Chief Finance Officer - Farming and Export #1510

Our client, a prominent citrus and table grape producer, packer, and exporter based in the Western Cape, is looking for a seasoned Chief Financial Officer (CFO) to spearhead financial strategy, organisational transformation, and sustainable growth. With operations spanning multiple farming sites and export activities reaching the UK and global markets, this family-owned enterprise presents an exceptional opportunity to join a values-driven organisation committed to operational excellence and stability.

Working alongside the CEO and executive leadership, the CFO will be instrumental in optimising financial performance, enabling informed decision-making through robust data analysis, and maintaining sound financial governance as the organisation transitions through the current CFO's retirement.

The position is located in Bellville, Cape Town, requiring periodic domestic travel and potential international travel accompanying the CEO.

Key Responsibilities

Financial Strategy & Leadership

• Maintain liquidity positions and direct cash management operations
• Evaluate operational financial results and provide actionable recommendations to maximise margins
• Direct the preparation of financial statements, budgets, forecasts, and business plans
• Cultivate and sustain productive partnerships with ownership groups
• Deliver strategic financial guidance and commercial insights to the CEO and senior management
• Evaluate and advise on capital allocation, investment opportunities, and growth initiatives
• Establish comprehensive risk mitigation frameworks and maintain adherence to regulatory requirements

Sector-Specific Responsibilities

• Manage currency risk exposure and execute hedging mechanisms for cross-border commerce
• Develop and lead a geographically distributed finance function supporting operational business units
• Establish and sustain comprehensive internal control frameworks and audit protocols
• Champion technology-enabled transformation initiatives and process optimisation efforts
• Maintain compliance with international trade regulations and industry-specific standards
• Navigate agricultural production cash cycles and optimise working capital deployment
• Facilitate capital expenditure decisions across production, processing, and distribution infrastructure

First 90-180 Days

• Gain stakeholder confidence and establish rapport with the finance organisation
• Conduct thorough assessment of existing financial infrastructure, workflows, and governance mechanisms
• Partner with outgoing CFO to facilitate seamless knowledge transfer
• Immerse in operational activities and develop cross-functional relationships throughout the business

Requirements

Essential Qualifications

• 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
• Experience: Minimum of 10 years' progressive finance experience, with at least 5 years in a senior leadership role
• Professional Qualification: Chartered Accountant (CA) SA or equivalent SAICA qualification
• Languages: Fluency in English and Afrikaans (written and spoken)
• Personal Attributes: High level of integrity, family values, and commitment to continuous improvement
• Financial Expertise: Proven expertise in financial planning, analysis, budgeting, forecasting, and risk management

Desired Qualifications

• Advanced academic credentials such as Master's degree or MBA
• Background in agricultural sectors, specifically citrus and table grape cultivation/export operations
• Familiarity with producer/packer/exporter business models in the Western Cape region
• Working knowledge of Microsoft Business Central ERP systems
• Experience with:
• Infrastructure investment decisions in agricultural production, processing, and logistics
• Agricultural working capital management and seasonal financing requirements
• Currency hedging strategies and FX risk management for export businesses
• International trade compliance and documentation requirements
• Systems implementation and business process re-engineering initiatives

Benefits

Package

Compensation:

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

Benefits:

• Relocation support available for suitable candidates
• Comprehensive retirement benefits

Additional Information:

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

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

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.