To effectively plan, design, develop and evaluate human resources related initiatives that support organisational strategic goals. To lead strategic staffing plans, performance management, talent assessments, compensation and industrial relations. Responsible for the smooth and profitable operation of the company's HR and Administration department through strategy development, policy direction and staff supervision. Develops, implements and reviews Human Resource strategies, policies and procedures in support of the entire company�s business strategy; Interprets company policies and labour legislation and ensures the company and its divisions complies with the same; Manages Dairibord�s recruitment, selection and employee transfer and exit processes and ensures that all divisions are adequately staffed. The incumbent will be expected to sit in interview panels for senior positions. Develops manpower policies and strategies for the company and (with the assistance of various divisional heads) ensures the company has the right skills and competencies to achieve its business objectives; Develops and implements appropriate succession and retention strategies for all divisions; Develops, reviews and oversees the implementation of Dairibord�s performance management system and policy for the entire company; 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 in compliance with Company standards and policies. This includes performance and skills/ competency based rewards and undertaking market assessments and recommendations on the competitiveness of the company�s remuneration and supporting policies; Provides welfare support to employees. The incumbent initiates and oversees the implementation and management of any staff welfare programs that the company may adopt; 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. The incumbent is the custodian of the company Code of Conduct and is responsible for the development, review and application of the same; Coordinates the activities of workers committees and works council (and any other communication and negotiation forum) with the objective of ensuring a harmonious work environment; Develops, implements and reviews the company employees training and development policy and programmes with the goal of improving organisational effectiveness and productivity; Oversees  and coordinates annual training and development audits and makes recommendations on skills gaps and required interventions; Oversees the learnership and development programs of graduate trainees, apprentices and attach�s. Provides expert advice on the development and implementation of organisational structures that support the business strategy. The incumbent is expected to continuously research and advise on the best practice in organisational design to increase organisational effectiveness; 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 for the entire company (divisions and business units); Manages company property portfolio. Manages company administration  portfolio. Develops and implements company administration policy. Decides on the HR strategy and structure of the department in line with Company strategy. Decides on Training programs and choice of service providers and presenters on the same. Decides agendas of the works council and when to conduct such meetings. Decides welfare budgets for staff. Decides staff hires and terminations (except Executives and Senior managers which is done in liaison with Chief Executive). Decides on compensation strategies and structures of remuneration. Decides admin processes and systems. Decides rentals and related issues to company properties. Decides how best to deal with industrial relations matters. Dealing with dual and or multiple focus on various stakeholders(staff, management, Executives, shareholders). Dealing with grey areas - using discretion to best address unclear areas. Ensuring adherence to policies and procedures. Balancing motivation and cost of doing so. Change management. Restructuring and re-organisations. Filling positions with high quality candidates Engagement and retention problems. Minimum B.Sc. Sociology or Psychology Degree, B.Com Human Resource Management or equivalent is required. Post �graduate Diploma in Labour Economics, Human Resources Management, IPMZ Personnel or Training Diploma or equivalent is a must. 10 years relevant managerial experience in Human Resources Management and/ or Labour Relations, 5 years of which should be in a senior managerial job. A Masters in Business Administration or other relevant Masters Degree.

Job evaluation subgrade: E