General Secretary HR Officer and Salaries Officer Supports the accomplishment of the Reformed Church in Zimbabwe goals through the development, implementation and review of best practice Human Resources policies and strategies Develops and reviews Human Resource strategies, policies and procedures in support of the Reformed Church in Zimbabwe�s vision and mission;Interprets the organisation�s policies and labour legislation and ensures the organisation complies with the same;Manages the organisation�s recruitment, selection, promotion and employee transfer and exit processes and ensures that all departments and sections are adequately staffed;Handles terminations of employment contracts and manages the contract renewal process;Develops, reviews and oversees the implementation of the organisation�s performance management system and policy;Recommends and administers approved compensation and benefit plans in compliance with the organisation�s standards and policies; Manages the payroll for the entire organisation;Recommends and manages the approved welfare support programs for employees;Manages staff satisfaction and, develops and implements programmes designed to improving the same; Manages industrial relations in the company and is responsible for maintaining employee discipline;Administers the organisation�s code of conduct and assist management and staff in interpreting and applying the same,Coordinates the activities of workers committees and works council;Develops and implements appropriate succession and retention strategies for all departments;Manages and maintains all staff records;Develops and manages the Human Resource Department budget;Oversees the learnership and development programs of graduate trainees, apprentices and attach�s;Keeps management adequately informed on the prevailing human resources situation by producing relevant periodic reports;Manages fleet of vehicles;Develops and manages the training calendar and maintains training records and other relevant documents;Assists departmental heads in identifying staff training needs and interventions;Assists in coordinating the implementation of Reformed Church in Zimbabwe Training Policy and assessing value from the same;Conducts assessments on relevant staff developmental programs to be undertaken;Completes all other tasks as assigned by the General Secretary Management and HR Reports (Monthly) Follow up meetings (Adhoc) ,Routine checks (Daily),Progress Reports (Monthly) Coordinating the staff training calendar and activities;Organising works council meetings;Labour budgets;Performance Appraisal administration;Report Writing  Minimum B.Soc.Sc. Sociology Degree, B.Com Human Resource Management or equivalent.Post �graduate Diploma in Labour Economics, Human Resources Management, IPMZ Personnel or Training Diploma or equivalent is a must.A Masters in Business Administration or other relevant Masters Degree is an added advantage  7- 9 years Candidates must have a thorough understanding of the various labour legislations and labour relations issues;Must have proven experience in Human Resource strategy and policy implementation;Must have demonstrated experience in staff recruitment and development;Must be able to develop and implement staff retention and optimization policies;Must have excellent human resource planning and problem solving skills;Must have demonstrated experience in Project Management for Human Resources projects;Must have demonstrated performance management/ monitoring and coaching skills;Must have pay excellent attention to detail;Must have good interpersonal skills;Good communication skills both oral and written;Highly self-driven and able to work with minimal supervision;Computer literacy, proficient in Microsoft Word, Excel, Publisher amongst others How best to implement the performance appraisal system;Recruitment and selection process of non-managerial employees;Action to be take on ill-disciplined non-managerial employees;Selection of training course(s) participants;When and how to conduct employee exit interviews;When and how to implement head-count audits.When to review organizational structure so that it is in line with the organisations� needs;How to allocate resources within department;Advises the workers committee and works council on policy and legal provisions;Advises on job grading decisions;Performance ratings of subordinates Listed below are the typical work related problems that may be experienced in this position,This job is a people driven job that may have many walk-in customers (employees). This may place a demand on time and therefore bring in an element on pressure on the incumbent.Industrial relations is a sensitive area that involves interpretation of the law and litigation.The job requires input from multiple function/ departments that do not report to the incumbent. This may affect the KRA of this job and the ability to meet agreed deadlines.Department does not have a vehicle for flexibility e.g. when attending court cases and meetings,Lack of office equipment and material to use in the department,Lack of support in implementing Human Resources strategies

Job evaluation subgrade: E