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Manage and prepare contracts
Bank letters for new staff members.
Payroll-Adding employees, Leave, payments
Ordering and managing uniforms
Cimas – Adding and removing employees, managing our account.
Receipting statutory payments
City of Harare, Zesa- Shop Licenses, receipting payments
Filing
Any other duties

Diagnose the current situation of the company’s human resource management, and be responsible for the improvement of the HR and administrative management system while supervises the related implementation
Responsible for talent recruitment, organizing employees training and supporting the company’s business development effectively
Establishes performance management system to support the achievement of company’s strategic objectives
Designs competitive compensation and welfare system to motivates and retains talent effectively

Duties to include:
Management, monitoring and communication of the competent entities of work accidents
Control and Management of legal proceedings and other public entities
Provide information and reports on all human resources indicators
Ensure all wage issues together with Hr officer
Ensure that all job descriptions are up-to-date and create new ones when needed
File Control;
Control Documents
Control and organize an Administrative Area
Salary payment

The role will take responsibility for:
Handling huge volumes of data
Receiving and capturing approved payroll input into the payroll system
Processing the payroll of ALL employees
Preparing month end payroll reports such as Accounts Pack, ie Headcount report, leave provision report, and payroll cost reports by departments
Leave management
A lot of Adhoc reports
Any other duties as instructed by supervisor.

Key Performance Areas would include, but are not limited to:

Talent Management

•Overseeing HR policy development and interpretation; assisting with defining and communicating roles and responsibilities for all functions within the region.
•Implementing strategically aligned talent management and performance management initiatives that meet Distell Africa’s internal needs.
•Overseeing the development and implementation of People Plan strategies and ensuring that they are aligned to the broader Distell Africa strategy, aimed at improving the working environment at Distell.
•Responsible for implementing effective talent management initiatives, as well as remaining abreast of external talent trends.
•Ensuring all new employees are inducted and on-boarded as per Distell guidelines.

Recruitment

•Responsible for managing the recruitment budget in-country by ensuring adherence to country allocated resources budget.
•Identifying employee’s vacancies and supporting the recruitment process, adhering to appropriate employment legislation.

Performance Management

•Responsible for administering performance management systems (including implementing training, refreshers and managing deadlines), ensuring full compliance and alignment to Distell’s performance management framework.

Employee Relations

•Managing employee relations: refereeing disputes, dismissing employees, and administering disciplinary procedures.
•Monitoring the effective administration of employment conditions to all employees.
•Planning and coordinating work activities of subordinates and employees relating to employment, compensation, Labour relations, and employee relations.

Reporting

•Maintaining records and compiling statistical reports concerning personnel-related data such as headcount, new hires, transfers, performance appraisals and absenteeism rates.

Projects

•Facilitate HR operational projects as and when directed from the Africa Regional office

Budget and Business Planning

• Co-ordination of the people budget ensuring reward governance and compliance with group budget guidelines
• Ensure that people budget is aligned to strategic outcomes of business planning

Stakeholder Management

•Building and maintaining external (including customer and supplier) relationships that are deliberate and deliver predefined functional objectives.
•Achieving results through mutually beneficial and trusting relationships with team members, managers, peers and other business units within Distell.
•Serving as a link between management and employees by handling questions, interpreting and administering contracts, keeping employees up to date on relevant policies and procedures, and helping resolve work-related problems.
•Advising managers on organizational policy matters.
•Managing relationships with external vendors i.e. recruitment agencies to ensure effective delivery of Distell Africa vacancies.

Support

•Acting as a support function to the Organizational Development Manager on all matters related to Employee Experience, Culture, Organizational Design and Transformation.
•Operating as the Talent Ambassador, ensuring talent data is available for Global Mobility and Deployment for the Africa business unit.

Maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development
Decidedly administrative in nature, involves documenting grievances, terminations, absences, performance reports, and compensation and benefits information. Beyond administrative duties, however, HR assistants are also often involved in recruiting, hiring, and training new employees

Duties to include
Developing and implementing HR strategies and initiatives aligned with the overall business strategy
Bridging management and employee relations by addressing demands, grievances or other issues
Support current and future business needs through the development, engagement, motivation and preservation of human capital
Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
Nurture a positive working environment
Oversee and manage a performance appraisal system that drives high performance
Maintain pay plan and benefits program
Assess training needs to apply and monitor training programs

Duties to include
Perform administrative duties, such as maintaining employee databases and sorting emails for the HR department
Maintain proper records of Employee attendance and leave
Assist HR Director in policy formulation, hiring and salary administration.
Submit online job postings, shortlist candidates and schedule job interviews
Coordinate orientation, onboarding and training for new employees
Ensure smooth communication with employees and timely resolution

Consistently recruiting excellent staff.
Maintaining a smooth onboarding process.
Training, counseling and coaching our staff.
Resolving conflicts through positive and professional mediation.
Carrying out necessary administrative duties.
Conducting performance and wage reviews.
Developing clear policies and ensuring policy awareness.
Creating clear and concise reports.
Giving helpful and engaging presentations.
Maintaining and reporting on workplace health and safety compliance.
Handling workplace investigations, disciplinary and termination procedures.
Maintaining employee and workplace privacy.
Leading a team of junior human resource managers.

Responsible for:
Recruitment, Induction, Onboarding, and employee engagement activities
Providing timely employee relations and industrial relations advice to management, including assisting with NEC negotiations
Payroll and remuneration
Records management Supporting the HR Manager in delivering key HR projects eg policy and procedure review, remuneration reviews

Duties and Responsibilities:

• Employee Relations Strategy: Defining and implementing ER frameworks (e.g. tools, processes, training, and communication) in support of a business strategy to increase employee engagement and productivity.
• Influence managers to increase understanding of ER (including Human Rights topics) aiming to increase effectiveness at dealing with ER issues regionally understanding the potential cross-business and global impact to reduce business risks and support constructive social partner engagement.
• Social Partner Relationships: Managing the individual and collective negotiation and management of labor relations policies and frameworks that aim to produce a constructive working relationship with social partners balanced with the business economic position and growth objectives in line with legislative requirements.
• Employee Relations Risk Management: Conducting ER Impact and other Risk Assessments to proactively support business growth agenda, assess in-country risk in general, and manage to follow up process in emerging markets.
• To engage and represent the Company in negotiations which include but are not limited to Wage Negotiations, terms and conditions of employment with formations such as trade unions, employee representatives, work councils, and other stakeholders within the SSA Region.
• Disputes and Issues Resolution: To resolve issues as quickly and as effectively as possible and to minimize business risk, in liaison with legal advisors on individual and collective disputes.
• Business Development: Advising the business on IR related aspects to new business growth and commercial opportunities or alternatively productivity or cost improvement initiatives to understand and mitigate risk and manage a smooth transition.

Performance Management
Employee engagement systems
Change management
Manpower / Workforce planning
HR Processes
Employee relations

Duties and Responsibilities:

*Consulting with line management and provide daily HR guidance.
*Analyzing trends and metrics with the HR department.
*Resolving complex employee relations issues and address grievances.
*Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
*Provide HR policy guidance.
*Monitor and report on workforce and succession planning.
*Identify training needs for teams and individuals.
*Evaluate training programs.
*Suggest new HR strategies.

DUTIES AND RESPONSIBILITIES:

Manage electronic timekeeping systems and pull timesheets.
Manage daily office attendance and related admin i.e. leave applications etc.
Assisting with the processing/calculating of weekly payable hours and deductions for 4 payrolls consisting of approx. 400 employees.
Ensure payslips are printed and issued.
Pull weekly and monthly payroll reports and send to relevant parties.
Calculating overtime for monthly salaries.
Capture monthly payroll leave schedules and any other related admin.
Assist in answering employees’ questions regarding payroll-related matters once the investigation is done regarding the discrepancy.
Maintain employee records as well as maintain and update payroll records.
Processing new employees, promotions, and terminations.
Provide administrative assistance to the accounts department. Assist in capturing, screening, and monitoring all COVID:19 cases.
Must be able to assist with audits (BEE, EE, Seta, and DoL) and do internal audits.
Must be able to complete UI-19’s and maternity documents accurately.
Provide assistance to the HR team where needed including general admin duties.

Duties and Responsibilities:

Conduct risk assessments and design risk mitigation measures.
Align maintain and manage systems as it pertains to ISO 9001, 14001 and 45001 standards, protocols and procedures.
Develop all required documentation, operational checks, and reports for SHE.
Ensure management systems comply with legal and other requirements, including corrective and preventative measures.
Monitor SHE Representatives in executing their tasks.
Establish and maintain the SHE inspection and audit schedule.
TRain personnel and contractors on implementing the SHE Management System.
Ensure all incidents ( including near misses) are recorded and investigated.
coordinate and report on investigations of incidents and near misses.
Liaise with the department of labour as and when required i.e., regarding IOD's.
Follow up and ensure that corrective measures are implemented and reviewed to prevent a recurrence.
Ensure all reports to regulators are submitted on time and in full.
Maintain the key indicators of SHE performance for the site.
Maintain the key indicators of the Environment for the company.
Audit work being performed with Work Permits.
Assist with the implementation of Job Safety Analysis and inspect job site activities during particularly difficult or hazardous work situations.
Ensure regular emergency response exercises and drills are conducted to ensure the highest level of preparedness in any emergency. Maintain records of such drills, providing recommendations for improvement.
Supervises the regular inspection of firefighting, safety and, and emergency response equipment Ensure the operations employees, contractors, and site visitors receive SHE induction.
Chair safety meetings with SHE reps and prepare minutes of meetings. Ensure all deviations mentioned in the meeting are rectified and corrected.
Conduct regular fire preventions and SHE inspections with findings documented and reported to management. Establish and maintain all registers and checklists.
Maintain housekeeping on site

DUTIES AND RESPONSIBILITIES:
Conduct Workforce Planning factoring in customer demand
Prepare and Track Labour Budget for Plant including all CTC Items
Identify, track and plan OD Interventions
Prepare and Adjust On-boarding requirements to ensure a smooth transition into the organizational culture
Develop and implement Competency-Based Recruitment and Selection methods of Direct and Indirect Labour in accordance with Project timings
Build capacity with Line management on the formulation of SMART Performance goals and ensure vertical integration into corporate goals
Track departmental KPI's and formulate action plans on deviations: FTC Headcount, Absenteeism, Overtime, Training, Safety, Turnover
Review and create HR Procedures in line with Risk-based thinking requirements
Equip Line Managers with disciplinary preparation skills and represent Company at DRC Proceedings
Liaise directly with Solidarity and NUMSA unions on Plant Level negotiation items
Track BBEEE Compliance through planning and conducting a gap analysis to ensure BBEEE improvement plan is achieved
Follow WSP and ART Compliances by ensuring subordinates follow the agreed T&D Plan for both internal and external training
Formulate EE Plan and track progress on actions related to barriers and organizational targets Oversee Sage VIP Payroll and MIBCO Returns of over 350 employees

DUTIES AND RESPONSIBILITIES: *Consulting with line management and provide daily HR guidance.
*Analyzing trends and metrics with the HR department.
*Resolving complex employee relations issues and address grievances.
*Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
*Provide HR policy guidance.
*Monitor and report on workforce and succession planning.
*Identify training needs for teams and individuals.
*Evaluate training programs.
*Suggest new HR strategies.

Duties:
Provide support to line managers
Manage investigations, disciplinary and grievance matters in conjunction with the Heads of Divisions and Departmental Managers
Manage the information held in the HR office and personnel files to ensure it is updated in a timely and accurate manner and compiles with confidentiality norms, organizational culture and audit requirements
Processing claims of Pension, NSSA, GLA and other terminal benefits and ensuring that they are processed timeously and correctly
Management and administration of new engagements, internal transfers, promotions and separations to ensure that they are done above board, properly documented and records are kept secure and confidential
Oversee ALL of the company’s day to day, HR related activities and procedures.
Manage the Company’s Corporate Social Responsibility Program (CSRP).
Stakeholder Engagement, Management and Communications at local, regional and National level across all sectors and industries.
Implement, manage and report on a companywide and company specific performance management system in line with best practice.
Manage and Monitoring of the company’s third-party security provider.
Company-wide training management including the identification of training needs and scheduled training events with relevant departments.
Link between Executive Management team and Works Committees members for the promotion of harmonious industrial relations. This includes ensuring that Works Council meetings are held every quarter
Management of the all company payrolls with the utmost confidentiality. This includes ensuring only legitimate employees are on the month’s payroll and are paid correctly, i.e. only that which is due.
Ensure all loans granted to employees and staff purchases are recovered in full as they fall due
Production of Monthly and quarterly HR reports, HSE reports, CSRP reports and any Adhoc reports and other information required from HR as requested by Senior Leadership Team.
Administration of the company scholarships program afforded to the disadvantaged children in the community in which the company operates. Work in liaison with the local Ministry of Education District office and Department of Social Welfare
Responsible for ensuring the implementation of operational & biosecurity protocols by all employees and third-party Security services provider as determined by the Security Committee.
Generation of Biosecurity Protocol SOPs, with input from the Senior Leadership Team and QA Manager and ensuring compliance by all.
Conducting monthly Operational and Biosecurity audits, documentation, record keeping, reporting and ensuring compliance

The Change Manager designs and executes change initiatives to drive through business processes, systems and technology, organisational structures and policy. The objective is for changes to be taken up rapidly and with minimum resistance throughout the organisation.
The Change Manager will prepare forecasts and liaise with staff and management to project lead the implementation of change to maximise employee adoption. Success is measured by the full acceptance, proficient use and application by staff and management throughout the organisation of new business processes, systems and technology. Transformation of the business is expected within the medium to long term Change Manager Responsibilities:
Collaborating with management to gather and analyse operational information necessary to support the adoption of changes required by a project or initiative.
Preparing change management strategies to implement the changes which will result in reduced costs, increased revenue, and maximum efficiency.
Evaluating the change impact on cost structures and budgets of the proposed changes.
Consulting with staff members and identifying and managing anticipated resistance.
Preparing readiness plans for processes, positions and systems so that users have a systematic record of their competence to take responsibility for their activities and jobs.
Creating communication and training plans to enable smooth implementation of the strategy.
Managing the change roll-out process by involving the Change Coordinators and leading their productivity in realising the successful roll-out process in-country.
Coaching managers and supervisors to take ownership of changes, participate directly in implementation, and to present initiatives personally at estate and depot level.
Assisting with the restructuring of staff and reporting structures to optimise the effective implementation of the project.
Tracking implementation progress and reporting back to management.

Duties and Responsibilities include but are not subject to:
1. Learning and Development
Design HR Strategy and Implementation of Organizational Development Interventions
Annual Needs analysis report and Ad hoc needs analysis reports
Annual Training plan availability and integration of training requests into plan
Prioritize training requirements
Delivery and or facilitation of training and development programs and evaluations and assessments
Training and Development Strategy
Design and Development of training materials
Succession Development plans availability
Effective Management of Training Budget
2. Culture Building Practices
Performance Driven Culture
Building a Lean Organization (Six Sigma)
Change Management
3. Partner Relationship & Performance Management
To effectively manage the S1 partners ensuring issues are formally tracked and resolved with closure reports to stakeholders
Define and continuously refine Contracts, Service Level Agreement and Performance measures for the S1 partners providing guidance on penalty/bonus and ensuring contracted deliverables are managed effectively
Monitoring of the performance of the partner
4. Achievement of Cost saving Target on Training Budget
To estimate, devise & propose a manpower (recruitment attrition) based Annual Training budget and on an on-going basis monitor & Control the budget

JOB ROLE
The HR Manager will be responsible for strategic HR initiatives / programs and is the primary HR interface and business partner for the company, with intention of achieving interrelated goals and business priorities in all the respective business units. This role partners with the function heads to ensure Talent
Strategy and other HR programs are designed and implemented to support business initiatives/ priorities.
In addition, this role will be responsible for providing day-to-day HR services.
DUTIES/RESPONSIBILITIES
Develop and implement HR strategies and initiatives aligned with the overall business strategy
Support business growth through organizational design together with business leaders and provide on-time recruitment solution.
Manage the recruitment process, end to end
Support current and future business needs through the development, engagement, motivation and preservation of human capital
Monitor overall HR strategies, systems, tactics and procedures across the organization
Coordinating staff training programs in accordance with relevant training needs
Oversee and manage a performance appraisal system that drives high performance
Review and analyze business requests to identify trends and recommend solutions to improve employee performance, retention, and development and employee value proposition.
Ensure upto date HR documentation
Participate in the design, implementation, and management of compensation initiatives that are linked in the overall strategy to attract, reward, and retain top talent
Overall administration of employee welfare activities/benefits
Responsible for the maintenance of sound industrial relations and enforcement of staff discipline in accordance with HR Policy.
Nurture a positive work place culture that promotes teamwork, respect, innovation and open communication.
Ensure compliance to national labour laws and statutory requirements.
Participate in other HR projects, programs or activities, as assigned.

They will be responsible for the overall HR functions; this includes but is not limited to:
a. Employment contracts
b. Performance reviews
c. Employee liaison and conflict management
d. Leave and loans management
e. Recruitment and placement of all staff
f. Liaison with contract labour
g. Management of staff costs
h. Management of the staff canteen
i. Manage two HR personnel as well as Reception administrative staff and Head Office Cleaners

Role Context
To streamline the HR value-chain by delivering Human Resources programs and interventions for all stakeholders in Kenya and to ensure the effective alignment of the Human Resources department with the country’s strategic and functional business plans including legislation.
Key Responsibilities
Manages the implementation of the Regional HR strategy within Kenya
Provides Human Resources leadership to ensure an integrated and synergistic service offering.
Supports external stakeholder management and customer relationships.
Design and delivers reward strategies in line with Regional strategy and country needs.
Oversees the implementation of Human Resources programs through the country HR teams.
Collaborates to develop and implement policies and ensures that HR services, policies and processes are aligned to the business needs.
Identifies and manages (future) people requirements, including talent, key positions and succession plans.
Manages the development of resourcing strategies and analyses trends.
Provides HR leadership, support, advice and coaching and provides input on the people, organizational and business issues.
Builds and maintains effective relationships with Unions and staff committees.
Negotiates, jointly with legal department, with Unions and staff committees.
Oversees HR governance with the aim of mitigating organization HR risks.
Leads and embeds business change plans in line with international targets and initiatives.
Manage Human Resource policies, programs including practices and advise management and staff.
Oversee the HR systems like Payspace, myTW and Taleo
Build Human resources capacity within Kenya and capable people who will enable the achievement of Human Resources objective.
Align people, competencies to meet the business objectives and manage staff competency levels and performance according to service requirements and business needs.

Recruitment:
*Ensure all recruitment is conducted in line with the Recruitment Policy and Procedure.
*Assist Hiring Managers in their recruitment activities as the responsible managers, and engage with direct managers regularly through formal and informal meetings.
*Ensure Recruitment Requisitions are completed and approved, with support documents, before commencing with the recruitment process.
*Research and recommend sources for active and passive recruitment and advertise vacant positions using appropriate media, both internally and externally.
*Formulate job-specific interview questionnaires and prepare for interviews with the hiring managers.
*Categorize applications into job functions and suitability levels.
*Pre-screen applications for hiring manager review and schedule and participate in job interviews as necessary.
*Ensure that all candidates are assessed on the psychometric system, collect and collate results and issue psychometric reports with the CV’s to respective managers. CV’s may not be distributed without the psychometric reports.
*Maintain a running recruitment progress record for each vacancy and keep hiring managers informed.
*Complete pre-employment checks including reference checks and ensure pre-employment medicals are performed or health certificates are submitted.
*Maintain regular contact with shortlisted candidates, promoting a positive experience of their association with the company during the recruitment process.
*Liaise with the HR Manager in the preparation and documentation for candidate offers and the creation of employment contracts.
*Manage pre and post candidate offer process including the letter of appointment, the job description, and an induction pack, in conjunction with the HR Manager.
*Ensure that unsuccessful candidates who were interviewed are informed.
*Compile monthly recruitment analysis reports and refer key issues to the HR Manager.
*Maintain electronic and/or paper records of all recruitment-related documents, including CV’s, advertisements, application forms, and interview and candidate assessments.
*Maintain a categorized and reference-easy electronic database of applicants for pending and future consideration, and control the Recruitment component of the HRIS.
*Submit a monthly report on recruitment activities, including the number of vacancies, engagements, staff turnover, candidates interviewed, and time-to-completion of recruitment for the HR Scorecard.
*Become familiar with and participate in the HR administration functions, including the HR Information *System and Payroll.

Duties will include:
Provide general human resources advice to management and staff.
Prepare HR budgets and reports.
Responsible for recruitment and selection.
Personnel records administration.
Responsible for disciplinary, grievances handling.
Conducts training needs assessments, assists in training and development of staff.
Provides advice on grievance handling procedures and ensures that proper processes are followed and maintains relevant records.
Responsible for staff welfare.
Responsible for processing employee termination procedures.

Duties and Responsibilities

* We are looking for a dynamic, energetic, focused, hands-on individual who can provide assistance to the Human Resources Manager. The ideal candidate must have good administrative skills, be familiar with Human resources practices and possess a high degree of integrity.
* Providing support to Human Resources Manager.
* Induction, recruitment, and placement.
* Help with Skills Development and Training.
* Assist with Employment Equity.
* Assist with Health & Safety.
* Lend support to Human Resources Manager regarding policies and procedures.
* Assist Human Resources Manager with labour relations.
* Human Resources Administration.
* Staff Welfare.
* Involved with worker committees.
* Involved with accreditation i.e. WIETA, BBBEE.