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. 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. Interprets Company policies and labour legislation and ensures the company complies with the same. Manages Zimbabwe Power Company�s recruitment, selection and employee transfer and exit processes and ensures that all departments and sections are adequately staffed. 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 departments. Develops, reviews and oversees the implementation of the Zimbabwe Power Company�s performance management system and policy for the entire company (this includes all Zimbabwe Power Company business units). 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. The incumbent is also responsible for the company scholarship program � that is, implements the program within defined parameters. 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. Completes any other tasks as assigned by the Managing Director. How best to implement the performance appraisal system. Recruitment and selection process of non-managerial and managerial employees. Action to be take on ill-disciplined non-managerial employees. Selection of training course(s) participants. Development of staff development plans for company employees. When and how to conduct employee exit interviews. When and how to implement all HR related audits. How to review organisational structure so that it is in line with the business needs. 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. Advises management and staff on job grading decisions. Performance ratings of subordinates. Mistrust by other employees on the implementation of the recruitment and selection process. Operational hurdles due to unclear organogram. Constant intrusion into incumbents duties by line management and section heads. Managing limited resources (cost and labour budget). Managing disciplinary cases. Managing relations with key stakeholders. Managing conflicts within the workplace. 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 a five year and annual human resources strategy and is expected to implement, monitor and report on the same.

Job evaluation subgrade: E