Group Chief Executive Officer Human Resources Managers X2, Industrial Relations Advisor, Training Manager, Pensions Manager, OD Manager, Health and Education Officer Develops, implements and reviews best practice Human Resources policies, procedures and strategies in line with the goals and targets of the company and also in a manner that meets the company�s responsibility to its employees and other stakeholders. HR POLICIES AND PROCEDURES
1. Develops, implements and reviews Human Resource strategies, policies and procedures in support of the company�s business strategy while fulfilling its obligations to its employees;
2. Interprets Company policies and labour legislation and ensures the company complies with the same;
RECRUITMENT AND SELECTION
3. Manages ZBFHL�s recruitment, selection and employee transfer and exit processes and ensures that all departments and sections are adequately staffed. 
RESOURCING
4. 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;
5. Develops and implements appropriate succession and retention strategies for all departments;
PERFORMANCE MANAGEMENT
6. Develops, reviews and oversees the implementation of the ZBFHL�s performance management system and policy for the entire company (this includes all ZB business units);
7. Advises on best practice in performance management policies and processes to improve on organisational performance and effectiveness;
REMUNERATION MANAGEMENT
8. 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;
EMPLOYEE RELATIONS AND STAFF WELFARE
9. Provides welfare support to employees. The incumbent initiates and oversees the implementation and management of any staff welfare programs that the company may adopt;
10. Manages employee engagement and satisfaction indices and, develops and implements programmes designed to improving the same;
11. 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;
12. 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;
ORGANISATIONAL DEVELOPMENT
13. Develops, implements and reviews the company employees training and development policy and programmes with the goal of improving organisational effectiveness and productivity;
14. Oversees  and coordinates annual training and development audits and makes recommendations on skills gaps and required interventions;
ORGANISATIONAL DESIGN
15. 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;
HUMAN RESOURCES ADMINISTRATION
16. Manages and maintains all staff records;
17. Manages subordinates. This includes overseeing the selection, performance, training and exit of staff in the HR department;
18. Develops and manages the Human Resource Department budget;
19. Performs any other tasks as assigned by the Group Chief Executive Officer.
 Report  review 
Executive Meetings 
Meetings 
Performance Reviews 
 Meetings
Report Reviews
Performance Appraisals

Review Reports
Approvals
Performance Appraisals
  H Manages the recruitment and selection of staff;
 Ensures manpower adequacy and development;
 Develops divisional budget and manages costs in the department;
 Pension Investments;
 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 a five year and annual human resources strategy and is expected to implement, monitor and report on the same
  b. Minimum B.Soc.Sc. Sociology Degree, B.Com Human Resource Management or equivalent is required.
c. Post �graduate Diploma in Labour Economics, Human Resources Management, IPMZ Personnel or Training Diploma or equivalent is a must.
d. A Masters in Business Administration or other relevant 
 Labor Law Training
 Industrial Relation Training
 NSSA- SHE Training
 HIV (AIDS) Training
 HR Strategy Management
 14 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 optimisation policies;
 Must have excellent human resource planning and problem solving skills;
 Must have demonstrated experience in Human Resource Project Management;
 Must have demonstrated performance management/ monitoring and coaching skills;
 Must have pay excellent attention to detail;
 Must have good interpersonal skills;
 Must have excellent communication skills, both oral and written;
 Must be a highly self-driven and able to work with minimal supervision;
 Computer literacy, proficient in Microsoft Word, Excel, Publisher amongst others.
  Decides on organisational design
 Decides on systems to implement eg Job Evaluation, Performance Management
 Decides on compension and rewards � will be guided with salary surveys
 Decides on positions to recruit upto executive levels
 Decides on investment decisions as the pension principle officer
 Decides Health Department 
 Decides on Human Resources and Training Budget
 Decided on IR Issues
  Ensures consistent application of human resources policies 
 Decisions made at Board Level � some will have a negative impact
 Ensures that staff are engaged all the time
 Managing Overtime
 Contractual Issues on pension property- Estate Agencies Investments
 Managing disciplinary cases;
 Managing relations with key stakeholders;
 Managing conflicts within the workplace;
 Coping with an incessantly changing regulatory environment


Job evaluation subgrade: D