Provides efficient and effective human resources, administration and community services to the station, its community and stakeholders with the goal of ensuring the station meets its business plan objectives. Develops, implements and reviews station specific Human Resource strategies, policies and procedures that support the accomplishment of the stations objectives. Interprets company policies and labour legislation and ensures the station complies with the same. Manages the station�s recruitment, selection and exit processes and ensures that all departments and sections are adequately staffed. Prepares and reviews recruitment profiles and shortlist candidates (initial shortlisting). Ensures documents are ready for interviews and participates in recruitment interview panels for all �D� band staff up to Section Heads level (D4). Reviews and approves all junior level and casual labour recruitment and ensures that requisite policies and procedures have been followed. Develops manpower policies and strategies for the station and (with the assistance of various divisional heads) ensures the station has the right skills and competencies to achieve its business objectives. Develops and implements appropriate succession and retention strategies for all departments. Implements, reviews and maintains the Zimbabwe Power Company�s performance management system and policy at the station. Ensures performance targets are set and reviewed within stipulated deadlines. Manages the performance review process and ensures all departments undertake reviews within stipulated timelines. Continuously researches and advises on best practice in performance management policies and processes to improve on organisational performance and effectiveness. Administers and manages compensation and benefit plans for station staff in compliance with Company standards and policies. Ensures that all staff have received their payslips by stipulated deadlines. Reviews and manages staff costs and ensures these are maintained within stipulated limits. Administers the Company Code of Conduct. Interprets and advices line managers/ supervisors on the application of the Code of Conduct. Acts as the Secretary/ Advisor the Station Disciplinary Committee. Interprets and advices line managers/ supervisors on the provisions of the Labour and Factory and Works Act. Represents the station at the various labour courts on labour relations cases. Receives, reviews industrial relations issues and workers committee grievances and advises both management and staff accordingly. Coordinates Works Council Meetings, Station General Meetings, Grievance Hearing and other industrial relations related forums with the view of promoting harmonious industrial relations. Manages the communications procedures and movement between management and staff with the view of promoting harmonious industrial relations. Facilitates training on industrial relations, code of conduct and grievance handling procedures with relevant staff. Develops, implements and reviews clinics operational policies and procedures. Ensures that the clinics are adequately resourced with required staff and equipment. Authorises all recurrent expenditure for clinics. Determines clinic fees structure and ambulance fees to be charged to ZPC and non-ZPC clients (in liaison with Finance Department). Recommends and oversees the implementation of community health and hygiene programs. Ensures the company has the requisite welfare programs and facilities in place. Develops, implements and reviews staff welfare policies and programs. Determines the selling prices of food items and accommodation tariffs for the guest house, social clubs and canteens. Oversees the management and provision of amenities in the company houses and coordinates consultative meetings with representatives of Residence Associations. Provides counseling services to staff and their families. Oversees the management of ZPC schools by participating in P.T.A meetings and resolving problems as and when they arise. Manages relationships with stakeholders in the stations areas of Operation � these include but are not limited to the District Administrators Officer, Town Board, Rural District Council and Chiefs. Identifies in liaison with line managers training needs within the entire staff base. Develops and maintains up to date training and personal development plans for all staff. Produces and implements yearly training calendar for the station. Delivers and coordinates appropriate training programs to address identified needs. Monitors staff training programs and ensures personal and organisational goals are met. Develops and monitors the training budget to ensure training is within budget. Produces materials for in -house training. Evaluates both individual training and overall training. Identifies in liaison with line managers of appropriate training service providers. Develops succession plans for the Station. Manages the transport department of the station. Ensures the station has adequate vehicles and that these vehicles are well maintained. Monitors fuel stocks and manages fuel usage. Allocates operational vehicles and monitors their use. Manages and maintains all staff records. Manages subordinates. This includes overseeing the selection, performance, training and exit of staff in the HR department. Develops and manages the Human Resource Department budget. Ensures department complies with SHEQ Policies and Procedures. Completes any other tasks as assigned by the General Manager � Hwange. How best to implement the performance appraisal system. Recruitment and selection process of non-managerial employees and managerial employees up to D4. Action to be take on ill-disciplined non-managerial employees. Selection of training course(s) participants. Development of staff development plans for station employees. When and how to conduct employee exit interviews. When and how to implement all HR related audits. How to allocate resources within department. How to deal with HR related stakeholder issues. Advises the workers committee and works council on policy and legal provisions. Performance ratings of subordinates. Mistrust by other employees on the implementation of the recruitment and selection process. Constant intrusion into incumbents duties by line management and section heads. Managing limited resources (cost and labour budget). Managing disciplinary cases. Managing industrial relations. Managing relations with key stakeholders. Coping with an incessantly changing regulatory environment. Manages the recruitment and selection of staff. Ensures manpower adequacy and development develops divisional budget and manages costs in the department. Implements SHE programs. Coordinates Works Council and Workers Committee meetings and implements any resolutions made. Implements performance management policy and programs. Manages/ oversees the execution of all HR related Audits. Develops and implements staff succession plans. In addition, the incumbent works with an annual human resources strategy and is expected to implement, monitor and report on the same.

Job evaluation subgrade: E