Human Resource Manager Messenger Driver, General Hand(s), HR Clerk, Drivers, Salaries Officers, Divisional HR Officers, Receptionist Supports the accomplishment of the Reformed Church in Zimbabwe goals through the development, implementation and review of best practice Human Resources policies and strategies Performs recruitment, selection and placement activities for vacancies for non-managerial staff;Manages the payroll for the entire organisation;Deals with matters related to promotion, discipline, transfer and retirement for non-management staff;Maintains up to date staff records and maintains them in strict confidence;Handles terminations of employment contracts and industrial attachment for students;Ensures implementation and compliance to all human resources management policies;Assists in the regular review of all aspects of conditions of service, code of conduct and grievance procedures for staff to ensure their continued effectiveness;Assists staff to understand the conditions of service and code of conduct and facilitate compliance with these instruments;Ensures the maintenance of a harmonious industrial relations climate;Attends to all industrial relations issues within the Reformed Church in Zimbabwe;Keeps management adequately informed on the prevailing human resources situation by producing relevant periodic reports;Coordinates works council meetings, sits in works council meetings and performs secretarial duties for the council;Manages fleet of vehicles;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;Assists in the implementation of recommended performance management programs;Assists in administering staff benefits schemes and attending to staff welfare issues and requests;Assisting in handling health and safety issues including processing workers compensation through NSSA�s WCIF scheme;Processes staff leave and updates employee records accordingly;Assists in the facilitation of hearings, that is internal and at the NEC, Ministry of Labour, arbitration and Labour Court;Carries out other relevant duties as delegated by 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 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: C