregularities.
- What it means: You check that the systems that protect the department are designed and working, and you do so independently.
- Day-to-day: Reading committee packs, reviewing risk registers and audit reports, questioning management and recording the committee’s views and recommendations.
- Expected outcomes: A committee whose advice is credible and tracked.
- Performance expectations: Prepared, probing contributions and well-recorded recommendations.
- Real-world example: A report shows repeated control failures in one process. You press management for a time-bound action plan and track it at the next meeting.
2. Assisting the Accounting Officer or Authority
- Advert wording, restated: Help the Accounting Officer carry out his or her responsibilities effectively.
- What it means: You are a source of independent, experienced advice.
- Day-to-day: Meeting the Accounting Officer, summarising the committee’s concerns and offering practical suggestions.
- Expected outcomes: Better-informed decisions at the top.
- Performance expectations: Timely, balanced advice delivered respectfully.
- Real-world example: Before the annual financial statements are finalised, you alert the Accounting Officer to a risk that is not yet in the register.
3. Building trust and confidence in how the department is managed
- Advert wording, restated: Help stakeholders believe the department is well governed.
- What it means: Trust depends on honesty, transparency and follow-through.
- Day-to-day: Encouraging openness, ensuring the committee’s work is documented and supporting clear reporting.
- Expected outcomes: Greater confidence from oversight bodies and the public.
- Performance expectations: Consistent, visible integrity.
- Real-world example: You insist that a sensitive finding is reported in full and not softened.
4. Discharging the Committee Charter
- Advert wording, restated: Carry out all responsibilities in the Risk Management Committee Charter.
- What it means: The charter is the committee’s mandate and the standard it is judged against.
- Day-to-day: Following the charter on meetings, reporting and membership, and reviewing it periodically.
- Expected outcomes: A committee that operates within its mandate.
- Performance expectations: Compliance with the charter and a clear record.
- Real-world example: You table an annual self-assessment of the committee against the charter and agree improvements.
A Day in the Life of a Risk Management Committee Chairperson
This is not a daily job. The advert does not describe a timetable, so the following reflects how such committees generally work and should be confirmed with the department.
- Between meetings: read the committee pack, review the risk register and audit reports, and prepare challenging questions.
- Meetings: chair the committee, manage the agenda, hear management and internal audit and record decisions and actions.
- Stakeholder engagement: the Accounting Officer, senior management, internal audit, risk management staff and, where relevant, the Auditor-General’s team and other oversight committees.
- Reporting: committee reports and recommendations to the Accounting Officer, and follow-up on action plans.
- Leadership: setting the tone of the committee and keeping discussions focused and respectful.
- Typical challenges: large packs with limited time, defensive management, balancing independence with cooperation and keeping up with a changing environment.
- Success indicators: clear, timely committee advice, closed audit and risk actions and growing confidence in management reporting.
Qualifications and Requirements
The requirements are demanding and specific. The advert does not mention a security clearance, and it does not mention a driver’s licence.
| Requirement | What it means | Why it matters | How panels typically assess it |
|---|---|---|---|
| Postgraduate qualification in Accounting, Risk Management or Auditing such as CRMA, CIA or CA(SA), or a relevant three-year tertiary or equivalent qualification in Accounting, Risk Management and Auditing | An advanced or relevant qualification in finance, risk or audit. | Credibility on technical matters. | HR checks the certificate. Professional designations are verified with their bodies. |
| A professional qualification and affiliation to a recognised professional body | Membership of bodies such as SAICA, the IIA or similar recognised bodies. | Signals professional standards and accountability. | Panels check membership status. The advert words this requirement in connection with the Head Office committee, so confirm how it applies to your location. |
| More than ten years’ executive management experience in governance, risk management and internal controls, with exposure to serving on oversight committees | Senior-level experience, not just technical roles. | The chair must earn the respect of senior management. | Panels count years and look for executive roles and committee service. |
| Knowledge: labour, insurance, legal, auditing, finance, risk management, governance, internal and external audit, the department’s values, DPSA guidelines on national departments | A broad understanding of the department’s environment and the profession’s developments. | Questions must be informed and relevant. | Interview questions test breadth and currency. |
| Skills: analytical thinking, communication, courage to challenge, openness, scepticism, integrity, independent judgement, inquisitiveness | Personal qualities that make oversight real. | Independence is the chair’s main asset. | Assessed through scenario questions and the integrity assessment. |
Competencies and Skills
The advert stresses personal qualities as much as knowledge. The table groups them.
| Competency | Definition and workplace use | Why the employer needs it | How to evidence it |
|---|---|---|---|
| Independent judgement and integrity | Forming views on evidence, free from pressure or conflicts. | Independence is the committee’s value. | Describe a time you held a position under pressure. |
| Courage to challenge | Asking hard questions respectfully and persistently. | Weak challenge leads to weak oversight. | Give an example of challenging a senior person and the result. |
| Analytical thinking and healthy scepticism | Testing explanations against evidence. | Reports can be incomplete or optimistic. | Cite a case where you found a gap in a report. |
| Communication | Presenting concerns clearly to the Accounting Officer. | Advice only helps if it is understood. | Share a report or presentation you gave to a board or executive. |
| Openness and transparency | Encouraging honest disclosure. | Trust depends on it. | Describe how you built open reporting in a team. |
| Inquisitiveness and offering new perspectives | Looking beyond the pack. | Emerging risks need fresh views. | Show how you spotted a new risk. |
| Knowledge of public sector risk and control | Understanding the PFMA environment and the public sector’s funds. | Context shapes the right questions. | Cite relevant public sector exposure. |
| Commitment to public service | Dedicating time and energy to the public interest. | The remuneration is modest, so motivation matters. | Show previous public-interest service. |
Who Should Apply?
Ideal candidates: senior governance professionals, such as former chief audit executives, chief risk officers, CFOs or audit and risk committee members, who hold a recognised professional qualification and want to contribute to public accountability.
Suitable career levels: senior executive or retired executive, and experienced non-executive committee members.
Most competitive profiles: CA(SA), CIA or CRMA holders with more than ten years of executive governance and risk experience, prior committee service, public-sector exposure and no conflicts of interest.
Candidates who may qualify: senior risk or audit managers with an equivalent qualification and demonstrable committee exposure.
Unlikely to qualify: anyone without more than ten years of executive experience, without a professional qualification and body affiliation, or with conflicts that compromise independence.
Realistic Candidate Profile
- Background: a senior finance, audit or risk executive who has served on oversight committees.
- Experience: ten to twenty-plus years, usually including a chief-level or director-level role.
- Industries: public sector, audit firms, financial services, insurance and regulators.
- Likely current or recent titles: Chief Audit Executive, Chief Risk Officer, CFO, Executive Director, Audit and Risk Committee Member.
- Likely qualifications: CA(SA), CIA, CRMA or a relevant postgraduate qualification.
- Typical achievements: improving control environments, leading audit or risk functions, serving on committees and strengthening governance reporting.
How Competitive Is This Vacancy?
Rating: Moderate
Expected applicant volume: modest in number but senior in profile. Few people hold the qualification, ten years of executive experience in governance, risk and controls and committee exposure.
Scarcity of requirements: high. Executive-level governance experience of more than ten years plus a professional qualification and body affiliation is rare, and independence is expected. This keeps the pool small.
Salary attractiveness: low relative to executive pay, so applicants are mostly motivated by professional standing and public service. That reduces competition from candidates who want a full-time package.
Employer reputation and promotion potential: a national department with a high-profile mandate. There is no promotion ladder as such, but chairing committees builds a portfolio for future audit and risk committee appointments. Selection difficulty: high for those who qualify, because the panel will test independence, integrity and the ability to challenge.
Remuneration Analysis
Unlike the other posts in this circular, this advert gives no salary figure. It states that the member will be remunerated in accordance with the applicable statutory rates and guidelines prescribed by the National Treasury. That wording indicates remuneration for serving as a committee member, which is normally linked to meetings and time spent and not to an annual salary scale. The advert does not say how often the committee meets or what rate applies.
What this means for you. Do not treat this as a full-time package. Before applying, ask the enquiries contact for the current approved rate, the expected number of meetings a year and any preparation time the department assumes. Check how the advert’s “three-year fixed term contract” will be documented, and whether travel and subsistence for meetings are reimbursed.
Tax and benefits. The advert mentions no pension, medical aid or leave. Tax treatment depends on whether you are paid as an employee or as an independent member, so confirm the arrangement with the department and a tax adviser. Non-cash value is real, though: the appointment adds governance credentials and visibility with an accounting officer and senior management.
Market comparison. External committee chairpersons in the public sector are generally paid a modest fee relative to full-time executive pay. The attraction is professional standing, a portfolio of governance roles and the chance to contribute to public accountability rather than the money itself.
Career Path Analysis
Roads into the post: a career in audit, risk or finance leading to executive roles, followed by committee or non-executive service.
After appointment: chairing a department’s committee builds a profile for audit and risk committee roles in other departments and public entities, board roles and advisory work.
Skills developed: oversight practice, committee leadership, public-sector governance and stakeholder influence.
Promotion prospects: there is no ladder as such. Appointments depend on reputation, and the three-year term may be renewed or followed by other appointments. Long-term value: committee service is a recognised credential in governance careers.
Application Process Explained
Step 1: Prepare your documents
You need two documents only at application stage: a completed, initialled and signed new Z83 form and an updated, comprehensive CV. Certified copies of qualifications, your ID and your driver’s licence are only requested if you are shortlisted. Keep them scanned and ready anyway, because the request can arrive with little warning.
Step 2: Complete the Z83
Download the current Z83 from www.gov.za/documents or any Public Service department. The old version will be rejected. Sections A, B, C and D must be completed in full. For Sections E, F and G you may write “refer to CV”, but the question on conditions that prevent re-appointment in Part F must be answered and the declaration signed. Complete a separate Z83 for each post you apply for.
Step 3: Submit the application
- Online: email the Z83 and CV as one single attachment to JobsHQ13@labour.gov.za. Put the job title and reference number HR4/26/09/01HO in the subject line.
- Hand delivery: Chief Director: Human Resources Management, 215 Francis Baard Street, Pretoria.
- Post: Chief Director: Human Resources Management, Private Bag X117, Pretoria, 0001. Postal delivery is risky this close to the deadline, so email or hand delivery is the safer choice.
Step 4: Watch the deadline
The closing date is 20 November 2026: 16:00 for walk-in (hand-delivered) applications and 23:59 for online applications. Late applications are not considered. Aim to submit at least a day early, and keep the sent email and any delivery acknowledgement as proof.
Step 5: Track your application
There is no online tracking portal. The department states that only shortlisted candidates will be contacted, and that applicants not contacted within eight weeks after the closing date should consider their applications unsuccessful. If you want to confirm receipt, contact the enquiries person, Ms S Talane on (012) 309 4561 (Head Office), politely and early, and do not ask for shortlisting information.
Common application problems
- Sending the Z83 and CV as two separate attachments.
- Using the old Z83, or leaving Sections A to D partly blank.
- Forgetting to initial every page and sign the declaration.
- Quoting the wrong reference number or the wrong email address for the post.
- Applying for two posts with a single Z83.
Important Application Notes
The advert carries a long block of instructions that apply to every post in this circular. In plain language:
| Instruction | What it means for you |
|---|---|
| New Z83 only | Applications on the old Z83 are rejected. Use the current form from www.gov.za/documents. |
| One Z83 per post | Every post you apply for needs its own form, quoting that post’s reference number and job title. |
| Z83 and CV as one attachment (online) | Combine them into a single PDF before sending. Two separate attachments risk the application being treated as incomplete. |
| Correct subject line and email address | The subject must show the correct job title and reference number, and you must use the email address linked to the post. |
| Sections A, B, C, D in full | No blanks. Sections E, F and G may say “refer to CV”, but the Part F re-appointment question must be answered and the declaration signed. |
| Initial and sign the Z83 | An unsigned or uninitialled form can disqualify the application. |
| Certified copies only when shortlisted | Do not attach certified copies now. You will be told when and what to bring, on or before the interview day. |
| Foreign qualifications | Non-RSA citizens or permanent resident permit holders with foreign qualifications must provide a SAQA evaluation report if shortlisted. |
| Late applications | Not considered. Applications that ignore the instructions are also not considered. |
| Two pre-entry assessments | Shortlisted candidates complete a practical exercise and an integrity (ethical conduct) assessment, both scored in the interview process. |
| POPIA consent | By applying you consent to your personal information being collected and processed for this recruitment only. |
| No guarantee of appointment | The department may decide not to fill the post. Successful candidates sign an employment contract and a performance agreement. |
| Employment equity | No employment equity target is listed for this post in the advert. The circular’s general statement that the department is an equal opportunity affirmative action employer still applies. |
Selection Process
The advert does not list every stage, so the following combines what it states with how Public Service panels normally work. Anything marked “typical” is standard practice and not an advert promise.
| Stage | What to expect |
|---|---|
| Application screening | Human Resources checks form, CV, reference number and deadline compliance. Non-compliant applications are removed. |
| Shortlisting | A panel compares CVs against the advertised requirements and the equity target. Only shortlisted candidates are contacted. |
| Document verification | Shortlisted candidates submit certified copies of qualifications and other requested documents on or before the interview day. |
| Practical technical exercise | A practical technical exercise (the circular’s general note says all shortlisted candidates, including senior management, complete a practical exercise and an integrity assessment; the format for a committee chairperson may differ, so ask). Prepare for a governance scenario: review a short risk or audit report, identify the issues the committee should challenge and draft your questions. |
| Integrity (ethical conduct) assessment | A scenario-based assessment of how you handle conflicts of interest, gifts, pressure from employers and confidentiality. Expect to justify your choices, not just pick an answer. |
| Interview | A structured panel interview (typical). The department states both assessment results are scored as an additional criterion alongside your interview score. |
| Reference and background checks | Typical for Public Service appointments: qualification verification, criminal record, citizenship and previous employment checks. The advert does not mention security clearance. |
| Final decision | The panel recommends a candidate and the delegated authority approves. The department may decide not to appoint anyone. |
Realistically, from closing date to outcome can take two months or more. The department states that applicants not contacted within eight weeks should assume they were unsuccessful.
How to Prove Your Experience
For a chairperson role, panels look for evidence of independence, challenge and committee impact. Replace titles with outcomes.
| Weak statement | Better statement | Why it works |
|---|---|---|
| Served on an audit committee. | Chaired an audit and risk committee for four years, oversaw 16 meetings and tracked 85 audit findings to closure with a 90% closure rate. | Role, tenure and outcomes. |
| Strong governance background. | Led the governance and risk function for a R6 billion entity, reducing repeat external audit findings from 12 to 3 in three years. | Scale and result. |
| Good at challenging. | Challenged an optimistic fraud-risk assessment and prompted a review that identified two unreported control gaps. | Specific example of challenge. |
| Experienced executive. | Held executive responsibility for internal controls across five divisions and 1,200 staff. | Scope of executive role. |
| Committed to public service. | Served three years as a pro bono member of a public entity’s risk committee. | Evidence of public-interest service. |
Use your own real figures and never invent them. For a post like this, references and integrity checks will be thorough.
CV Optimization Guide
Your CV is the only document assessed at screening, so it has to carry the whole case. Build it around the advert’s own language, because screeners tick requirements against it.
Critical keywords to include (only where true)
- Chairperson / member of Audit or Risk Committee
- Governance, risk management and internal controls
- Internal and external audit
- Fraud and irregularities
- Legal and regulatory compliance
- Public sector / PFMA exposure
- CA(SA) / CIA / CRMA (only if held)
- Independent judgement
Recommended CV structure
| Section | What to put in it |
|---|---|
| Profile (3 to 4 lines) | Senior governance and risk professional with more than ten years of executive experience and committee service, holding [qualification], seeking appointment as Risk Management Committee Chairperson at the Department of Employment and Labour. |
| Experience (reverse order) | Executive roles first, with dates, scope (budget, staff, entity size), governance responsibilities and committee positions. |
| Achievements | Four to six bullets showing independence and impact: findings closed, control improvements, committee reforms and reporting outcomes. |
| Education | Qualification, institution and year; list professional memberships and designations with membership numbers where appropriate. |
| Skills | Technical (governance frameworks, risk, audit standards, public finance), personal (independence, challenge, communication) and any declared conflicts of interest. |
Keep it to roughly four to six pages for a senior technical post, with dates in month-and-year form so the four-year experience requirement can be counted easily. Do not leave unexplained gaps, and label the experience that satisfies the advert’s “functional experience” requirement clearly.
Interview Preparation
Expect a structured panel interview in which every candidate is asked the same core questions and scored against a template. Add the practical exercise and the integrity assessment, which the advert says are scored too. The questions below are likely themes, not leaked questions.
Technical questions
- What are the main responsibilities of a risk management committee?
Oversight of risk management, internal control, compliance and audit, advising the Accounting Officer. - How would you assess whether the department’s risk management is effective?
Review the framework, register quality, action tracking, reporting and culture. - How do the risk committee, audit committee and internal audit relate?
Describe complementary roles and avoiding overlap. - What are your views on fraud risk in a department that handles benefits and compensation?
Discuss prevention, detection and response, and the committee’s role.
Leadership questions
- How do you run a meeting so that management is challenged but remains cooperative?
Describe agenda control, preparation and tone. - How do you ensure the committee’s recommendations are acted on?
Describe action trackers, follow-up and escalation.
Behavioural questions
- Tell us about a time you challenged a senior person on a risk matter.
Use STAR with a measurable result. - Describe a time your independence was tested.
Show principle, process and outcome.
Situational questions
- The Accounting Officer asks you to soften a finding in the committee’s report. What do you do?
Hold to evidence, discuss, document and escalate if needed. - You discover you have a business relationship with a supplier under review. What do you do?
Declare it, recuse yourself and follow the conflict process.
Likely assessment focus areas
- Independence and integrity.
- Governance and risk depth.
- Ability to challenge constructively.
- Understanding of the department’s environment.
For behavioural and situational answers, use Situation, Task, Action, Result. Keep the result measurable, and end with what you learned or changed.
Job Match Assessment: Do You Fit This Role?
Score yourself against each line below using the “ideal candidate” description. A line you can honestly score 8 or above is a strength to highlight. A line under 5 is a gap to address in your application or a reason to reconsider.
| Criterion | Ideal-candidate benchmark | What it means |
|---|---|---|
| Education Match | 9/10 | Postgraduate qualification such as CRMA, CIA or CA(SA), or a relevant three-year qualification, plus professional body affiliation. |
| Experience Match | 8/10 | More than ten years executive management experience in governance, risk management and internal controls, with committee exposure. |
| Industry Match | 7/10 | Public sector, audit, risk, financial services or regulatory governance. Labour, insurance and legal exposure is expected. |
| Skills Match | 8/10 | Analytical thinking, courage to challenge, integrity, independent judgement and communication. |
| Management Match | 9/10 | Executive management experience is explicitly required. |
| Overall Match | 8.2/10 | Use this as a self-check against your own profile, not as an official score. |
Common Mistakes to Avoid
- Incomplete applications: a Z83 with blank sections is not “almost fine”. It is non-compliant.
- Missing documents: do not attach certified copies now, but have them ready within hours of a shortlisting call.
- A duty list instead of a CV: panels score evidence. “Responsible for inspections” scores far below “Completed 48 site inspections a year and issued 15 notices”.
- A generic cover letter: the advert does not ask for one. If you add a short one, name the reference number and the specific requirement you meet.
- Incorrect references: contact referees before you list them and make sure titles and numbers are current.
- Ignoring the assessments: candidates prepare for the interview and forget that the practical and integrity assessments are scored.
- Presenting yourself as an operator, not an overseer: the chairperson challenges and oversees. Show committee experience and independence, not only management achievements.
- Ignoring independence: the advert says applicants should be independent. Declare any conflicts, including consulting work for the department or its suppliers.
Frequently Asked Questions
What is the salary for this post?
The advert gives no amount. The member will be remunerated in accordance with the applicable statutory rates and guidelines prescribed by National Treasury. Ask the enquiries contact for the current rate before you apply.
Where is the job based?
The post is based at the department’s Head Office in Pretoria, Gauteng, and applications go to the Chief Director: Human Resources Management. The post is in Gauteng, South Africa.
What is the closing date?
Applications close on 20 November 2026 at 16:00 for walk-in applications and 23:59 for online applications.
What is the reference number?
HR4/26/09/01HO (post 40/12). Quote it with the exact job title on your email subject line.
Is this a permanent or contract post?
It is a three-year fixed-term contract appointment, as stated in the advert.
How do I apply?
Email one combined PDF (new Z83 plus CV) to JobsHQ13@labour.gov.za, or hand-deliver or post it to the address in the application section. Use the subject line with the job title and reference number.
Do I send certified copies now?
No. Only shortlisted candidates submit certified copies, on or before the interview day, after being contacted by Human Resources.
Can I use the old Z83?
No. The department states that applications on the old Z83 will not be considered.
What assessments will I face?
Shortlisted candidates complete a practical technical exercise and an integrity (ethical conduct) assessment. Both are scored together with the interview.
Will I be told if I am unsuccessful?
Not necessarily. The department only corresponds with shortlisted candidates and says to assume unsuccessful if you have not been contacted within eight weeks of closing.
Does my race, gender or disability status matter?
The advert lists no equity target for this post. The circular’s general statement about the department being an equal opportunity affirmative action employer still applies.
Is this a salaried job?
The advert gives no salary figure. Remuneration follows the statutory rates and guidelines prescribed by National Treasury, so it is a committee member remuneration arrangement. Confirm the rate before applying.
How many posts are there?
The advert covers two posts: one at Head Office in Pretoria (reference HR4/26/09/01HO) and one at the Provincial Office in Kimberley (reference HR 4/4/8/178). Each has its own application details. Apply to the one you want, and to both only with separate Z83 forms.
How long is the contract?
The appointment is a three-year fixed term contract.
Which professional qualifications are mentioned?
The advert gives CRMA, CIA and CA(SA) as examples of a postgraduate qualification, or a relevant three-year tertiary or equivalent qualification in Accounting, Risk Management and Auditing.
Do I need committee experience?
The advert asks for executive management experience in governance, risk management and internal controls for more than ten years, with exposure to serving on oversight committees.
Final Verdict
Who should apply: senior, qualified governance professionals with more than ten years of executive experience in risk, controls and governance, and prior committee service, who value public service.
Who should not apply: anyone seeking a full-time salary, without the required seniority or qualification, or with conflicts of interest that compromise independence.
Why the job matters: oversight committees are one of the few safeguards that tell an Accounting Officer, early and honestly, when something is going wrong.
Is it a strong opportunity? For the right profile, yes. It brings standing and portfolio value, with modest remuneration and a time commitment that you should clarify first. Apply before 20 November 2026, follow every Z83 and CV instruction and be clear about independence and conflicts.