Continental Auto Exports — Detailed Staffing & Human Capital Plan
The following table details the planned recruitment schedule across the first three years of operations, aligned with the phased implementation plan.
Section 18 · Business Plan
Detailed Staffing & Human Capital Plan
The following table details the planned recruitment schedule across the first three years of operations, aligned with the phased implementation plan.
18.1 Recruitment Timeline
The following table details the planned recruitment schedule across the first three years of operations, aligned with the phased implementation plan.
| Role | Department | Start Month | Annual Cost (USD) |
|---|---|---|---|
| Year 1 Hires: | |||
| CEO | Executive | Month 1 | 72,000 |
| COO | Executive | Month 1 | 60,000 |
| Head of Compliance | Executive | Month 1 | 54,000 |
| Senior Logistics Coordinator | Operations | Month 2 | 36,000 |
| Vehicle Inspector (x2) | Operations | Month 3 | 56,000 |
| Compliance Engineer | Operations | Month 3 | 38,000 |
| Sales Manager (US Market) | Commercial | Month 2 | 48,000 |
| Marketing Coordinator | Commercial | Month 4 | 28,000 |
| Finance Manager | Corporate | Month 2 | 42,000 |
| Administrative Assistant (x2) | Corporate | Month 1 | 36,000 |
| IT Systems Administrator | Corporate | Month 3 | 32,000 |
| Year 1 Total: 15 staff | USD 502,000 | ||
| Year 2 Additions: | |||
| CFO | Executive | Month 13 | 60,000 |
| Logistics Coordinators (x3) | Operations | Months 14–18 | 90,000 |
| Vehicle Inspectors (x2) | Operations | Months 15–16 | 56,000 |
| Sales Representatives (x2) | Commercial | Months 13–15 | 64,000 |
| HR Coordinator | Corporate | Month 14 | 28,000 |
| Finance Analyst | Corporate | Month 16 | 32,000 |
| Year 2 Total: 25 staff | USD 832,000 |
18.2 Compensation Philosophy
CAE’s compensation philosophy is designed to attract and retain top talent in a competitive market. Base salaries are benchmarked at the 60th percentile of the South African automotive and trading sectors, with additional variable compensation tied to company and individual performance targets. The total compensation structure comprises base salary (70–75% of total compensation), performance bonus (15–20% of total, linked to company EBITDA and individual KPIs), benefits package (medical aid, retirement fund, group life insurance), and from Year 3, participation in the Employee Share Ownership Programme (ESOP).
18.3 Training and Development
Investment in human capital development is a strategic priority. The training programme covers automotive compliance and regulatory requirements (DOT, EPA, FMVSS), international trade and customs procedures, logistics and supply chain management best practices, customer relationship management and sales effectiveness, leadership development for senior staff, and language and cultural training for staff engaging with US partners.
The annual training budget is set at 3% of total payroll, equivalent to approximately USD 15,000 in Year 1, growing to USD 25,000 by Year 3.
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