HR Manager
Botswana
Purpose of the Role:
To be a “trusted advisor” to the site camp manager supporting site managers and teams through enhancing their capability to manage their people, implement change and build relations with key stakeholders (internal and external).
To utilise the talent development process and tools to provide and develop the diverse talent pipeline for the short term needs of the site.
To collaborate with the Business for the creation a high performance culture by supporting the implementation of team and organisation design solutions.
To work in partnership with site managers to provide professional HR advice, coaching and solutions that support the site in the identification and management of workforce issues and major change programmes.
To develop and implement workforce plans that support the site.
To support the development, integration and implementation of corporate HR policy and practice.
To establish and maintain effective and efficient workforce practices and relations within the site.
Key Responsibilities:
Organisational Design
Maintain the organisational structure for the site to ensure accuracy and alignment with operational requirements and with the payroll details.
Propose ad hoc adjustments to the organisational structure to meet operational changes and forward them through the camp manager for approval.
Reconcile the site organisational structure against actual staffing on a quarterly basis.
Maintain the library of job profiles for the site.
Screen each role profile received and makes necessary editions ensuring it is in line with the highest standards.
Talent Attraction and Management
Manage the recruitment, selection and appointment process (with the exception of expats and managers) for the site, ensuring that the right person for the job is appointed.
Ensure each employee signs his/her employment contract within the first two days of employment.
Conduct the induction of all new employees ensuring they are provided with appropriate information and guidance regarding the broader Company and their specific functions.
Analyse workforce information and productivity measures and work with site managers to implement the performance management and appraisal system.
Analyse the results of the process and facilitate the implementation of interventions to improve performance results.
Manage the succession planning process on the site.
Oversee terminations and exits according to policy guidelines.
Talent Development
Identify specific employment and development issues from workforce trends and staff feedback mechanisms.
Drive the implementation of training, mentoring and coaching programmes to address the identified need.
Monitor and assess the impact of the training on individual and site performance.
Workforce Modernisation
Act as an advocate of change and modernisation in support of Business and HR strategies.▪ Identify and implement workforce modernisation opportunities (including identification of new ways of working, role redesign and improved performance measurement systems) that support effective and efficient operations.
HR Practice Management
Champion best practice human resource management.
Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice. This will include the training and coaching of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.
Support the collection of HR metrics and measurement for the Business across a HR lifecycle.
Employee Relations
Lead management in employee relations and conflict resolution.
Manage and monitor conduct/misconduct, disciplinaries and grievances on the site.
Advise managers on complex employee relations issues.
Support the Business with employee and industrial relations by having knowledge of country-specific legislative requirements, an understanding of impact on the organisation and developing a relationship with the Department of Labour, unions, regulatory bodies and the community.
Encourage groups and individuals to work collaboratively by focusing on the common purpose of the team.
Coaching
Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design,implementation and leadership of change programmes, to the management of individual cases, in order toensure that all staff are managed efficiently and effectively and in accordance with organisational practice.
Enhance leadership capability through workforce models and development of people management skills.
Support managers in fostering a supportive culture through appropriate initiatives.
Equip site managers with appropriate tools and knowledge to effectively manage their teams in alignment with their short term and long-term organisational plans.
Administration and Reporting
Compile and submit management and statutory reports relating to human resource management on the site.
Monitor and address legal compliance issues to ensure that the organisation complies with local laws including rigorously managing expatriate compliance with immigration requirements.
Payroll Administration
Manage new engagement and exit documentation and submit it to Head Office.
Administer and file employee/payroll records, ensuring compliance with regulatory requirements associated with such documentation.
Check time-keeping records for compliance with established standards.
Professional and Technical Expertise
Provide HR expertise in cross-functional department meetings and with colleagues and external stakeholders to enable relevant decision-making.
Participate in external forums to acquire more technical expertise, benchmark, and build understanding of market trends, new methodologies and leading edge technology.
Required Knowledge and Qualifications:
Diploma or Degree in Human Resource Management
Valid drivers’ licence
Must have at least 10 years’ experience as a HR generalist, of which 4 must be in an advisory role
Willing to travel.
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