CFO - Agricultural Export Industry

Our client, a leading producer, packer, and exporter of citrus and table grapes in the Western Cape, is seeking an experienced Chief Financial Officer (CFO) to lead financial strategy, transformation, and growth within their expanding organisation. Operating across multiple farms and exporting to the UK and international markets, our client offers a unique opportunity to join a stable, family-owned business with strong values and a commitment to excellence.

As a key member of the executive team, the CFO will partner closely with the CEO and senior leadership to drive financial performance, support data-driven decision-making, and ensure robust financial management during a critical transition period as the current CFO retires.

This role is based in Bellville, Cape Town, with occasional domestic travel and the possibility of some international travel with the CEO.

Key Responsibilities

Strategic Financial Leadership

• Provide commercial and strategic financial support to the CEO and management team
• Lead financial reporting, planning, budgeting, and forecasting processes
• Analyse financial performance and recommend improvements to enhance profitability
• Support investment decisions and business development initiatives
• Oversee cash flow management and liquidity
• Ensure effective risk management and regulatory compliance
• Build and maintain strong relationships with shareholders

Industry-Specific Responsibilities

• Manage complex seasonal cash flow cycles and working capital requirements
• Oversee foreign exchange exposure and implement appropriate hedging strategies for international trade
• Support capital investments in farming, packing, and logistics infrastructure
• Ensure compliance with export regulations and relevant industry standards
• Drive digital transformation through the implementation of new systems and streamlined processes
• Implement and maintain robust internal controls and audit processes
• Lead and manage a diverse finance team, including decentralised elements supporting operational units

First 90-180 Days

• Learn the business operations and build relationships across the organisation
• Work closely with the retiring CFO to ensure a comprehensive handover
• Establish credibility with key stakeholders and the finance team
• Review and understand current financial systems, processes, and controls

Requirements

Required Qualifications

• Professional Qualification: Chartered Accountant (CA) SA or equivalent SAICA qualification
• Experience: Minimum of 10 years' progressive finance experience, with at least 5 years in a senior leadership role
• Financial Expertise: Proven expertise in financial planning, analysis, budgeting, forecasting, and risk management
• Technical Skills: Strong knowledge of financial reporting, internal controls, audit processes, cash flow management, and regulatory compliance
• Leadership: Demonstrated strong leadership, communication, and people management skills
• Personal Attributes: High level of integrity, family values, and commitment to continuous improvement
• Languages: Fluency in English and Afrikaans (written and spoken)

Preferred Qualifications

• Master's degree or MBA
• Experience in the agricultural industry, particularly citrus and table grape production/export
• Knowledge of producer/packer/exporter environments in the Western Cape
• Proficiency with Microsoft Business Central
• Experience with:
• Foreign exchange exposure and hedging for international trade
• Seasonal cash flow cycles and working capital management
• Export regulations compliance
• Digital transformation via new systems and streamlined processes
• Capital investments in farming, packing, and logistics

Benefits

Package

Compensation:

• Cost to Company (CTC): R3.5 million – R5 million per annum, depending on experience and qualifications
• Performance-based bonus structure
• Flexibility for exceptional candidates

Benefits:

• Comprehensive retirement benefits
• Relocation assistance provided for suitable candidates

Additional Information:

• Strong handover period with the current CFO
• Supportive, diverse, and innovative team culture
• Opportunities for career advancement and continuous learning
• Highest level finance position within the organisation

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement

Both Keller Executive Search and our clients are Equal Opportunity Employers operating in accordance with South African employment legislation. For all positions, whether with Keller Executive Search or our clients, suitably qualified applicants will receive consideration for employment without unfair discrimination on the basis of race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth, or any other arbitrary ground as prohibited by the Employment Equity Act 55 of 1998, as amended.

Commitment to Employment Equity and Transformation

Keller Executive Search and its clients are committed to achieving employment equity and advancing the principles of transformation in the South African workplace. We recognize the imperative to redress the disadvantages experienced by designated groups during apartheid and other discriminatory laws and practices.

Designated Groups: In accordance with the Employment Equity Act, preference may be given to suitably qualified persons from designated groups, which include:

• Black people (African, Coloured, and Indian persons)
• Women
• People with disabilities

Affirmative Action Measures: Both Keller Executive Search and our clients may implement affirmative action measures to achieve equitable representation of designated groups at all occupational levels. Such measures are designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equitably represented in the workforce.

Broad-Based Black Economic Empowerment (B-BBEE)

Keller Executive Search and our clients acknowledge the importance of B-BBEE in contributing to economic transformation in South Africa. Our clients may prioritize candidates from designated groups as part of their B-BBEE commitments and Employment Equity Plans. Where applicable, clients' B-BBEE requirements will be communicated during the recruitment process.

Reasonable Accommodation

Both Keller Executive Search and our clients are committed to providing reasonable accommodation to:

• Individuals with disabilities, in accordance with the Technical Assistance Guidelines on the Employment of People with Disabilities and the Code of Good Practice on the Employment of People with Disabilities
• Pregnant employees and those on family responsibility leave
• Individuals requiring accommodation for religious or cultural practices

We engage in consultation to determine effective, reasonable accommodations that do not impose unjustifiable hardship on the employer.

Compensation and Remuneration Information

For client positions, compensation information may be available in the job posting. If not provided initially, remuneration details will be shared during the interview process. Actual remuneration packages are determined based on:

• Skills, qualifications, and relevant experience
• Market-related benchmarks
• Internal equity considerations
• The client's remuneration policy and grading structure

Both Keller Executive Search and our clients are committed to equal pay for work of equal value in accordance with the Employment Equity Act.

Compliance with South African Labour Legislation

Both Keller Executive Search and our clients comply with all applicable South African labour legislation, including but not limited to:

• The Constitution of the Republic of South Africa, 1996
• Employment Equity Act 55 of 1998, as amended
• Labour Relations Act 66 of 1995, as amended
• Basic Conditions of Employment Act 75 of 1997, as amended
• Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000
• Protection of Personal Information Act 4 of 2013 (POPIA)
• Skills Development Act 97 of 1998
• Broad-Based Black Economic Empowerment Act 53 of 2003

This policy applies to all terms and conditions of employment, including recruitment, selection, appointment, promotion, transfer, training and development, performance management, remuneration, benefits, discipline, and termination of employment.

Workplace Harassment

Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment, including but not limited to harassment based on race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, or birth.

We are committed to maintaining a workplace free from sexual harassment in accordance with the Code of Good Practice on the Handling of Sexual Harassment Cases and the Prevention and Elimination of Harassment in the Workplace.

Protection of Personal Information (POPIA Compliance)

Both Keller Executive Search and our clients process personal information in accordance with the Protection of Personal Information Act 4 of 2013 (POPIA).

Applicant Information:

• We collect and process personal information for recruitment and employment purposes only
• Personal information includes contact details, qualifications, employment history, and other information relevant to the application
• Information is stored securely and retained in accordance with legal requirements
• Applicants have the right to access, correct, or delete their personal information, subject to legal and contractual limitations

For more information about how we collect, use, and protect your personal information, please review our POPIA-compliant Privacy Policy at www.kellerexecutivesearch.com.

Fair Recruitment Practices

Both Keller Executive Search and our clients:

• Use objective, job-related criteria in all selection decisions
• Ensure that all job specifications, advertisements, and application forms do not discriminate unfairly
• Apply consistent selection processes and criteria to all candidates
• Maintain confidentiality of applicant information
• Do not require applicants to disclose their HIV status
• Conduct medical testing only where justified and in accordance with legal requirements

Use of Artificial Intelligence in Recruitment:

Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles. 

HIV/AIDS Policy

In accordance with the Code of Good Practice on Key Aspects of HIV/AIDS and Employment, both Keller Executive Search and our clients:

• Do not discriminate against employees or job applicants on the basis of their HIV status
• Do not require HIV testing as a condition of employment, except in limited circumstances where justified
• Maintain strict confidentiality regarding any health information

Foreign Nationals

Both Keller Executive Search and our clients comply with the Immigration Act 13 of 2002. Foreign nationals must possess appropriate work authorization to be employed in South Africa. Candidates will be required to provide proof of their right to work in South Africa during the recruitment process.

Skills Development

Both Keller Executive Search and our clients support skills development initiatives in accordance with the Skills Development Act and the Skills Development Levies Act. We are committed to providing training and development opportunities to employees, with particular focus on designated groups.

Dispute Resolution

Any disputes arising from alleged unfair discrimination or employment equity matters will be addressed in accordance with the organization's internal grievance procedures and, where applicable, referred to the Commission for Conciliation, Mediation and Arbitration (CCMA) or the Labour Court.

Policy Queries and Complaints

If you have questions about this policy or wish to report a concern regarding discrimination or harassment, please contact:

• Keller Executive Search's designated Employment Equity Officer or Human Resources department
• For client positions, you may also contact the client's Human Resources or Employment Equity department once identified

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment equity requirements, affirmative action measures, and B-BBEE considerations may vary depending on the employer, the specific position, and the employer's Employment Equity Plan. Where positions are designated for candidates from specific designated groups as part of affirmative action measures, this will be clearly indicated in the job advertisement.