HR Managers - A Need For Stronger Numeracy Skills

Let’s face it: HR has changed. Gone are the days when being a “people person” was all it took to thrive in Human Resources. While emotional intelligence, empathy, and great communication are still must-haves, today’s HR professionals are also being asked to crunch numbers, read data, and back their decisions with facts. Yep — the modern HR manager isn’t just warm and friendly; they’re data-driven, tech-savvy, and numerically sharp. So, what’s the deal with numeracy in HR? And why should you care, whether you're hiring an HR pro or aiming to become one? Let’s break it down. What Are Numeracy Skills (and Why Do They Matter in HR)? Numeracy skills go far beyond knowing how to balance your budget or calculate discounts on Black Friday. In the HR world, numeracy means being able to understand and work with numbers to make smarter decisions. Think of tasks like: Managing and verifying payroll Budgeting for training and benefits Interpreting workforce analytics Creating accurate reports that actually help executives make decisions Whether it’s calculating the cost of a new hire or forecasting growth based on workforce data, these number skills are becoming essential for HR professionals — not optional. Let’s unpack that all a little more. Numeracy Is a Soft Skill? Yes, and It’s a Powerful One When people talk about soft skills, they usually mean leadership, teamwork, emotional intelligence — the people stuff. But numeracy? That’s often left out of the conversation. And it shouldn’t be. Because in today’s world of work - especially in HR - numeracy is a quietly powerful soft skill that sets top performers apart. Why? Because it’s not just about crunching numbers or managing payroll. It’s about being able to spot trends in data, understand what metrics actually matter, and use those insights to drive better decisions. Think of numeracy as your behind-the-scenes sidekick: the skill that helps you back up your gut instinct with evidence and add weight to your recommendations in the boardroom. It’s what turns “I think” into “Here’s what the data tells us.” And in strategic conversations — whether you’re influencing hiring plans, restructuring a team, or justifying a budget — that difference can be everything. So yes, numeracy is a soft skill. And it might just be one of the most underrated tools in your HR toolkit. Real-Life Moments HR Managers Use Their Number Mojo Still unsure how much number work is actually involved in HR? Here are just a few places numeracy pops up in the day-to-day: Analysing turnover rates to identify patterns and improve retention Calculating recruitment costs to evaluate hiring strategies Forecasting hiring needs based on projected company growth Measuring performance metrics to support employee development Budget planning for salaries, training, and employee benefits In short: if you're in HR, you’re already working with numbers - and if you’re not, it might be time to level up. Why Employers Should Be Paying Attention Dear employers, this one’s for you: an HR manager with strong numeracy skills doesn’t just make your HR department look good — they make your entire business run smarter. With a solid grasp of data, HR managers can spot issues before they become costly, reduce hiring risks, and help align workforce strategies with long-term goals. Simply put, they bring more than just people skills to the table - they bring data-proven value. Looking to find HR talent that checks all the boxes, including numerical literacy? Let us help you find a candidate who’s up for the challenge.  How to Spot Numeracy Skills in HR Candidates Numeracy may not be the first skill that comes to mind when hiring for HR roles, but it's becoming increasingly important. From analysing workforce metrics to managing budgets and interpreting compensation data, HR professionals rely on basic math and data literacy more than ever. Not sure how to assess numeracy during the hiring process? Try these practical approaches: 1. Ask for real-world examples During the interview, prompt candidates to share specific situations where they used data to solve a problem, streamline a process, or support a business case. Look for stories that include measurable outcomes or demonstrate a clear understanding of how numbers informed their decisions. 2. Include data interpretation exercises Give candidates a brief exercise with a small data set - such as the aforementioned turnover rates, recruitment costs, or survey results - and ask them to interpret trends or suggest actions. This reveals both their comfort with numbers and their ability to translate data into insights. 3. Present budgeting or metrics-based scenarios Create a short scenario that involves resource allocation, cost analysis, or key HR metrics like time-to-fill or cost-per-hire. Then, ask candidates how they would approach the issue. This helps you gauge their analytical thinking and whether they understand how data drives HR strategy. 4. Partner with experts for a thorough evaluation Or better yet, leave it to the pros. At The Working Earth, our permanent recruitment services include rigorous vetting for both technical and soft skills - numeracy included. Why The Working Earth Should Be Your First Stop Whether you're an employer seeking skilled HR professionals or a candidate ready to take the next step, The Working Earth is your go-to partner. Our talent pool is packed with job seekers who aren’t just people-smart - they’re numbers-smart too. And we’re proud to help businesses match with HR pros who can lead with data and drive results. Ready to connect with HR talent that ticks every box? Let’s make it happen.

What if your knack for numbers could do more than just balance spreadsheets - what if it could build the life you’ve always imagined? In South Africa’s evolving economy, finance isn’t just a career path - it’s a launchpad. Whether you're crunching numbers in a boardroom or modelling investment strategies late into the night, finance roles are some of the most influential (and well-compensated) in the country. But which jobs actually pay the best? And how do you land them? At The Working Earth , we work with some of South Africa’s top employers to place high-potential candidates in premium finance roles. This guide is your insider map to the highest-paying finance careers—plus, what it really takes to break into them and rise through the ranks. Let’s dig into the numbers—and the strategies. Why Finance? A Career That Pays—Literally and Professionally So, why choose finance? What makes this sector such a magnet for top talent? For starters, the earning potential is substantial. But it’s not just about the salary. Finance roles offer a mix of strategic influence, analytical depth, and long-term career growth. With demand spanning industries like banking, insurance, tech, and consulting, finance professionals enjoy strong job stability - and often, the ability to work internationally. Whether you're drawn to investment strategy, risk analysis, or executive-level decision-making, finance provides the platform to build a career that grows with you. What Makes a Finance Job High-Paying? Not all finance roles are created equal. Some are better compensated because of the complexity of the work, the scarcity of skills, or the level of strategic responsibility involved. Here are a few key factors: Qualifications: Certifications like CA(SA), CFA, or an MBA elevate your market value. Industry: Roles in investment banking, insurance, or tech typically offer higher salaries. Experience: Mid- to senior-level professionals tend to command stronger compensation. Location: Major financial hubs like Johannesburg and Cape Town offer more competitive packages. Specialised Skills: Expertise in data analytics, compliance, or financial modelling can set you apart. Top 5 Highest-Paying Finance Jobs in South Africa Let’s break down the roles that consistently rank among the highest earners in the sector. 1. Chief Financial Officer (CFO) Salary Range: R1.2 million – R3.5 million+ CFOs are the financial stewards of an organisation, overseeing everything from long-term financial strategy to regulatory compliance and stakeholder reporting. This role is as demanding as it is rewarding - and one of the most influential positions on the executive team. 2. Investment Banker Salary Range: R800,000 – R2.5 million Investment bankers manage mergers, acquisitions, capital raising, and IPOs. It’s a high-pressure environment with long hours - but for those who thrive in a fast-paced, deal-driven space, the rewards are significant. 3. Chartered Accountant (CA(SA)) Salary Range: R600,000 – R1.5 million The CA(SA) designation remains one of the most respected finance qualifications in South Africa. Chartered accountants are found in virtually every sector, handling auditing, tax strategy, and financial planning. 4. Actuary Salary Range: R800,000 – R2 million Actuaries use mathematics, statistics, and financial theory to manage risk and uncertainty. They’re in high demand across insurance, healthcare, and pensions, and the scarcity of this skill set makes it highly valuable. 5. Financial Director Salary Range: R900,000 – R2.2 million Financial Directors lead the finance function within a company, managing budgets, ensuring compliance, and aligning financial operations with business goals. The role demands both technical knowledge and strong leadership. Starting Your Journey: How Graduates Can Break Into Finance Think these roles are out of reach for newcomers? Think again. Every successful finance career starts with the right foundation. Choose the right degree: Accounting, Finance, Economics, or Business Science are strong starting points. Secure an internship: Graduate programmes and internships offer crucial experience and exposure. Earn certifications: Aiming for a CA(SA), CFA, or ACCA can fast-track your progress. Build your soft skills: Communication, leadership, and critical thinking are highly valued - especially as you move up the ranks. Looking to get your foot in the door? Explore our current opportunities or speak with one of our consultants. How to Position Yourself for Top Roles Here’s how to stand out in a competitive finance job market: Optimise your LinkedIn profile with relevant keywords, achievements, and certifications. Get practical experience early , even if it’s through short-term contracts or entry-level roles. Register with a specialist recruitment agency like The Working Earth , where we match talent with roles that align with their goals. How The Working Earth Supports Ambitious Finance Professionals We’re more than recruiters—we’re career partners. Our team works with a wide range of companies, from agile startups to industry-leading corporates, and we focus on one thing: helping professionals thrive. What we offer: Access to executive-level finance roles across industries. A network of top employers actively seeking qualified finance professionals. Personalised career advice , from CV refinement to interview coaching. A strong understanding of the graduate and early-career landscape , helping you navigate the market with confidence. Ready to Build a Future in Finance? If you’re serious about growing a rewarding career in finance - one with real earning potential and upward mobility - now is the time to act. South Africa's finance sector is hungry for talent, and the right role could be just a few clicks away. Start by exploring our job listings or connecting with our recruitment team to discuss your next move. Frequently Asked Questions What is the highest paying job in finance in South Africa? CFO roles typically top the list, offering upwards of R3.5 million annually at senior levels. What are the top-paying jobs in the financial sector? Roles such as Chief Financial Officer, Financial Director, Investment Banker, Actuary, and CA(SA) lead the way in compensation. What finance specialisation earns the most? Investment banking, risk management, and executive financial leadership tend to offer the best pay. Which finance career is best? That depends on your skills and interests - analytical thinkers often excel in actuarial or investment roles, while strategic leaders may thrive in CFO or Financial Director positions.

When most of us enter the job market, we have certain expectations. We want to make it big, we want to do something we love, and we want something that will show what we can do! However, many jobs in the world simply aren’t what we want them to be. However, that is why it’s worth looking for a position that will be a career-defining position. Something that will let you feel all those things that you’ve always wanted to feel. Isn’t that something that you would enjoy?

Many of us see regulation as a bad word. That makes sense. The word has come to be loaded down with a lot of connotations related to government meddling. The state getting in the way of the free market and putting its nose where it does not belong. However, self-regulation is a desirable method of attaining a similar level of trust from consumers while minimising the dangers of actual government regulation.

In the intricate dance of employee/employer matchmaking, general recruitment agencies emerge as the choreographers, orchestrating connections that lead to mutual success. Their ability to leverage extensive networks, offer specialized expertise, and provide a personalised approach sets them apart in the competitive world of recruitment. As industries continue to evolve, these agencies remain adaptable, ensuring that employers and job seekers alike can unlock the door to their respective successes.

The impact of technology on the hiring process is nothing short of a revolution. From AI-powered chatbots to data-driven decision-making, technology has reshaped recruitment into a more efficient, transparent, and dynamic process. As a general recruitment agency, staying at the forefront of these technological advancements is not just beneficial; it's essential.

Retention strategies for top-level executives are not one-size-fits-all. They require a deep understanding of the unique needs of these leaders and a holistic approach that encompasses mentorship, professional development, competitive compensation, a positive organizational culture, and robust succession planning. By prioritizing these elements, organizations can cultivate a leadership team that remains dedicated and impactful for years to come.

The evolution of executive search reflects the broader transformations in the business world. By embracing digital tools, focusing on niche expertise, promoting diversity and inclusion, increasing transparency, and striking a balance between tradition and innovation, executive search firms can navigate the complexities of the modern executive recruitment landscape.

Diversity and inclusion are not just buzzwords in the legal profession; they are catalysts for positive change and unparalleled success. By understanding the business case for diversity, implementing strategies for attracting a diverse pool of legal talent, ensuring inclusive interviewing practices, and fostering a diverse and inclusive workplace culture, your legal team can position itself as a leader in the industry.s