HR Manager – Malawi at Boardroom Appointments – Global Human and Talent Capital

Minimum requirements:

• Minimum bachelors degree minimum in HR Management.
• Experience as a HR generalist coupled with extensive ER specialist experience.
• Minimum of 8 years HR experience at a senior manager level.
• Extensive knowledge of Labour Law, and broad Union exposure.
• Strong recruitment experience and demonstrated ability to improve staff retention strategies.
• Strong organizational, critical thinking and communication skills.
• Attention to detail.
• Able to work cross functionally and engage with all the necessary stakeholders.
• Registered Skills Development Facilitator, Moderator and Assessor will be advantageous

Responsibilities:

• Lead and supervise the HR team, providing guidance and direction.
• Ensure that performance management, recruitment planning, and execution are carried out effectively, providing appropriate guidance and action to stakeholders.
• Offer expert support to Business Line Managers, assisting with various HR-related matters.
• Oversee and manage all disciplinary hearings or proceedings.
• Collaborate with Managers to effectively manage and resolve complex employee relations issues.
• Mitigate risk to the business by overseeing and managing HR and IR processes.
• Ensure alignment of all processes with legislation, company policies, procedures, and precedent.
• Manage and monitor all employee relations matters, compiling monthly statistics reports as needed.
• Implement streamlined HR reporting for the Malawi and Zimbabwe region to the Regional Office.
• Manage and oversee requirements related to external audits.
• Actively participate in Union negotiations and handle any necessary correspondence or actions with Trade Unions.
• Take responsibility for job grading and gap analysis.
• Support talent management and employee development by identifying potential talents and creating succession plans for key roles.
• Ensure fair management practices to protect the company from risk.
• Design an HR strategy which is aligned to the unique requirements of the business.
• Ensure that the implementation of this strategy is managed, monitored, and reported upon on a regular basis.
• Ensure optimal, efficient and correct levels of resourcing across the business, as well as give direction/input in the decision making of senior appointments within the area in accordance with the applicable policies and legislation
• Establish the resourcing requirements of the business by developing relationships and working with key stakeholders.
• Oversee the recruitment process to ensure that the right people are attracted and selected into the organisation
• Ensure that new hires are optimally inducted through various on boarding programmes
• Ensure that all appointments, transfers and promotion practices comply with company policies and procedures as well as the relevant labour legislation.
• Reward, Remuneration & Recognition
• Ensure that all remuneration processes are set up in accordance with the policy.
• Accountable and responsible for co-ordinating the Annual Salary Increase process.
• Accountable & Responsible for co-ordinating the Annual Bonus process.
• Drive the implementation of the company recognition programme, as well as develop other reward and recognition initiatives specific to the requirements of the business.
• Ensure disciplined execution of the Performance Management process and the cascading of KPIs to ensure strategy execution.
• Ensure that line managers and employees are familiar with the philosophy and principles underpinning our Performance Management Process as well as the VPP
• Ensure that line managers are able to set Smart KPI”s (key performance indicators) for employees
• Track poor performance in the business and report on these cases as well as ensure that appropriate corrective actions are taken
• Ensure that line managers are supported with disciplinary and performance issues
• Respond to all grievances lodged and resolve accordingly
• Ensure legal compliance pertaining to our policies and procedures as well as the LRA,
• Career Management & Talent Management
• Ensure that a training needs analysis is conducted for all employees across the business
• Ensure that a Skills Matrix is developed for key technical areas
• Ensure that training and development initiatives are linked to the strategic objectives and requirements of the business, as well as ensuring career development for employees
• Ensure the ongoing development of leadership talent
• Ensure that key talent is identified and that an appropriate retention strategy is implemented for these individuals
• Work with line managers to design bespoke training programmes as required by the needs of the business.
• Drive the implementation of the company’s transformation strategy, especially the areas of Employment Equity and Skills Development and Broad-Based Black Empowerment.
• Daily operations and other
• Oversee all daily operations of the HR function ensuring a positive employee experience at all times
• Manage all legislative and compliance requirements.
• Focus on aspects such as change management, transition management, conflict management, team development and various other people management interventions to ensure that employees remain engaged and committed to the company
• Manage an HR team who will be responsible for the execution of the People & Culture strategy across the various Lines of Businesses and Regions.