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The Human Resources unit builds the organizational capability of people management and develops individual capabilities in line with the company's strategy; attracting, developing and aligning people in service of the company's aspirations and change process. The HR unit works with Business Partners, so that the business leaders have a counterpart and sparring partner in their strive to provide inspirational and effective leadership.
The team is (amongst others) responsible for developing HR policies, procedures and framework, HR administration such as employment agreements, employee database data entry and management, and payroll management.
Job purpose:
The HR Business Partner (HRBP) Africa is the first point of contact for the teams based in Africa and provides them with HR advice on employee related matters and capability building. The HRBP Africa manages payroll for Africa based employees (updating employee database system, liaising with payroll providers and informing finance and accounting on aggregated payroll information.) Result areas of the job
The HRBP provides strategic HR advice to Africa based management in close cooperation with the HR Manager, acts as the first point of contact, understands them whilst developing effective working relationships. S/he shall advise management on personal style and development and delivery of people plans, supporting the achievement of the business objectives. To achieve this, he/she is adept at stakeholder management.
S/he ensures a match between HR strategy, policies and procedures and the needs of the internal clients by providing input to the design and execution of the HR strategy and business plan. The HRBP provides input to HR initiatives, policy development and implementation in the shape of advice and support on the research and provides expert knowledge of the client area. In addition, s/he is responsible for developing the learning and development agenda together with the HR Manager to ensure that sufficient coaching and training is available.
Working with the transformation office, he/she provides input for change management initiatives such as organizational/departmental restructure, job design and descriptions, outsourcing and compensation structure, and empowers delivery of great service in accordance with the company's mission and values and the HR mission to invest in our people.
S/he interfaces with workers representation and/or labour authorities where required and ensures correct legal processes are followed.
S/he offers HR services to Africa based personnel, including general HR advice, monitoring performance, risks and urgent issues of key staff and recommends appropriate actions in consultation with the HR manager. The HRBP Africa ensures that key clients are equipped with appropriate tools and knowledge to effectively manage their people; provides advice, guidance, and ad-hoc training as necessary. He/She coordinates, carries out and analyses 100-days evaluations and exit interviews and proactively supports the delivery of HR processes.
Regarding global teams, the HRBP Africa shall liaise with the HRBP NL to provide employees in global teams with the necessary day to day HR support and ensure that the HRBP NL has enough information to advise relevant management.
Purpose of the job family: Apply solutions and / or formulate policies, procedures and guidelines, monitor internal and external developments within own discipline, in order to provide internal consultancy services and integrated solutions as necessary, acting as a business partner, enabling the company to achieve its strategic objectives.
Key responsibilities
Analyze, develop, maintain and ensure compliance with policies, procedures and guidelines for own discipline while considering the business needs.
Select, structure, combine and interpret external and internal data, information and developments.
Act as functional expert or liaison with managers, advise and support them concerning relevant matters relating to own discipline, including the effective application of policies, procedure and / or guidelines.
Contribute to the implementation of processes relating to own discipline within the company and carry out the work within the assigned work field.
Provide insights at request or at own initiative regarding quantitative and qualitative developments by means of periodical and ad hoc reports and / or analyses.
Define, manage, and / or participate in projects.
Build and maintain a network of relevant (internal and external) stakeholders.
Signal possibilities for improvement and standardization of processes, techniques and systems and (co)develop, implement and/or optimize these processes, techniques and systems (after approval).
Collaborate and cooperate across departments in projects, knowledge sharing and process optimization.
Manage employees, lead, coach

Assists in the recruitment process.
Drafts permanent and monthly contracts and ensures that they are signed, returned and filed.
Prepares staff reference letters.
Opens company accounts with approval of Human Resources Officer and liaises with service providers.
Assists with carrying out HR needs and processes for Bulawayo office.
Communicates to staff on company updates and current issues.
Assists with disciplinary procedures.
Processes leave and loan applications.
Ensures personnel files are complete and up to date.
Assists in the implementation of company policies and procedures.
Undertakes HR induction for new starters and ensures that the induction process is fit for purposes.
Assists with payroll processing.<br. Ensures that the HR office is clean and tidy at all times.
Any other duties assigned by the Human Resources Officer.

Duties to include; Handling all labor issues
Compensation and benefits
Training and development
Employee relations

Duties and Responsibilities include but are not subject to:
identify training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments
design and expand training and development programmes based on the needs of the organisation and the individual work in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level
consider the costs of planned programmes and keep within budgets
plan and assess the 'return on investment' of any training or development programme
develop effective induction programmes for new staff, apprentices and graduate trainees
monitor and review the progress of trainees through questionnaires and discussions with managers devise individual learning plans
conduct appraisals
produce training materials for in-house courses

Duties and Responsibilities include but are not subject to:
Determining organisational development needs
Developing procedural changes within organisations and evaluating process from start to finish
Developing and implementing communication plans
Leading organisational design projects
Providing expert change management services across businesses
Working with organisational development budgets
Providing training and development for teams and individuals

Dutoes:
Designing, implementing and evaluating relevant value-adding training and development policies which focus on outcomes that improve performance.
Structuring the Company by establishing reporting relationships, developing appropriate job grading structures and promulgating relevant manpower planning programs
Designing overall long-term strategic Human Resources policies and programs.
Establishing modern staff remuneration, motivation, attraction and retention practices
Managing corporate industrial relations and providing advisory services to management on all aspects of employment legislation.
Developing an appropriate organizational culture which fits with the strategic goals of the and managing the associated change processes
Conflict resolution
Disciplinary actions and hearings

The role will cover a range of responsibilities in the Human Resources arena, and will give the selected candidate the opportunity to learn and grow.

Dutoes:
Designing, implementing and evaluating relevant value-adding training and development policies which focus on outcomes that improve performance.
Structuring the Company by establishing reporting relationships, developing appropriate job grading structures and promulgating relevant manpower planning programs
Designing overall long-term strategic Human Resources policies and programs.
Establishing modern staff remuneration, motivation, attraction and retention practices
Managing corporate industrial relations and providing advisory services to management on all aspects of employment legislation.
Developing an appropriate organizational culture which fits with the strategic goals of the and managing the associated change processes
Conflict resolution
Disciplinary actions and hearings

Responsible for managing fortnightly and monthly Belina payroll.
Manage a payroll of 500-1000 employees.
Answer any employees payroll- related queries

Job Purpose
To lead the human resources high performance culture that emphasizes productivity & standards, goal attainment, quality, practices and objectives that will provide an employee-oriented culture that emphasizes empowerment, recruitment
Reports to: Human Resources Director
Major Functions/Accountabilities:
Designs and implements performance management (KRA’s/KPI’s) and productivity enhancement systems for the Company
Designing, implementing and evaluating relevant value-adding training and development policies which focus on outcomes that improve performance.
Structuring the Company by establishing reporting relationships, developing appropriate job grading structures and promulgating relevant manpower planning programs
Determining the effects of trends in the human resources environment, budgeting for and controlling costs of employment.
Change champion in the business through successful implementation of Company business strategies through people strategies.
Designing overall long-term strategic Human Resources policies and programs.
Establishing modern staff remuneration, motivation, attraction and retention practices
Managing corporate industrial relations and providing advisory services to management on all aspects of employment legislation.
Developing an appropriate organizational culture which fits with the strategic goals of the and managing the associated change processes

Responsibilities:
Prepare and present reports on training program KIPs
Identify training needs according to needs
Based on research, plan and implement training programs that will prepare employees for the next step of their career paths
Recruit trainers
Lead, teach, onboard and evaluate new trainers
Make other trainers' schedules
Build quarterly and annual training program
Present all the technical and supply training requirements

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.
Responsibilities:
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.

Responsibilities:
Graduate Recruitment:
Manage the graduate recruitment program from start to end including annual vacation schemes
Ensure effective tracking of all graduate applications
Human Resources Data Management
Provide Regional HR Manager with regular reports as agreed, and make suggestions of relevant information to support the firm
Maintain HR pages of the Intranet, ensuring information and attachments are up to date and relevant; liaise with other members of the HR team where changes or updates are necessary
Set up and maintain HR personnel files, ensuring that all appropriate documents are stored securely, both electronically and in hard copy
Ensure effective record keeping of all HR compliance documentation

HR General:
Manage the new joiner process (from start to end), including communications with the future employee, their induction, cultural awareness training and mid and end probation
Manage leaver process (from start to end), including communications with the future leaver, exit surveys, exit interviews
Maintain a tracking system for the above processes and related documentation
Coordinate all staff movements with other relevant parties
Provide support on annual processes such as performance discussions, salary review, budgeting
Act on management instructions and staff requests in a timely fashion
Develop effective relationships with external suppliers (e.g. medical insurance and external training suppliers) to ensure full understanding of services and effective delivery
Act as the first point of contact and initial filter for walk-in and telephone inquiries to the HR department advise members of staff on HR processes and procedures; direct people to the appropriate resources or to the appropriate member of the team
Provide administrative support on HR projects
Project manage employee wellness days
Skills and Competencies

The role will cover a range of responsibilities in the Human Resources arena, and will give the selected candidate the opportunity to learn and grow.

Responsibilities:
HR Strategy:
Participate in setting the HR Vision and Strategy for the Group and set internal HR objectives for the businesses.
Provide input on the HR implications of strategic and operational decisions and plans, acting as an integral member of each group’s management team.
Cascade the HR strategy to all areas of the business.
Maintain accountability for end to end delivery of HR practices.

Organizational Effectiveness:
Maintain a strong focus on employee relations, performance management, employee engagement and retention activities, including an understanding of compensation and benefits.
Take accountability for employee satisfaction surveys, and efforts to improve on any areas of concern highlighted by these surveys.
Monitor all areas of the business, ensuring that the Company is compliant in all relevant legislation in the areas of operation.
Ensure that all employees sign accurate and detailed employee contracts and that they submit all required individual information and documentation at the start of their employment.
Put together and maintain a comprehensive onboarding and induction program for all new employees that is aligned to overall business objectives.
Develop a standardized performance management program and support the implementation and maintenance of the process, aligning the outcomes to the reward and recognition strategy.

Learning and Development:
Support the design and delivery of appropriate training and development programs.
Maintain accurate records of all training and development.
Submit any legislative reports where training rebates apply, ensuring that the Company receives these rebates.
In collaboration with department managers, put together succession plans for each business unit.
Actively recruit for management positions and pipeline and support the recruitment of lower-level positions.

Employee Relations and Compliance:
Provide expert input in terms of local employment legislation, policies and practices.
Where applicable, implement Employment Equity processes and procedures in line with legislative requirements.
Standardize policies across all business units.
Attend to all labour conciliation and arbitration matters.
Manage change management in the business.
Ensure that each Business Units maintains clean Audit, Risk and Compliance reports.
Support line managers to resolve internal grievances and manage misconduct and incapacity issues.
Collate and submit monthly HR Reports and updates.