Senior Administration Officer: Risk Management at Department of Employment and Labour, Northern Cape Provincial Office (Kimberley)
Apply for the Senior Administration Officer: Risk Management post (ref HR4/4/8/196) at the Department of Employment and Labour’s Northern Cape Provincial Office in Kimberley. The Level 8 salary is R413 001 per annum and applications close on 20 November 2026. Learn about risk duties, requirements, salary, assessments, interview questions and CV tips before you apply.
Quick Facts
| Job Title | Senior Administration Officer: Risk Management |
|---|---|
| Employer | Department of Employment and Labour |
| Department | Department of Employment and Labour: Risk Management, Provincial Office: Northern Cape |
| Reference Number | HR4/4/8/196 |
| Salary | R413 001 per annum |
| Salary Level | Level 8 (Public Service salary scale) |
| Location | Provincial Office: Northern Cape |
| Province | Northern Cape, South Africa |
| Employment Type | Full-time (Public Service Act post; contract period not stated in advert) |
| 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 |
| Source | Public Service Vacancy Circular 40 of 2026, post 40/09 |
| Application Method | Email (new Z83 and CV as one attachment), hand delivery or post |
Vacancy Overview
A Senior Administration Officer in risk management is the person who helps the Northern Cape Provincial Office and its labour centres understand what could go wrong, how likely it is, and what controls are needed. The role exists because a public department handling unemployment benefits, compensation processes and inspections faces fraud, error, non-compliance and operational disruption risks, and the Public Finance Management Act expects accounting officers to manage them systematically.
The post is at Level 8 in the Provincial Office: Northern Cape. Applications go to the Chief Director: Provincial Operations, marked for Human Resources Operations at the Kimberley Provincial Office. The advert does not name the supervisor, so confirm at interview whether you report to a risk manager or directly to a senior official.
Decision-making authority is practical. You analyse risks, recommend controls, monitor whether they are applied and report results. You are not the risk owner, because operational managers own their risks, but you provide the method, evidence and challenge. You also supervise resources in the section, so you will allocate work and check quality.
Typical impact: when risk work is done well, a labour centre that handles cash-related or benefit-related processes has a current risk register, tested controls and early warnings. Fewer control failures reach the Auditor-General’s report, and managers can show that they acted on known risks.
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 control and accountability. The department handles large flows of public money through Unemployment Insurance and Compensation Fund processes and runs offices across a vast province. A provincial risk function helps labour centres identify fraud, control failures and compliance gaps before they become audit findings or losses. The advert for the Risk Management Committee Chairperson in the same circular shows how seriously the department treats governance oversight.
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 | 40/09 |
| Publication Date | 13 November 2026 (date this vacancy was published on OneCareer) |
| Page Number | 10 to 11 |
| Official Source | DPSA Public Service Vacancy Circular, available from www.dpsa.gov.za, and the Department of Employment and Labour |
| Reference Number | HR4/4/8/196 |
Job Responsibilities Explained
The advert lists four duties. Each is expanded below.
1. Implementing risk analysis and monitoring
- Advert wording, restated: Carry out risk analysis and monitor risks over time.
- What it means: You identify what could stop the department from meeting its goals and track whether those risks are getting better or worse.
- Day-to-day: Facilitating risk workshops, updating risk registers, rating likelihood and impact, following up on action plans and tracking indicators.
- Expected outcomes: Current and credible risk registers for the province and its labour centres.
- Performance expectations: Registers updated on schedule, actions tracked and clear monitoring reports.
- Real-world example: A workshop at a labour centre identifies weak controls over document handling, and you track the fix through quarterly follow-up.
2. Implementing risk compliance
- Advert wording, restated: Make sure the province follows risk management policies, frameworks and legal requirements.
- What it means: You check that risk processes are not just on paper but actually followed.
- Day-to-day: Reviewing compliance with the department’s risk policy, the Public Sector Risk Management Framework and committee requirements, and reporting gaps.
- Expected outcomes: Better alignment with policy and fewer audit findings.
- Performance expectations: Compliance reviews completed and findings followed up.
- Real-world example: You find two labour centres have not updated registers for a year, notify management and agree a deadline.
3. Delivering risk management services to Labour Centres and the Provincial Office
- Advert wording, restated: Provide risk support, training and advice across the province.
- What it means: You are the in-house risk adviser to operational managers.
- Day-to-day: Visiting or supporting labour centres, running awareness sessions, advising on controls and helping managers write action plans.
- Expected outcomes: Managers who understand and own their risks.
- Performance expectations: Services delivered across the province according to plan.
- Real-world example: You train centre managers on how to rate risks and later see more complete registers coming in.
4. Supervising resources in the section
- Advert wording, restated: Lead the people and resources working in the risk section.
- What it means: You allocate work, check outputs and develop junior staff.
- Day-to-day: Planning workloads, reviewing risk reports, giving feedback and managing leave and deadlines.
- Expected outcomes: A reliable, well-organised team.
- Performance expectations: Timely outputs and good staff performance.
- Real-world example: You review an officer’s draft register and coach them on rating consistency before it goes to management.
A Day in the Life of a Senior Administration Officer: Risk Management
The advert provides no timetable, so this is a realistic picture of provincial risk work.
- Daily: review emails and risk updates from labour centres, check action plan progress, draft or review risk documents and answer queries.
- Weekly: section meeting, review of team outputs, follow-ups with risk owners and updates to registers.
- Meetings and stakeholders: labour centre managers, senior managers, internal audit, the Auditor-General’s team, the Risk Management Committee secretariat and HR.
- Reporting: quarterly risk reports, compliance reports and committee inputs.
- Leadership: supervising and developing staff in the section.
- Typical challenges: managers who see risk as a compliance burden, long distances between offices and late or incomplete inputs.
- Success indicators: up-to-date registers, closed action items, fewer repeat audit findings and well-prepared reports.
Qualifications and Requirements
The advert’s requirements are focused. It does not mention security clearance, professional registration or a driver’s licence.
| Requirement | What it means | Why it matters | How panels typically assess it |
|---|---|---|---|
| Three-year relevant tertiary qualification in Risk Management or Internal Audit | A diploma or degree that includes risk or audit as the main field. | Technical grounding for risk analysis. | HR checks the certificate and field at shortlisting. General business degrees are weaker matches. |
| Two years’ functional experience in Risk Management | Two years of actual risk work: registers, assessments, monitoring. | You are expected to be productive quickly and to supervise. | Panels count months and look for risk-specific duties. |
| Knowledge: UIA and Regulations, UI Contributions Act, PFMA, Labour Relations, BCEA, Batho Pele, Public Service Act and Regulations, risk management, project management, Criminal Procedure Act | Knowing the legal environment the department works in, including how fraud can lead to criminal processes. | Risks must be framed in the department’s legal context. | Interview questions and the practical exercise test application. |
| Pre-entry assessments (practical and integrity) | Two assessments for shortlisted candidates. | Risk staff must be trusted with sensitive information. | Scored with the interview. |
Competencies and Skills
The advert lists nine skills and ten knowledge areas, grouped here by what matters most.
| Competency | Definition and workplace use | Why the employer needs it | How to evidence it |
|---|---|---|---|
| Analytical skills | Breaking down processes to find where risks arise and rating them. | Risk quality depends on analysis. | Describe a risk assessment you completed and its outcome. |
| Report writing | Writing clear risk and compliance reports. | Reports go to committees and senior managers. | Share a report you wrote and what changed. |
| Planning and organising; time management | Scheduling assessments and reports. | Reporting deadlines are fixed. | Describe how you managed multiple deadlines. |
| Communication, listening and interviewing | Drawing out risks from managers and staff. | Risk information comes from conversations. | Describe a workshop or interview you led. |
| Interpersonal skills | Challenging managers constructively. | Risk advice needs trust. | Give an example of persuading a manager. |
| Computer literacy | Using Excel, Word and risk or audit software. | Registers and reports are digital. | List tools you use. |
| Knowledge: PFMA, Public Service Act, Batho Pele | Understanding public finance and service rules. | Context drives risk ratings. | Show how you applied the PFMA in practice. |
| Knowledge: UIA, UI Contributions Act, BCEA, Labour Relations, Criminal Procedure Act | Understanding the department’s core laws and the route from fraud to prosecution. | You assess risks in the department’s own processes. | Cite exposure to these laws or relevant training. |
Who Should Apply?
Ideal candidates: risk or internal audit practitioners with two or more years in the public sector or a comparable regulated environment who can run risk assessments, maintain registers and guide junior staff.
Suitable career levels: early to mid-career, moving from officer to senior officer.
Most competitive profiles: candidates with documented risk register experience, public-sector exposure, strong report writing and some supervisory experience. The advert’s equity wording is: Priority will be given to Coloured Males, Indian Males, Indian Females and White Males.
Candidates who may qualify: internal auditors and compliance officers who can show risk assessment and monitoring work.
Unlikely to qualify: candidates without a risk management or internal audit qualification, those with under two years of risk experience, and those who miss instructions on the Z83 and CV.
Realistic Candidate Profile
- Background: a risk management or internal audit graduate with early-career public-sector or governance experience.
- Experience: two to five years.
- Industries: government departments, municipalities, public entities, internal audit firms and financial services.
- Likely current titles: Risk Officer, Junior Internal Auditor, Compliance Officer, Risk Management Practitioner.
- Likely qualifications: National Diploma or BCom in Risk Management or Internal Audit, sometimes with an IIA or risk short course.
- Typical achievements: maintaining risk registers, supporting committee reporting, completing audits and closing findings.
How Competitive Is This Vacancy?
Rating: Moderate
Expected applicant volume: moderate. Risk and internal audit graduates exist in good numbers, but the two-year risk experience requirement and the Northern Cape location reduce the pool.
Scarcity of requirements: moderate. The advert asks for a relevant three-year qualification in risk management or internal audit and two years of functional risk experience. Candidates with internal audit backgrounds can compete, but those with experience limited to general administration cannot. The equity wording gives priority to Coloured males, Indian males, Indian females and White males.
Salary attractiveness: Level 8 is attractive, particularly for existing Level 7 staff.
Employer reputation and promotion potential: stable national employer with a ladder into Assistant Director risk posts. Selection difficulty: moderate. Panels will check technical risk knowledge, understanding of the PFMA environment and the ability to supervise.
Salary Analysis: What R413 001 per Annum Means
The advert offers R413 001 per annum, which is public service Level 8 (the advert itself states the figure and not the level; the level comes from the published Public Service salary scales). Divided across twelve months, that is roughly R34 417 gross per month before deductions.
| Item | Approximate figure | Notes |
|---|---|---|
| Annual salary | R413 001 | Starting notch as advertised |
| Gross monthly | R34 417 | Annual figure divided by 12 |
| Employee pension (GEPF, about 7.5%) | R30 975 a year / R2 581 a month | Deducted from your pay; check your appointment letter |
| Employer pension (GEPF, about 13%) | R53 690 a year | Paid by the State on top of your salary; not cash in hand |
| Service bonus (13th cheque) | About R34 417 | Public Service employees normally receive one month’s salary as a service bonus; confirm timing on appointment |
Package components. The advert does not itemise benefits, so treat the figure as the basic salary. Public Service appointees normally also qualify for membership of the Government Employees Pension Fund, a medical assistance subsidy if they join a recognised scheme, a housing allowance once qualifying conditions are met, and annual leave, sick leave and family responsibility leave under Public Service rules. Ask Human Resources for the exact components before you accept an offer.
Tax considerations. After a pension deduction, taxable income would be roughly R382 026. On the 2025/26 SARS tables that falls in the 31% marginal bracket. SARS thresholds are adjusted each Budget, so check the 2026/27 tables for the exact figure. Your take-home pay will depend on PAYE, medical aid, any garnishees and your rebates, so use the SARS calculator on your own numbers rather than relying on a generic estimate.
Level 8 is a sound salary for a two-year risk practitioner in a provincial centre such as Kimberley, where living costs are moderate. Private-sector risk and internal audit roles can pay more but are more volatile, and the Public Service package adds pension, leave and job security. The post includes supervision, which strengthens your management profile.
Career Path Analysis
Roads into the post: risk or internal audit graduate roles, compliance roles and governance support posts.
After appointment: the next steps are typically Assistant Director risk management posts and then Deputy Director posts at Level 11, where you lead risk strategy for a region or branch (Deputy Director posts appear at R932 292 in recent departmental adverts).
Skills developed: governance, risk facilitation, reporting to committees and team supervision.
Promotion prospects: posts are limited, so promotion is competitive. Long-term value: public-sector risk experience transfers to internal audit, compliance, municipal and state entity roles.
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 JobsNCKIM@labour.gov.za. Put the job title and reference number HR4/4/8/196 in the subject line.
- Hand delivery: Chief Director: Provincial Operations, Cnr Compound and Pniel Road, Kimberley (for attention: Human Resources Operations, Provincial Office Kimberley).
- Post: Chief Director: Provincial Operations, Private Bag X5012, Kimberley, 8301. 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 Sherelda Kleinsmith on (053) 838 1517, 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 | The department states that equity targets will be considered. This post’s stated target is: Priority will be given to Coloured Males, Indian Males, Indian Females and White Males. |
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 advert says it tests the post’s technical and generic requirements). For this post, prepare for a risk scenario: identify risks from a short description of a labour centre process, rate likelihood and impact, propose controls and draft a short monitoring report. |
| 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
Panels score evidence. Replace duty statements with outcomes.
| Weak statement | Better statement | Why it works |
|---|---|---|
| Maintained risk registers. | Maintained operational risk registers for 9 business units, updated quarterly with 100% on-time submission. | Scope and reliability. |
| Helped with audits. | Supported 14 internal audit engagements and tracked 62 findings to closure with a 92% closure rate. | Numbers and outcome. |
| Trained staff. | Trained 45 managers on risk rating and saw incomplete registers fall from 30% to 8%. | Training with a result. |
| Supervised a team. | Supervised three officers and reduced report turnaround from 15 to 7 working days. | Leadership with a metric. |
| Handled budgets. | Managed a R450,000 annual risk and awareness budget and delivered all planned sessions within budget. | Budget size and delivery. |
Use your own real figures and never invent them, since references and integrity checks can expose false claims.
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)
- Risk Management / Internal Audit
- Risk assessment and risk registers
- Risk monitoring and reporting
- PFMA / Public Sector Risk Management Framework
- Compliance and controls
- Fraud risk awareness
- Project management
- Supervision
- Report writing
Recommended CV structure
| Section | What to put in it |
|---|---|
| Profile (3 to 4 lines) | Risk management graduate with X years of functional risk experience in [sector], skilled in risk assessment, monitoring and reporting, seeking a Senior Administration Officer: Risk Management post at the Department of Employment and Labour in the Northern Cape. |
| Experience (reverse order) | For each role: employer, title, dates (month/year), the units or processes covered, your risk duties and any supervision. |
| Achievements | Three to five bullets with numbers: registers maintained, assessments run, findings closed, staff trained, reports submitted. |
| Education | Qualification, institution and year; add risk, audit or governance short courses and professional memberships you hold. |
| Skills | Technical (risk assessment, controls, PFMA, audit methods), software (Excel, Word, audit or risk tools) and professional (facilitation, report writing, supervision). |
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
- How would you build a risk register for a labour centre?
Identify objectives, risks, causes, impact, likelihood, controls, owners and actions. - What is the difference between inherent and residual risk?
Inherent is before controls, residual after controls. - How does the PFMA relate to risk management?
Accounting officers must maintain effective risk management and internal controls. - How would you test whether a control is working?
Walk through the process, sample evidence, interview staff and report results.
Leadership questions
- How would you supervise a junior officer producing weak reports?
Describe coaching, review cycles and clear standards. - How do you get managers to own their risks?
Show influence, simple tools and follow-up.
Behavioural questions
- Tell us about a time you identified a significant risk and what happened.
Use STAR with a measurable result. - Describe a time a manager resisted your recommendation.
Show evidence, tact and outcome.
Situational questions
- A manager asks you to downgrade a risk rating before a committee meeting. What do you do?
Hold to evidence, discuss, escalate if needed and document. - You suspect fraud in a labour centre process. What do you do?
Preserve evidence, follow the fraud response process and report to the right authority without confronting the suspect.
Likely assessment focus areas
- Risk method and PFMA knowledge.
- Integrity and independence.
- Report writing and communication.
- Supervision and team coordination.
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 | 8/10 | Three-year tertiary qualification in Risk Management or Internal Audit. |
| Experience Match | 8/10 | Two years of functional risk management experience is the key requirement. |
| Industry Match | 7/10 | Public sector, internal audit, compliance, governance and financial services risk teams. |
| Skills Match | 8/10 | Analytical, planning, report writing, communication and time management. |
| Management Match | 6/10 | The post supervises resources in the section, so some oversight experience helps. |
| Overall Match | 7.4/10 | 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.
- Describing audit-only experience as risk experience without linking it: explain how you identified, rated and monitored risks, not just tested controls.
Frequently Asked Questions
What is the salary for this post?
The advertised salary is R413 001 per annum (Level 8), roughly R34 417 gross a month. Benefits are not itemised in the advert.
Where is the job based?
The post is based at the department’s Provincial Office for the Northern Cape in Kimberley. The post is in Northern Cape, 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?
HR4/4/8/196 (post 40/09). Quote it with the exact job title on your email subject line.
Is this a permanent or contract post?
The advert does not state a contract period for this post. It is advertised under the Public Service Act in the same way as other permanent posts. Confirm with the contact person if you need certainty.
How do I apply?
Email one combined PDF (new Z83 plus CV) to JobsNCKIM@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 department states that equity targets will be considered. For this post the advert lists: Priority will be given to Coloured Males, Indian Males, Indian Females and White Males. Candidates from other groups may still apply, but should understand this context.
Which qualifications count?
A three-year relevant tertiary qualification in Risk Management or Internal Audit.
How much experience do I need?
Two years of functional experience in risk management.
Do I need a driver’s licence?
The advert does not list one for this post, although travel to labour centres may occur. Ask the contact person.
Will I supervise staff?
Yes. The duties include supervising resources in the section.
Final Verdict
Who should apply: risk management or internal audit practitioners with two or more years of functional risk experience who want a provincial, supervisory role in the public sector.
Who should not apply: candidates without the qualification or risk experience, or who prefer purely operational work.
Why the job matters: public money and benefits depend on strong controls, and risk officers help managers see problems before they become losses.
Is it a strong opportunity? Yes for qualifying candidates: Level 8 pay, a supervisory component and a defined path to Assistant Director posts. The main trade-offs are the Northern Cape location, a competitive equity-influenced selection and demanding assessments. Apply before 20 November 2026 and follow every Z83 and CV instruction.