HR Manager (Consultant) – PRI Zambia
2025-07-15T16:27:05+00:00
Precision Recruitment
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https://www.precision-recruitment.com/
FULL_TIME
Lusaka
Lusaka
10101
Zambia
Consulting
Human Resources
2025-07-29T17:00:00+00:00
Zambia
8
Role Overview
The HR Manager (Consulting Track) is first and foremost a seasoned HR generalist who can run a compliant, high-performing HR function, yet is equally motivated to evolve into a client-facing consultant. You will leverage deep operational know-how in labour legislation, employee relations and HR programme delivery to solve real-time client challenges. From day one you will:
- Own hands-on HR delivery (policy drafting, ER case management, onboarding, performance cycles) for selected client engagements.
- Shadow Senior Consultants in discovery meetings, diagnostics and proposal development, steadily honing advisory skills.
- Translate client pain points into practical, legally sound HR interventions you can personally implement and measure.
Success looks like rock-solid compliance and operational execution plus clear progression toward independent consulting, evidenced by leading portions of projects, presenting to clients and co-creating commercial proposals.
Key Accountabilities
- Deliver day-to-day HR operations and projects for clients, ensuring full compliance with local labour law.
- Support diagnostics (HR Function Reviews, Engagement Surveys) and help convert findings into action plans.
- Design, document and roll out core HR tools (policies, onboarding, performance, learning) that address identified gaps.
- Build strong working relationships with client managers, modelling consultative questioning and solution-oriented thinking.
- Pursue a structured development plan to gain consulting, facilitation and commercial-awareness skills.
Key Responsibilities
- Conduct policy and process audits; draft or update handbooks, contracts and SOPs.
- Manage employee-relations cases, ensuring rigorous documentation and risk mitigation.
- Coordinate performance-management cycles, talent reviews and basic job-evaluation exercises.
- Analyse HR data (turnover, engagement, ER cases) and prepare concise dashboards for client discussion.
- Assist senior colleagues in scoping and costing proposals; participate in client presentations when ready.
- Track project timelines, budgets and deliverables; escalate risks promptly.
Core Competencies
| Competency |
Level |
Observable Behaviours |
| Labour Law & Compliance |
4 – Advanced |
Interprets statutes confidently; designs compliant policies; mentors others. |
| HR Operations Mastery |
4 – Advanced |
Runs end-to-end HR processes with minimal supervision. |
| Analytical Problem Solving |
3 – Proficient |
Breaks issues into components; uses data to recommend options. |
| Client Service Orientation |
3 – Proficient |
Anticipates client needs; communicates clearly and professionally. |
| Consulting Readiness & Learning Agility |
2 – Developing |
Seeks feedback; applies new concepts quickly; steps up to client-facing opportunities. |
Soft Skills
- Empathic Listening – surfaces the human context behind business issues to build trust.
- Structured Problem-Solving – applies a disciplined approach to ambiguous challenges.
- Attention to Detail – delivers error-free documents, data and timelines.
- Collaboration & Teamwork – works seamlessly with peers, seniors and clients.
- Growth Mind-Set – views feedback and new tasks as prime learning opportunities.
Experience & Qualifications
- 4–6 years progressive HR experience (generalist or HR Manager level) with hands-on responsibility for policy, ER, performance and onboarding.
- Demonstrated record of designing and implementing at least two HR programmes (e.g., performance-management system, induction overhaul).
- Proven expertise in national labour legislation and compliance requirements.
- Exposure to client-facing situations or cross-functional project work is highly desirable.
- Bachelor’s degree in HR, Industrial Relations, Psychology or Business (required).
- Professional HR certification (e.g., CIPD L5+, SHRM-CP, ZIHRM Licentiate) preferred.
Key Performance Indicators (KPIs)
| Objective |
Target |
| Compliance errors in delivered work |
0 reportable breaches |
| Client task turnaround time |
≥ 95 % on or before deadline |
| Quality rating from senior consultant |
≥ 4 / 5 average |
| Positive client feedback (support tasks) |
≥ 80 % |
| Development milestones achieved (consulting skill-set) |
100 % of annual plan |
| Utililzation Target |
220 Days |
Progression Path:
Within 12–18 months, high performers will assume Associate or Junior Consultant duties on fee-earning projects, with clear targets for billable utilization and partial proposal ownership.
Success looks like rock-solid compliance and operational execution plus clear progression toward independent consulting, evidenced by leading portions of projects, presenting to clients and co-creating commercial proposals. Key Accountabilities Deliver day-to-day HR operations and projects for clients, ensuring full compliance with local labour law. Support diagnostics (HR Function Reviews, Engagement Surveys) and help convert findings into action plans. Design, document and roll out core HR tools (policies, onboarding, performance, learning) that address identified gaps. Build strong working relationships with client managers, modelling consultative questioning and solution-oriented thinking. Pursue a structured development plan to gain consulting, facilitation and commercial-awareness skills. Key Responsibilities Conduct policy and process audits; draft or update handbooks, contracts and SOPs. Manage employee-relations cases, ensuring rigorous documentation and risk mitigation. Coordinate performance-management cycles, talent reviews and basic job-evaluation exercises. Analyse HR data (turnover, engagement, ER cases) and prepare concise dashboards for client discussion. Assist senior colleagues in scoping and costing proposals; participate in client presentations when ready. Track project timelines, budgets and deliverables; escalate risks promptly.
Empathic Listening – surfaces the human context behind business issues to build trust. Structured Problem-Solving – applies a disciplined approach to ambiguous challenges. Attention to Detail – delivers error-free documents, data and timelines. Collaboration & Teamwork – works seamlessly with peers, seniors and clients. Growth Mind-Set – views feedback and new tasks as prime learning opportunities.
4–6 years progressive HR experience (generalist or HR Manager level) with hands-on responsibility for policy, ER, performance and onboarding. Demonstrated record of designing and implementing at least two HR programmes (e.g., performance-management system, induction overhaul). Proven expertise in national labour legislation and compliance requirements. Exposure to client-facing situations or cross-functional project work is highly desirable. Bachelor’s degree in HR, Industrial Relations, Psychology or Business (required). Professional HR certification (e.g., CIPD L5+, SHRM-CP, ZIHRM Licentiate) preferred.
JOB-6876815969530
Vacancy title:
HR Manager (Consultant) – PRI Zambia
[Type: FULL_TIME, Industry: Consulting, Category: Human Resources]
Jobs at:
Precision Recruitment
Deadline of this Job:
Tuesday, July 29 2025
Duty Station:
Lusaka | Lusaka | Zambia
Summary
Date Posted: Tuesday, July 15 2025, Base Salary: Not Disclosed
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JOB DETAILS:
Role Overview
The HR Manager (Consulting Track) is first and foremost a seasoned HR generalist who can run a compliant, high-performing HR function, yet is equally motivated to evolve into a client-facing consultant. You will leverage deep operational know-how in labour legislation, employee relations and HR programme delivery to solve real-time client challenges. From day one you will:
- Own hands-on HR delivery (policy drafting, ER case management, onboarding, performance cycles) for selected client engagements.
- Shadow Senior Consultants in discovery meetings, diagnostics and proposal development, steadily honing advisory skills.
- Translate client pain points into practical, legally sound HR interventions you can personally implement and measure.
Success looks like rock-solid compliance and operational execution plus clear progression toward independent consulting, evidenced by leading portions of projects, presenting to clients and co-creating commercial proposals.
Key Accountabilities
- Deliver day-to-day HR operations and projects for clients, ensuring full compliance with local labour law.
- Support diagnostics (HR Function Reviews, Engagement Surveys) and help convert findings into action plans.
- Design, document and roll out core HR tools (policies, onboarding, performance, learning) that address identified gaps.
- Build strong working relationships with client managers, modelling consultative questioning and solution-oriented thinking.
- Pursue a structured development plan to gain consulting, facilitation and commercial-awareness skills.
Key Responsibilities
- Conduct policy and process audits; draft or update handbooks, contracts and SOPs.
- Manage employee-relations cases, ensuring rigorous documentation and risk mitigation.
- Coordinate performance-management cycles, talent reviews and basic job-evaluation exercises.
- Analyse HR data (turnover, engagement, ER cases) and prepare concise dashboards for client discussion.
- Assist senior colleagues in scoping and costing proposals; participate in client presentations when ready.
- Track project timelines, budgets and deliverables; escalate risks promptly.
Core Competencies
| Competency |
Level |
Observable Behaviours |
| Labour Law & Compliance |
4 – Advanced |
Interprets statutes confidently; designs compliant policies; mentors others. |
| HR Operations Mastery |
4 – Advanced |
Runs end-to-end HR processes with minimal supervision. |
| Analytical Problem Solving |
3 – Proficient |
Breaks issues into components; uses data to recommend options. |
| Client Service Orientation |
3 – Proficient |
Anticipates client needs; communicates clearly and professionally. |
| Consulting Readiness & Learning Agility |
2 – Developing |
Seeks feedback; applies new concepts quickly; steps up to client-facing opportunities. |
Soft Skills
- Empathic Listening – surfaces the human context behind business issues to build trust.
- Structured Problem-Solving – applies a disciplined approach to ambiguous challenges.
- Attention to Detail – delivers error-free documents, data and timelines.
- Collaboration & Teamwork – works seamlessly with peers, seniors and clients.
- Growth Mind-Set – views feedback and new tasks as prime learning opportunities.
Experience & Qualifications
- 4–6 years progressive HR experience (generalist or HR Manager level) with hands-on responsibility for policy, ER, performance and onboarding.
- Demonstrated record of designing and implementing at least two HR programmes (e.g., performance-management system, induction overhaul).
- Proven expertise in national labour legislation and compliance requirements.
- Exposure to client-facing situations or cross-functional project work is highly desirable.
- Bachelor’s degree in HR, Industrial Relations, Psychology or Business (required).
- Professional HR certification (e.g., CIPD L5+, SHRM-CP, ZIHRM Licentiate) preferred.
Key Performance Indicators (KPIs)
| Objective |
Target |
| Compliance errors in delivered work |
0 reportable breaches |
| Client task turnaround time |
≥ 95 % on or before deadline |
| Quality rating from senior consultant |
≥ 4 / 5 average |
| Positive client feedback (support tasks) |
≥ 80 % |
| Development milestones achieved (consulting skill-set) |
100 % of annual plan |
| Utililzation Target |
220 Days |
Progression Path:
Within 12–18 months, high performers will assume Associate or Junior Consultant duties on fee-earning projects, with clear targets for billable utilization and partial proposal ownership.
Work Hours: 8
Experience in Months: 48
Level of Education: bachelor degree
Job application procedure
To apply for this job please visit www.priconsultants.com.
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