Background

ZSIC Life Plc is an equal opportunity employer and a leading long-term life assurance company wholly owned by the Industrial Development Corporation (IDC). With a strong branch network across Zambia, it provides flexible, reliable, and high-quality life assurance, pension, and fund management services.

ZSIC Life Plc is looking for a commercially minded, execution-driven People and Performance professional capable of operating beyond administration and policy management. We are looking for an individual who understands that people management is business performance management.

This role is designed for a high-capacity professional who can influence culture, drive accountability, strengthen leadership capability, and align people systems to enterprise-wide strategic objectives. The successful candidate must be capable of operating in a high-performance environment where execution, decision-making, analytical thinking, and leadership maturity matter.

The individual selected for this role will be expected to evolve into a strategic organizational leader with the capacity to operate at executive level.

PURPOSE OF ROLE:

To drive the alignment of people strategy with business execution by building high-performance systems, strengthening workforce capability, and embedding a culture of collaboration, accountability, discipline, and measurable performance across the organization. This is a role for someone who can challenge complacency, build systems that scale, and contribute meaningfully to the long-term operational strength of the business.

Responsibilities

• KPI 1: Enterprise Performance Management Drive the organization-wide performance management architecture by embedding measurable accountability across all business units. Lead the planning, scorecard alignment, performance reviews, capability reinforcement, and reporting processes required to strengthen execution discipline and elevate organizational performance standards.
• KPI 2 Talent Strategy and Workforce Capability Lead workforce talent positioning to ensure the business consistently has leadership capability, technical competence, and succession depth required to execute strategic priorities. Build systems that identify high-potential talent early and accelerate capability development across the organization.
• KP1 3: Organizational Discipline and Employee Conduct Strengthen organizational discipline by driving timely resolution of grievances, enforcing accountability frameworks, and ensuring consistent application of disciplinary procedures. Build a work environment where standards, professionalism, and behavioral expectations are clear and non-negotiable.
• KPI 4: Employee Relations and Organizational Climate Serve as a strategic advisor to management and relevant others on labour laws, company policies, employee engagement, workplace culture, and conditions of services. Drive proactive interventions that sustain organizational harmony, strengthen trust, and support a high-performance work environment.
• KPI 5: Union and Industrial Relations Management Lead structured engagement with union leadership to sustain productive industrial relations and minimize operational disruption. Develop engagement strategies that balance business continuity, compliance obligations and long-term workforce stability.
• KPI 6: Governance, Compliance and People Risk Drive full compliance with labour legislation, internal policies, governance frameworks, and regulatory requirements. Strengthen organizational resilience by proactively identifying and mitigating people-related risks while ensuring audit readiness and policy adherence across the business.
• KPI 7: HR Analytics and Strategic Workforce Intelligence Transform people data into strategic insight. Lead the optimization of HR systems and analytics reporting to support executive decision-making, workforce forecasting, productivity analysis, and organizational performance improvement.
• KPI 8: Succession Planning and Leadership Pipeline Development Build and institutionalize a succession management framework capable of sustaining long-term organizational leadership capacity. Identify critical roles, strengthen talent bench strength, and accelerate leadership readiness across the business.
• KPI 9: Policy Development and Organizational Governance Lead the continuous review, modernization, and implementation of people policies to ensure alignment with evolving business needs, governance expectations, labor legislation and organizational strategy.
• KPI 10: Strategic People Risk Management Partner with the Risk Management function to identify, assess, and mitigate workforce-related risks that may affect operational continuity, culture and compliance. Develop preventive systems rather than reactive interventions.
• KPI 11: Records Integrity and Information Management Ensure the integrity, accuracy, security, and accessibility of employee records across both digital and physical platforms. Maintain disciplined information management standards that support compliance, operational efficiency, and decision-making.
• KP1 12: Departmental Coordination and Execution Rhythm Drive structured departmental execution through coordinated planning sessions and operational meetings that sustain alignment, accountability, and delivery momentum across the People and Culture function.
• KP1 13: Strategic Communication and Organizational Alignment Strengthen internal organizational communication on a weekly basis by ensuring timely dissemination of relevant workforce updates, people initiatives, policy changes, and dissemination of information that supports alignment, transparency, and employee engagement across the business.

Personal Attributes

• Intellectually sharp
• Commercially aware
• Highly accountable
• Analytically strong
• Execution-oriented
• Confident and influential
• Professionally courageous
• Good listener
• Agile and adaptable
• Disciplined and resilient
• Attention to detail
• Innovative
• Empathetic
• Confidential
• Organized

Skills Required

• Performance Management
• Workforce planning
• Employee and labor relations
• Conflict resolution
• HRIS and people analytics
• Effective communication
• Labour law and regulatory knowledge
• Change agent
• Project implementation
• Resource mobilization
• Coaching and mentoring
• Data analysis and reporting
• Leadership and talent development

Minimum Qualifications and Experience

• Full Grade 12 Certificate
• Bachelor of Human Resource Management, Economics, Public Administration, Psychology, Economics or Equivalent Degree
• Master’s degree is an added advantage
• Membership of ZIHRM
• Minimum of 5 years’ experience in HR, with 3 years’ experience in a managerial role
• Working knowledge of Zambian labour laws, HRIS, and HR best practices is essential

• KPI 1: Enterprise Performance Management Drive the organization-wide performance management architecture by embedding measurable accountability across all business units. Lead the planning, scorecard alignment, performance reviews, capability reinforcement, and reporting processes required to strengthen execution discipline and elevate organizational performance standards.
• KPI 2 Talent Strategy and Workforce Capability Lead workforce talent positioning to ensure the business consistently has leadership capability, technical competence, and succession depth required to execute strategic priorities. Build systems that identify high-potential talent early and accelerate capability development across the organization.
• KP1 3: Organizational Discipline and Employee Conduct Strengthen organizational discipline by driving timely resolution of grievances, enforcing accountability frameworks, and ensuring consistent application of disciplinary procedures. Build a work environment where standards, professionalism, and behavioral expectations are clear and non-negotiable.
• KPI 4: Employee Relations and Organizational Climate Serve as a strategic advisor to management and relevant others on labour laws, company policies, employee engagement, workplace culture, and conditions of services. Drive proactive interventions that sustain organizational harmony, strengthen trust, and support a high-performance work environment.
• KPI 5: Union and Industrial Relations Management Lead structured engagement with union leadership to sustain productive industrial relations and minimize operational disruption. Develop engagement strategies that balance business continuity, compliance obligations and long-term workforce stability.
• KPI 6: Governance, Compliance and People Risk Drive full compliance with labour legislation, internal policies, governance frameworks, and regulatory requirements. Strengthen organizational resilience by proactively identifying and mitigating people-related risks while ensuring audit readiness and policy adherence across the business.
• KPI 7: HR Analytics and Strategic Workforce Intelligence Transform people data into strategic insight. Lead the optimization of HR systems and analytics reporting to support executive decision-making, workforce forecasting, productivity analysis, and organizational performance improvement.
• KPI 8: Succession Planning and Leadership Pipeline Development Build and institutionalize a succession management framework capable of sustaining long-term organizational leadership capacity. Identify critical roles, strengthen talent bench strength, and accelerate leadership readiness across the business.
• KPI 9: Policy Development and Organizational Governance Lead the continuous review, modernization, and implementation of people policies to ensure alignment with evolving business needs, governance expectations, labor legislation and organizational strategy.
• KPI 10: Strategic People Risk Management Partner with the Risk Management function to identify, assess, and mitigate workforce-related risks that may affect operational continuity, culture and compliance. Develop preventive systems rather than reactive interventions.
• KPI 11: Records Integrity and Information Management Ensure the integrity, accuracy, security, and accessibility of employee records across both digital and physical platforms. Maintain disciplined information management standards that support compliance, operational efficiency, and decision-making.
• KP1 12: Departmental Coordination and Execution Rhythm Drive structured departmental execution through coordinated planning sessions and operational meetings that sustain alignment, accountability, and delivery momentum across the People and Culture function.
• KP1 13: Strategic Communication and Organizational Alignment Strengthen internal organizational communication on a weekly basis by ensuring timely dissemination of relevant workforce updates, people initiatives, policy changes, and dissemination of information that supports alignment, transparency, and employee engagement across the business.

• Performance Management
• Workforce planning
• Employee and labor relations
• Conflict resolution
• HRIS and people analytics
• Effective communication
• Labour law and regulatory knowledge
• Change agent
• Project implementation
• Resource mobilization
• Coaching and mentoring
• Data analysis and reporting
• Leadership and talent development

• Full Grade 12 Certificate
• Bachelor of Human Resource Management, Economics, Public Administration, Psychology, Economics or Equivalent Degree
• Master’s degree is an added advantage
• Membership of ZIHRM
• Minimum of 5 years’ experience in HR, with 3 years’ experience in a managerial role
• Working knowledge of Zambian labour laws, HRIS, and HR best practices is essential