JOB DETAILS:
HR Business Partner
At First Quantum, we free the talent of our people by taking a very different approach which is underpinned by a very different, very definite culture – the “First Quantum Way”.
Working with us is not like working anywhere else, which is why we recruit people who will take a bolder, smarter approach to spot opportunities, solve problems and deliver results.
Our culture is all about encouraging you to think independently and to challenge convention to deliver the best result. That’s how we continue to achieve extraordinary things in extraordinary locations.
Overall Job Purpose
To provide end to end HR consultancy service to the Enterprise Project clients and create solutions that drive / impact change. The position exists in order to provide support and educate line managers in the execution of HR-related activities and monitor line adherence to HR best practice and principles in order to help the mine achieve pre-eminence through its people. the incumbent will also act as a principal point of contact and develop collaborative relationships that impact business outcomes.
Specific Job Responsibility
Managing the HR environment
• Execute strategic objectives as articulated by the HR Manager. Explaining key focus areas to line managers.
• Assist line managers during the development of the organisation structures to ensure adherence to KML Organisational Structures.
• Execute people change enablement plans for any major changes faced in the area including communicating with employees, line managers and trade union representatives. Provide input into the development of these plans when requested to do so.
• Participate in process improvement projects initiated in the business unit or by HR on occasion to provide a view on the people impact of anticipated changes.
• On a regular basis update the Org. Charts on the HR shared drive and Mine HRIS for the respective departments and ensure that changes are captured by Rewards & Benefits Team.
• Maintain a weekly tracker of all outstanding issues in your respective departments and ensure closure of action points
• To gather information on key metrics within assigned departments and ensure that information is supplied to HR Operations for use in management reports
• To continuously engage with staff in assigned departments and to ensure resolution of emerging concerns promptly and effectively.
Managing People Resources
• With the assistance of Line managers identify staff that require to be promoted either through Pay round or Out of Cycle (OOC). Finalise the list and submit to Resourcing and Reward Team. Participate in promotion interviews.
• Ensure that the performance review process is understood by line managers and employees and embedded in the business by conducting coaching sessions together with the training department to provide the necessary training.
• Snap Check and Quality check a sample of performance assessments on a periodic basis to ensure that all staff have Performance Plans in place and provide feedback to line managers on the potential for improvement.
• Participate in selected performance review discussions on request from line managers.
• Be the first contact for Grievances from employees and liaise with the Line Managers on Grievances. Maintain a Departmental tracker for all Grievance Cases.
• Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence to it. Engage the ER team for complex cases.
• Participate as a Scribe in Disciplinary Hearings and ensure that minutes are done.
• Ensure that all Managers in your respective Departments are trained in DC & G.
• Maintain a tracker for Employee Surveys action plans for your respective Departments. Work with the ER Team to ensure that these are closed.
• Work with the ER Team to ensure closure of all employee engagement actions.
• Develop career management plans for identified roles together with line managers. Assist with explaining the details of the plans to the relevant employees.
• Maintain a tracker of all colleagues on PIP and share the same with Resourcing and Talent Management Team. Develop detailed annual succession plans together with line management and ensure that such plans are updated when staff changes occur.
• Communicate the Mine’s wellness offering to employees and line managers on a proactive basis by sharing benefits of information supplied from the wellness team and encouraging employees to use the services.
• Review absence information for the supported business area on a quarterly basis and raise any potential red flags with the line managers in the area. Develop action plans and own their implementation where required.
Supporting recruitment processes
• Meet with Line managers on at least an annual basis to advise them on their manpower planning.
• Review applicant CV’s for advertised roles and shortlist together with line managers to interview. Participate in interviews with the recruiting line manager.
• Assist line managers identify vacancies within your assigned departments and if position is not available ensure created on HRIS.
• Assist line manager with the recruitment authorisation process by ensuring the complete the Hiring request form. Ensure headcount checks are done and assist
• with the preparation of requests for additional headcount.
• For every recruitment and placement ensure that line managers complete requisition forms and role profiles to ensure that all required elements are captured and that new roles have different accountabilities. Ensure that these are signed off by the HODs and the HR Manager before handing over to the Resourcing team. Quality check new roles and ensure that job evaluation is completed within predetermined timelines.
• Ensure notification forms for Acting appointments are completed and signed off by the HODs, have it signed off by HR Manager and ensure letter is done by the Resourcing team.
• During the recruitment process, educate line manager on the determined pay strategy. On request, obtain market data for the roles from Reward team and interact with candidates during the salary negotiation process.
• Issue notifications to the resourcing team to prepare and issue offers of employment for standard contracts. Escalate any non-standard requests to the HR Manager for approval. Monitor effectiveness of departmental induction and form part of the departmental induction rotation to ensure that new employees understand HR requirements in their new roles. Ensure that requirements and best practice for departmental induction is understood by line managers.
Supporting people development
• On an annual basis, assist line managers to collate training needs to their areas and check back against a sample of personal development plans as identified in the Performance Development discussion. Ensure that all employees’ needs are covered.
• Monitor effectiveness of training interventions by reviewing reports generated by the training team and from discussions with the line. Provide feedback to the HR Manager on findings.
• Based on feedback from line managers and employees, suggest changes to training approaches or training vendors to the HR Manager and the training development team.
• Work with the Training team to ensure collection of all quarterly TNA’s from the departments.
Entrenching the Mine’s reward philosophy
• Communicate -specific pay strategy to line managers.
• Educate line managers on the use of reward tools (e.g. pay round guidelines and templates) and monitor the correct use of the tools.
• Communicate pay round objectives and guidelines to line managers and employees. Follow up on data submission from line and validate line manager payround increase and bonus recommendations when required to. Facilitate pay round consistency checks on request from the HR Manager when required to.
• Communicate -specific incentive schemes to relevant line managers and employees to ensure their understanding. Obtain feedback from line managers on the effectiveness of implemented schemes.
• Communicate payroll policies (e.g. payroll cut-off dates, overtime rates, claims processes) to all new employees.
Monitoring employee exits
• When fixed term contracts expire, question line on the requirement for the continued use of contract staff or whether the role is permanent. Inform the HR Manager of the contracts expiring the following month for approval to be sought.
• Receive resignation letters accepted by line managers and confirm with the HODs whether they are accepting the resignation or not.
• Ensure the Exit formalities are completed including the exit interviews. Analyse reasons for leaving and determine whether follow-up action is required to try and retain the individual. Ensure that exit interviews for all key roles are undertaken.
• Communicate reassignment to affected employees together with line managers during restructure processes. Ensure that employee issues and concerns are addressed and refer unresolved major issues to the Employee Relations team when required.
Job Specific Competencies
• Negotiation and influencing at managerial level
• Communication skills
• Analytical skills
• Business management acumen
• PC Literacy
• Facilitation
• Change management
• Reward management
• Talent Management
• Planning
• Report writing
Key Job Attributes
• Detail Orientation
• Problem Solving
• Building relationships
• Customer Service Orientation
• Bold
• Smart
• Driven
• Team Player
Qualifications and Experience
• Project management
• Business management experience
• Degree in Human Resource Management or equivalent
• At least 5 years formal work experience
• At least 3 years in Human Resources in a project management or HR Support Department
• Demonstrated knowledge of local labour laws and HR Regulations, policies and procedures.
• Member of ZIHRM
HR Business Partner
At First Quantum, we free the talent of our people by taking a very different approach which is underpinned by a very different, very definite culture – the “First Quantum Way”.
Working with us is not like working anywhere else, which is why we recruit people who will take a bolder, smarter approach to spot opportunities, solve problems and deliver results.
Our culture is all about encouraging you to think independently and to challenge convention to deliver the best result. That’s how we continue to achieve extraordinary things in extraordinary locations.
Overall Job Purpose
To provide end to end HR consultancy service to the Enterprise Project clients and create solutions that drive / impact change. The position exists in order to provide support and educate line managers in the execution of HR-related activities and monitor line adherence to HR best practice and principles in order to help the mine achieve pre-eminence through its people. the incumbent will also act as a principal point of contact and develop collaborative relationships that impact business outcomes.
Specific Job Responsibility
Managing the HR environment
• Execute strategic objectives as articulated by the HR Manager. Explaining key focus areas to line managers.
• Assist line managers during the development of the organisation structures to ensure adherence to KML Organisational Structures.
• Execute people change enablement plans for any major changes faced in the area including communicating with employees, line managers and trade union representatives. Provide input into the development of these plans when requested to do so.
• Participate in process improvement projects initiated in the business unit or by HR on occasion to provide a view on the people impact of anticipated changes.
• On a regular basis update the Org. Charts on the HR shared drive and Mine HRIS for the respective departments and ensure that changes are captured by Rewards & Benefits Team.
• Maintain a weekly tracker of all outstanding issues in your respective departments and ensure closure of action points
• To gather information on key metrics within assigned departments and ensure that information is supplied to HR Operations for use in management reports
• To continuously engage with staff in assigned departments and to ensure resolution of emerging concerns promptly and effectively.
Managing People Resources
• With the assistance of Line managers identify staff that require to be promoted either through Pay round or Out of Cycle (OOC). Finalise the list and submit to Resourcing and Reward Team. Participate in promotion interviews.
• Ensure that the performance review process is understood by line managers and employees and embedded in the business by conducting coaching sessions together with the training department to provide the necessary training.
• Snap Check and Quality check a sample of performance assessments on a periodic basis to ensure that all staff have Performance Plans in place and provide feedback to line managers on the potential for improvement.
• Participate in selected performance review discussions on request from line managers.
• Be the first contact for Grievances from employees and liaise with the Line Managers on Grievances. Maintain a Departmental tracker for all Grievance Cases.
• Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence to it. Engage the ER team for complex cases.
• Participate as a Scribe in Disciplinary Hearings and ensure that minutes are done.
• Ensure that all Managers in your respective Departments are trained in DC & G.
• Maintain a tracker for Employee Surveys action plans for your respective Departments. Work with the ER Team to ensure that these are closed.
• Work with the ER Team to ensure closure of all employee engagement actions.
• Develop career management plans for identified roles together with line managers. Assist with explaining the details of the plans to the relevant employees.
• Maintain a tracker of all colleagues on PIP and share the same with Resourcing and Talent Management Team. Develop detailed annual succession plans together with line management and ensure that such plans are updated when staff changes occur.
• Communicate the Mine’s wellness offering to employees and line managers on a proactive basis by sharing benefits of information supplied from the wellness team and encouraging employees to use the services.
• Review absence information for the supported business area on a quarterly basis and raise any potential red flags with the line managers in the area. Develop action plans and own their implementation where required.
Supporting recruitment processes
• Meet with Line managers on at least an annual basis to advise them on their manpower planning.
• Review applicant CV’s for advertised roles and shortlist together with line managers to interview. Participate in interviews with the recruiting line manager.
• Assist line managers identify vacancies within your assigned departments and if position is not available ensure created on HRIS.
• Assist line manager with the recruitment authorisation process by ensuring the complete the Hiring request form. Ensure headcount checks are done and assist
• with the preparation of requests for additional headcount.
• For every recruitment and placement ensure that line managers complete requisition forms and role profiles to ensure that all required elements are captured and that new roles have different accountabilities. Ensure that these are signed off by the HODs and the HR Manager before handing over to the Resourcing team. Quality check new roles and ensure that job evaluation is completed within predetermined timelines.
• Ensure notification forms for Acting appointments are completed and signed off by the HODs, have it signed off by HR Manager and ensure letter is done by the Resourcing team.
• During the recruitment process, educate line manager on the determined pay strategy. On request, obtain market data for the roles from Reward team and interact with candidates during the salary negotiation process.
• Issue notifications to the resourcing team to prepare and issue offers of employment for standard contracts. Escalate any non-standard requests to the HR Manager for approval. Monitor effectiveness of departmental induction and form part of the departmental induction rotation to ensure that new employees understand HR requirements in their new roles. Ensure that requirements and best practice for departmental induction is understood by line managers.
Supporting people development
• On an annual basis, assist line managers to collate training needs to their areas and check back against a sample of personal development plans as identified in the Performance Development discussion. Ensure that all employees’ needs are covered.
• Monitor effectiveness of training interventions by reviewing reports generated by the training team and from discussions with the line. Provide feedback to the HR Manager on findings.
• Based on feedback from line managers and employees, suggest changes to training approaches or training vendors to the HR Manager and the training development team.
• Work with the Training team to ensure collection of all quarterly TNA’s from the departments.
Entrenching the Mine’s reward philosophy
• Communicate -specific pay strategy to line managers.
• Educate line managers on the use of reward tools (e.g. pay round guidelines and templates) and monitor the correct use of the tools.
• Communicate pay round objectives and guidelines to line managers and employees. Follow up on data submission from line and validate line manager payround increase and bonus recommendations when required to. Facilitate pay round consistency checks on request from the HR Manager when required to.
• Communicate -specific incentive schemes to relevant line managers and employees to ensure their understanding. Obtain feedback from line managers on the effectiveness of implemented schemes.
• Communicate payroll policies (e.g. payroll cut-off dates, overtime rates, claims processes) to all new employees.
Monitoring employee exits
• When fixed term contracts expire, question line on the requirement for the continued use of contract staff or whether the role is permanent. Inform the HR Manager of the contracts expiring the following month for approval to be sought.
• Receive resignation letters accepted by line managers and confirm with the HODs whether they are accepting the resignation or not.
• Ensure the Exit formalities are completed including the exit interviews. Analyse reasons for leaving and determine whether follow-up action is required to try and retain the individual. Ensure that exit interviews for all key roles are undertaken.
• Communicate reassignment to affected employees together with line managers during restructure processes. Ensure that employee issues and concerns are addressed and refer unresolved major issues to the Employee Relations team when required.
Job Specific Competencies
• Negotiation and influencing at managerial level
• Communication skills
• Analytical skills
• Business management acumen
• PC Literacy
• Facilitation
• Change management
• Reward management
• Talent Management
• Planning
• Report writing
Key Job Attributes
• Detail Orientation
• Problem Solving
• Building relationships
• Customer Service Orientation
• Bold
• Smart
• Driven
• Team Player
Qualifications and Experience
• Project management
• Business management experience
• Degree in Human Resource Management or equivalent
• At least 5 years formal work experience
• At least 3 years in Human Resources in a project management or HR Support Department
• Demonstrated knowledge of local labour laws and HR Regulations, policies and procedures.
• Member of ZIHRM
JOB DETAILS:
Human Resources Officer
Kings Chemicals Limited, a Zambian registered entity is seeking for the services of a highly motivated and diligent Human Resources Manager to join the organization.
The candidate should possess the following attributes, skills and qualifications:
• Human Resource Manager Responsibilities; Support all internal and external HR-related inquiries or requests.
• Maintain digital and electronic records of employees.
• Serve as point of contact with benefit vendors and administrators.
• Assist with the recruitment process by identifying candidates, performing reference checks, and issuing employment contracts.
• Maintain calendars of the HR management team.
• Oversee the completion of compensation and benefit documentation.
• Assist with performance management procedures.
• Schedule meetings, interviews, HR events and maintain agendas.
• Coordinate training sessions and seminars.
• Perform orientations and update records of new staff.
• Produce and submit reports on general HR activity.
• Process payroll and resolve any payroll errors.
• Complete termination paperwork and exit interviews.
• Keep up-to-date with the latest HR trends and best practices.
• Any other duties as assigned by supervisor
This job is particularly suitable for candidates who meet the following minimum requirements:
Required Skills and Competences
• Full Grade 12 Certificate with at least Six (6) Credits or better.
• A Degree or Diploma in Human Resources Management, Business/Public Administration, or related field.
• Accredited with the Zambia Institute of Human Resource Management
• At least 2 years+ relevant work experience in a busy organization.
• Conversant with the labour laws of Zambia.
• Good management and negotiating skills
• Ability to work independently
• Attention to detail to ensure the highest accuracy.
• Strong numerical skills & analytical mind
• Extremely vigilant and innovative skills and abilities:
• Must be a good team player.
• Multi-skilled and hardworking, with a meticulous and efficient work ethic.
• Ability to follow processes and procedure.
• Strong problem-solving skills.
Human Resources Officer
Kings Chemicals Limited, a Zambian registered entity is seeking for the services of a highly motivated and diligent Human Resources Manager to join the organization.
The candidate should possess the following attributes, skills and qualifications:
• Human Resource Manager Responsibilities; Support all internal and external HR-related inquiries or requests.
• Maintain digital and electronic records of employees.
• Serve as point of contact with benefit vendors and administrators.
• Assist with the recruitment process by identifying candidates, performing reference checks, and issuing employment contracts.
• Maintain calendars of the HR management team.
• Oversee the completion of compensation and benefit documentation.
• Assist with performance management procedures.
• Schedule meetings, interviews, HR events and maintain agendas.
• Coordinate training sessions and seminars.
• Perform orientations and update records of new staff.
• Produce and submit reports on general HR activity.
• Process payroll and resolve any payroll errors.
• Complete termination paperwork and exit interviews.
• Keep up-to-date with the latest HR trends and best practices.
• Any other duties as assigned by supervisor
This job is particularly suitable for candidates who meet the following minimum requirements:
Required Skills and Competences
• Full Grade 12 Certificate with at least Six (6) Credits or better.
• A Degree or Diploma in Human Resources Management, Business/Public Administration, or related field.
• Accredited with the Zambia Institute of Human Resource Management
• At least 2 years+ relevant work experience in a busy organization.
• Conversant with the labour laws of Zambia.
• Good management and negotiating skills
• Ability to work independently
• Attention to detail to ensure the highest accuracy.
• Strong numerical skills & analytical mind
• Extremely vigilant and innovative skills and abilities:
• Must be a good team player.
• Multi-skilled and hardworking, with a meticulous and efficient work ethic.
• Ability to follow processes and procedure.
• Strong problem-solving skills.
JOB DETAILS:
Project Background
The five-year (2020-2025) USAID Local Impact Governance Project (Local Impact) is helping Zambia build up a sub-national system of governance for devolved service delivery more responsive to citizen needs. The program is engaging national and sub-national authorities to expand the capabilities of partner provinces and districts to deliver sustainable development outcomes, increase effective citizen and private-sector involvement in development planning and monitoring, and improve public financial management and domestic revenue generation.
The activity is specifically working toward three objectives:
• Objective 1: Citizens improve their collective skills to effectively assess service-delivery needs and performance and constructively engage with government.
• Objective 2: The sub-national governance system becomes more responsive to citizen needs, generates, and accountably expends revenue, and improves service-delivery outcomes.
• Objective 3: The program generates learning and facilitates problem solving that supports the development of an effective, financially viable sub-national governance system for devolved services, capable of being scaled up throughout Zambia.
2. Position Summary
Position:Human Resources Manager
Location:Lusaka, Zambia
Contract Name:USAID Local Impact Governance Project
Type:Long Term Technical Assistance
Period of Performance:
On/around February 15, 2022 – November 1, 2025
Position Level
Level 3: Upper-Level Technical Administrative Management; & Senior Level
Position Salary Grade
Grade 10
3. Role’s Purpose
The Human Resources Manager is responsible for overseeing all human resources operations including local recruitment, employee inductions, performance reviews, and ensuring adherence to DAI policies and procedures, USAID regulations, and local labor laws.
4. Tasks
• The Human Resource Manager will coordinate with HR counterparts to ensure that the staff benefits, and Personnel Manual are aligned with other DAI projects.
• Develop a Human Resource (HR) strategy with clear objectives that align with the Local Impact project goals program goals.
• Develop an induction program that firmly orients staff to the goals and objectives of the Local Impact and includes the performance expectations and code of conduct that are expected in the project.
• Meet regularly with COP, technical leads, head office team members and provincial staff to ensure that their human capital requirements are met and address any performance short comings proactively. Such meetings shall also include reminders of key messages such as performance and ethics standards of DAI.
• Support cost management efforts of the project by ensuring that headcount is managed within targets and new resources are compensated within existing salary bands where possible.
• Ensure all employees understand the reward policy of the project
Develop a detailed talent management plan that reflects employee competence and ability with a view to develop employee internally to reduce on expensive external hires where possible.
• Identify critical HR metrics e.g., time taken to recruit the right people, recruitment costs, attrition rates, talent retention rates.
Conduct staff engagement surveys and provide action plans on continuous improvement of the levels of engagement.
• Ensure the implementation and maintenance of a robust performance management system that has SMART (Specific, Measurable, Achievable, Realistic and Timebound) objectives.
• Ensure that HR facilitates effective teamwork in the organization by flagging and debating contentious issues with a view of promoting a co-operative working environment.
• Oversee human resource operations on the project, including recruitment, hiring, employee on‐boarding, staff orientation, performance reviews, and disciplinary action in compliance with USAID rules and regulations, DAI policies, and local labor laws.
• Manage recruitment and the hiring process including the advertising of vacancies, shortlisting of resumes, scheduling and observing interviews, collection of required documents, reference checks, and salary history verification.
• Coordinate and supervise the preparation of employment agreements for staff.
• Train supervisors charged with conducting evaluations of staff members in their units and monitor compliance with the process.
• Mitigate and resolve human resource conflicts and issues, seeking assistance and guidance from the Chief of Party or other senior staff members as needed.
• Ensure personnel files are stored in TAMIS for all long-term and short-term project staff.
• Ensure that all disciplinary cases are handled in line with internal and external regulatory laws and policies.
• Maintain confidentiality on human resources issues.
• Ensure compliance with the Zambian Employment Code Act No. 3 2019.
• Work with Chief of Party to fill surge capacity technical needs, including identifying and hiring long‐term and short‐term technical experts in a timely fashion.
• Works with COP to ensure good office communications, identification of any staffing issues, and promotes a healthy and collaborative working environment.
Other duties
• Provides leave of absence cover for staff as required
• Escalates any issues to his/her supervisor immediately
• Prepared to travel to project provincial offices as required
• Any other duties assigned by the Chief of Party.
SUPERVISON & STAFF MANAGEMENT
• The Human Resource Manager will supervise the Human Resource Assistant (subject to recruitment).
5. Minimum Qualifications
• University degree in Human Resource Management, Business Administration or any related.
• ZIHRM accredited qualification
• 9+ years of relevant experience
• Knowledge of local laws and USAID rules and regulations related to personnel management and compliance.
• Previous supervisory experience for HR team.
• Experience in human resources management on USAID-funded projects, preferred.
• Ability to respond effectively to time sensitive demands & inquiries
• Demonstrated exceptional customer relations (both internally & externally)
• Excellent organizational skills with a willingness to take initiative and be proactive.
• An energetic, forward-thinking and creative individual with high ethical standards and appropriate professional image
• Fluency in English is required
Project Background
The five-year (2020-2025) USAID Local Impact Governance Project (Local Impact) is helping Zambia build up a sub-national system of governance for devolved service delivery more responsive to citizen needs. The program is engaging national and sub-national authorities to expand the capabilities of partner provinces and districts to deliver sustainable development outcomes, increase effective citizen and private-sector involvement in development planning and monitoring, and improve public financial management and domestic revenue generation.
The activity is specifically working toward three objectives:
• Objective 1: Citizens improve their collective skills to effectively assess service-delivery needs and performance and constructively engage with government.
• Objective 2: The sub-national governance system becomes more responsive to citizen needs, generates, and accountably expends revenue, and improves service-delivery outcomes.
• Objective 3: The program generates learning and facilitates problem solving that supports the development of an effective, financially viable sub-national governance system for devolved services, capable of being scaled up throughout Zambia.
2. Position Summary
Position:Human Resources Manager
Location:Lusaka, Zambia
Contract Name:USAID Local Impact Governance Project
Type:Long Term Technical Assistance
Period of Performance:
On/around February 15, 2022 – November 1, 2025
Position Level
Level 3: Upper-Level Technical Administrative Management; & Senior Level
Position Salary Grade
Grade 10
3. Role’s Purpose
The Human Resources Manager is responsible for overseeing all human resources operations including local recruitment, employee inductions, performance reviews, and ensuring adherence to DAI policies and procedures, USAID regulations, and local labor laws.
4. Tasks
• The Human Resource Manager will coordinate with HR counterparts to ensure that the staff benefits, and Personnel Manual are aligned with other DAI projects.
• Develop a Human Resource (HR) strategy with clear objectives that align with the Local Impact project goals program goals.
• Develop an induction program that firmly orients staff to the goals and objectives of the Local Impact and includes the performance expectations and code of conduct that are expected in the project.
• Meet regularly with COP, technical leads, head office team members and provincial staff to ensure that their human capital requirements are met and address any performance short comings proactively. Such meetings shall also include reminders of key messages such as performance and ethics standards of DAI.
• Support cost management efforts of the project by ensuring that headcount is managed within targets and new resources are compensated within existing salary bands where possible.
• Ensure all employees understand the reward policy of the project
Develop a detailed talent management plan that reflects employee competence and ability with a view to develop employee internally to reduce on expensive external hires where possible.
• Identify critical HR metrics e.g., time taken to recruit the right people, recruitment costs, attrition rates, talent retention rates.
Conduct staff engagement surveys and provide action plans on continuous improvement of the levels of engagement.
• Ensure the implementation and maintenance of a robust performance management system that has SMART (Specific, Measurable, Achievable, Realistic and Timebound) objectives.
• Ensure that HR facilitates effective teamwork in the organization by flagging and debating contentious issues with a view of promoting a co-operative working environment.
• Oversee human resource operations on the project, including recruitment, hiring, employee on‐boarding, staff orientation, performance reviews, and disciplinary action in compliance with USAID rules and regulations, DAI policies, and local labor laws.
• Manage recruitment and the hiring process including the advertising of vacancies, shortlisting of resumes, scheduling and observing interviews, collection of required documents, reference checks, and salary history verification.
• Coordinate and supervise the preparation of employment agreements for staff.
• Train supervisors charged with conducting evaluations of staff members in their units and monitor compliance with the process.
• Mitigate and resolve human resource conflicts and issues, seeking assistance and guidance from the Chief of Party or other senior staff members as needed.
• Ensure personnel files are stored in TAMIS for all long-term and short-term project staff.
• Ensure that all disciplinary cases are handled in line with internal and external regulatory laws and policies.
• Maintain confidentiality on human resources issues.
• Ensure compliance with the Zambian Employment Code Act No. 3 2019.
• Work with Chief of Party to fill surge capacity technical needs, including identifying and hiring long‐term and short‐term technical experts in a timely fashion.
• Works with COP to ensure good office communications, identification of any staffing issues, and promotes a healthy and collaborative working environment.
Other duties
• Provides leave of absence cover for staff as required
• Escalates any issues to his/her supervisor immediately
• Prepared to travel to project provincial offices as required
• Any other duties assigned by the Chief of Party.
SUPERVISON & STAFF MANAGEMENT
• The Human Resource Manager will supervise the Human Resource Assistant (subject to recruitment).
5. Minimum Qualifications
• University degree in Human Resource Management, Business Administration or any related.
• ZIHRM accredited qualification
• 9+ years of relevant experience
• Knowledge of local laws and USAID rules and regulations related to personnel management and compliance.
• Previous supervisory experience for HR team.
• Experience in human resources management on USAID-funded projects, preferred.
• Ability to respond effectively to time sensitive demands & inquiries
• Demonstrated exceptional customer relations (both internally & externally)
• Excellent organizational skills with a willingness to take initiative and be proactive.
• An energetic, forward-thinking and creative individual with high ethical standards and appropriate professional image
• Fluency in English is required
JOB DETAILS:
Rockview University is Currently looking for a creative and self-motivating candidate to fill the position of Human Resource Officer.
Qualification
• Grade 12 Certificate with five credits or better, including English
• Bachelor’s degree in Human resources, business or related field valid HR Practioner’s certificate
• Additional HR Education and certification will be an added advantage
• 5 years of experience as an HR Officer or similar HR role
• Excellent Knowledge of various HR Functions such as pay and benefits, recruitment on boarding, evaluation, training and development
• Excellent Communication and interpersonal skills
• Problem-solver
• Good decision making skills
• Strong ethical standards
• Age between of 25-45 years
Responsibilities
• Manage all documentation related to the administration of staff contracts, benefits and maintain adequate records of all correspondence
• Prepare offer letters and contracts for new staff using pre-approved templates for the country program
• Plan implement and manage the overall talent Acquisition strategy
• Provide counselling and support on policies and procedures of Rockview university
• Perform duties such as job description job posting and promotion and hiring analytic
• Will be required to lecture
• Approving Job Description and advertisement
• Looking after the health
• Maintain a database and monitor expiry dates of all staff contract, liaise with global HR and the employee’s line managers, and renew as and when necessary;
• Provide employee numbers and open individual files for new employees;
• Keep track of employee leave utilization for record keeping and accountability
• Ensure accurate and timely filing of all staff related correspondence
• Prepare HR monthly reports and submit to management
• Compile and assist with the shortlist of the candidates and invite short listed candidates for interviews.
• Liaise with recruiting managers to prepare interview questions and prepare interview summaries after each interview.
• Participate in Interviews as and when necessary.
• Ensure reference checks are carried out before offer letters are issued out.
• Regularly and promptly, address queries from managers and staff on their benefits.
• Prepare and communicate any payroll changes with accounts office,
• Support the implementation of identified staff training, development activities and Process staff development requests including education reimbursement requests and submit to the management
• Assists in researching and collecting data to inform HR decisions and strategy when required
• Performs other related duties as assigned
Attributes
• Ability to work with clients objectively without being personal
• Ability to solve problems in an innovative manner
• Ability to follow protocol in the office and in the field when carrying out the Authority’s duties and tasks
• Ability to handle to all office work transparently
• Self-driven in carrying out official tasks
• Good planning and implementation execution of the agreed strategies
Rockview University is Currently looking for a creative and self-motivating candidate to fill the position of Human Resource Officer.
Qualification
• Grade 12 Certificate with five credits or better, including English
• Bachelor’s degree in Human resources, business or related field valid HR Practioner’s certificate
• Additional HR Education and certification will be an added advantage
• 5 years of experience as an HR Officer or similar HR role
• Excellent Knowledge of various HR Functions such as pay and benefits, recruitment on boarding, evaluation, training and development
• Excellent Communication and interpersonal skills
• Problem-solver
• Good decision making skills
• Strong ethical standards
• Age between of 25-45 years
Responsibilities
• Manage all documentation related to the administration of staff contracts, benefits and maintain adequate records of all correspondence
• Prepare offer letters and contracts for new staff using pre-approved templates for the country program
• Plan implement and manage the overall talent Acquisition strategy
• Provide counselling and support on policies and procedures of Rockview university
• Perform duties such as job description job posting and promotion and hiring analytic
• Will be required to lecture
• Approving Job Description and advertisement
• Looking after the health
• Maintain a database and monitor expiry dates of all staff contract, liaise with global HR and the employee’s line managers, and renew as and when necessary;
• Provide employee numbers and open individual files for new employees;
• Keep track of employee leave utilization for record keeping and accountability
• Ensure accurate and timely filing of all staff related correspondence
• Prepare HR monthly reports and submit to management
• Compile and assist with the shortlist of the candidates and invite short listed candidates for interviews.
• Liaise with recruiting managers to prepare interview questions and prepare interview summaries after each interview.
• Participate in Interviews as and when necessary.
• Ensure reference checks are carried out before offer letters are issued out.
• Regularly and promptly, address queries from managers and staff on their benefits.
• Prepare and communicate any payroll changes with accounts office,
• Support the implementation of identified staff training, development activities and Process staff development requests including education reimbursement requests and submit to the management
• Assists in researching and collecting data to inform HR decisions and strategy when required
• Performs other related duties as assigned
Attributes
• Ability to work with clients objectively without being personal
• Ability to solve problems in an innovative manner
• Ability to follow protocol in the office and in the field when carrying out the Authority’s duties and tasks
• Ability to handle to all office work transparently
• Self-driven in carrying out official tasks
• Good planning and implementation execution of the agreed strategies