Executive Assistant to the Managing Director

Our client is a leading international fruit export company with a strong global footprint and an exceptional employee culture. This is a well-established, high-performance organisation that values professionalism, quality and long-term relationships.

This is a trusted, high-level Executive Assistant position supporting the Managing Director (MD) of a prominent international organisation. You will serve as the gateway to the MD's office, managing competing priorities, protecting his time and reputation, and ensuring the smooth running of executive operations.

Approximately 80% of the role is professional/corporate in nature, with around 20% dedicated to supporting the MD's personal and family schedule. This dual responsibility demands the utmost discretion, maturity and service orientation.

You will work closely with the Board (4 directors), the Senior Leadership Team (11 members including 7 heads of departments), and be responsible for overseeing housekeeping vendors and reception.

This role is ideal for a calm, structured and trusted professional who thrives behind the scenes, takes pride in enabling others to perform at their best, and brings consistently high standards to everything they do.

Key Responsibilities

• Comprehensive diary management and executive workflow prioritisation for the MD
• Act as a professional gateway to the MD's office, balancing accessibility with time protection
• Provide administrative support to the Board and Executive Management (EM) team, including preparation of agendas, meeting packs, minutes and follow-up action items
• Draft correspondence and support executive communications as directed by the MD
• Oversee office operations across a 1300+ m² premises, including service providers and reception (mentoring, efficiency and consistent service delivery)
• End-to-end management of all company travel via service providers — flights, visas, accommodation, vehicle hire and expense consolidation (including international travel and crisis/disruption management)
• Coordinate office functions, special events and quarterly Townhall meetings
• Ensure compliance with internal governance processes and QMS requirements
• Budget oversight, credit card reconciliation and liaison with HR and Finance on expense matters
• Maintain professional, solution-focused working relationships across all departments
• Support approximately 20% of the MD's personal and family schedule management

Requirements

Essential

• 5–10 years' experience supporting senior or C-level executives
• Demonstrated experience with Board and Executive Management team processes
• Advanced Microsoft Office proficiency (Outlook, Word, Excel, PowerPoint) and strong document management skills
• Exceptional organisational, administrative and communication abilities (written and verbal)
• Excellent proficiency in both Afrikaans and English (written and verbal)
• Emotionally mature, resilient and confident — able to navigate senior leadership dynamics without taking things personally
• High EQ and natural service mentality; takes pride in enabling the MD to do his job
• Proactive, able to work independently and exercise sound judgment under pressure
• Highly detail-oriented with strong travel management experience, including international travel logistics and problem-solving during disruptions
• Presentable, with naturally high personal and professional standards aligned to a premium brand environment
• Long-term commitment mindset; this is not a stepping-stone role

Preferred

• Bachelor's degree
• Experience in a global or international business environment
• Interest in and comfort with event/function coordination (e.g., Mandela Day, office events)
• Exposure to QMS or governance compliance processes

Benefits

• Salary: To be disclosed during discussions, highly competitive
• Bonus: Non-guaranteed performance bonus linked to company and personal performance
• Provident Fund: 15% employer contribution
• Life and disability insurance
• Growth opportunities within a culture that actively supports employee development

Travel Requirements

• International travel arrangements (frequent, as required)
• Occasional local travel: directional travel once or twice per year
• Farm visits: 1–2 weeks per year visiting Cape farms for setup, housekeeping and relationship-building

Background checks (fingerprint, FSI or MIE) and two reference checks will be required for the successful candidate.

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.