Human Resources and Administration Manager

Human Resources Manager

stores administrator supervisor

Head of Human Resource, Acting Director of Corporate Services and Human Resource and Administration Manager, Group Human Resources Manager

DB Administrator

Site Human Resources Manager

Director, Human Resources

Group Organization and Methods Analyst

Projects, Properties and Investment Manager

HR Executive

Human Resource Manager

Human Resources Officer

Reformed Church in Zimbabwe

Acting HR Manager

Human Resources and SHERQ Manager

Actng Operations Manager

HR Business Partner

Senior  Hr  Officer

Acting Chief HR Officer

Human Resources and Admin Manager

Executive-HR Zimbabwe, Botswana

Group Human Resources Executive

Head of People and Culture

Assistant Registrar

Human Resources Director

Head Human Capital & Administration

Chief People Officer

Job Location: East AfricaJob Purpose:The Chief People Officer (CPO) is responsible for leading the organization's people strategy, fostering a high-performance culture, and implementing talent development initiatives that align with the company's pan-African expansion goals. The CPO will champion diversity, employee engagement, and organizational culture, ensuring the organization attracts, retains, and develops top talent while building a resilient and adaptable workforce across all regions. The role also includes ensuring operational efficiency in HR functions and strict compliance with local and international labour regulations, maintaining high standards across all operations and practices.&nbsp;KEY DUTIES AND RESPONSIBILITIES. Core Responsibilities<ol><li class="ql-align-justify">Talent Acquisition and Retention</li></ol><ul><li class="ql-align-justify ql-indent-1">Strategic Recruitment: Oversee recruitment strategies that attract high-calibre talent across African markets, aligning with the organization's growth goals.</li><li class="ql-align-justify ql-indent-1">Retention Programs: Develop and implement initiatives to enhance employee satisfaction and retention, minimizing turnover and retaining top performers.</li><li class="ql-align-justify ql-indent-1">Employer Branding: Build the organization 's reputation as an employer of choice through targeted employer branding and employee value proposition programs.</li></ul><ol><li class="ql-align-justify">Organizational Development and Culture Building</li></ol><ul><li class="ql-align-justify ql-indent-1">Culture and Values Alignment: Drive initiatives that promote and reinforce the organization's core values, fostering an inclusive, purpose-driven culture.</li><li class="ql-align-justify ql-indent-1">Diversity, Equity, and Inclusion (DEI): Lead DEI programs that ensure a diverse and equitable work environment, reflecting the organization's commitment to inclusive growth across African markets.</li><li class="ql-align-justify ql-indent-1">Employee Engagement: Design and implement engagement programs that foster a strong sense of belonging, collaboration, and accountability across teams.</li></ul>&nbsp;3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Performance Managemento&nbsp;&nbsp;Goal Setting and Feedback: Develop and implement a comprehensive performance management process that emphasizes clear goal setting and continuous feedback on individual performance, fostering accountability and alignment with the organization's objectives.o&nbsp;&nbsp;Adaptation and Monitoring: Regularly monitor the effectiveness of the performance management process and make data-driven adjustments to ensure it evolves in line with the organization's maturity and market dynamics.<ol><li class="ql-align-justify">Learning and Development</li></ol><ul><li class="ql-align-justify ql-indent-1">Leadership Development: Develop and implement leadership programs that prepare current and future leaders to support the organization's strategic goals and expansion, drive change and development.</li><li class="ql-align-justify ql-indent-1">Development Programs: Establish training and development initiatives that enhance skills, drive performance, and support career growth at all levels.</li></ul>5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Compensation and Benefits<ul><li class="ql-align-justify ql-indent-1">Compensation Strategy: Oversee the design and implementation of competitive compensation structures, ensuring alignment with market standards and business goals. Align salary structures and incentive systems to reinforce company culture and drive long-term business objectives.</li><li class="ql-align-justify ql-indent-1">Benefits and Wellness Programs: Develop benefits and wellness programs that support employee well-being and reinforce the organization's commitment to a healthy work environment.</li></ul><ol><li class="ql-align-justify">HR Operations and Compliance</li></ol><ul><li class="ql-align-justify ql-indent-1">HR Policies and Procedures: Establish and maintain effective HR policies that comply with local labour laws across all operating regions, ensuring best practices in employment standards.</li><li class="ql-align-justify ql-indent-1">Employee Relations: Manage employee relations programs, ensuring open communication, fair treatment, and conflict resolution mechanisms.</li><li class="ql-align-justify ql-indent-1">HR Metrics and Reporting: Use HR analytics to monitor key metrics (e.g., turnover, engagement) and make data-driven decisions to improve HR processes and performance.</li><li class="ql-align-justify ql-indent-1">HR Technology: Oversee the implementation and management of advanced HR tools and systems to support efficient operations, data-driven decision-making, and enhanced employee experience. Ensure that technology solutions align with the company's strategic goals and enable seamless HR processes.</li></ul><ol><li class="ql-align-justify">Strategic Workforce Planning</li></ol><ul><li class="ql-align-justify ql-indent-1">Succession Planning: Develop succession plans for key roles, ensuring a steady pipeline of talent to support the organization's future growth.</li><li class="ql-align-justify ql-indent-1">Workforce Optimization: Align workforce capabilities with strategic priorities, anticipating future needs and ensuring the right talent is in place across all regions.</li></ul>8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Change Management:o&nbsp;&nbsp;&nbsp;Strategic Implementation: Spearhead and oversee change management initiatives to drive seamless organizational transformations. Develop and execute structured plans that prepare the company for new processes and strategic shifts, ensuring alignment with the organization's long-term goals.o&nbsp;&nbsp;&nbsp;Employee Adaptation and Support: Lead efforts to guide employees through change, fostering resilience, and promoting a culture of adaptability. Provide clear communication and support tools to minimize disruptions and maintain productivity during transitions.&nbsp;MANDATORY REQUIREMENTS QualificationsEducation<ul><li class="ql-align-justify">Bachelor’s Degree in Human Resources/Psychology or any other relevant Social Science Degree. </li><li class="ql-align-justify">Master's degree in Human Resources, Organizational Development, Business Administration, or a related field.</li></ul>Experience<ul><li class="ql-align-justify">10+ years of progressive HR leadership experience, with a proven track record in talent strategy, culture building, and organizational development.</li><li class="ql-align-justify">At least 5 years experience as HR Executive or HR Director.</li><li class="ql-align-justify">Extensive experience in multi-regional or high-growth organizations, within emerging markets.</li></ul>

Head Human Resources

Deputy Manager, Legal

Human Resources and Administration  Manager

Human Resources Business Partner

Human  Capital Management Officer

Human Resources Attachee

General Manager

Group Human Resource Officer

Head of Human Resources

unemployed

Human Resource Assistant( volunteer)

HR Manager

HR Officer

Wildale Limited

Officer Wage Bill Management

Senior Assistant Registrar - Human Resources

HR site clerk

Seniour HR Officer

IT technician

Human resources

Human Capital Clerk

Sable Chemical Industries Limited

Human Resources Assistant

Administrative Assistant - Human Capital

HR MANAGER

Human resources officer

Forecourt Cashier

Zimbabwe United Passenger Company

Recruitment Consultant

Human Resources Officer- Regional

Humsn Resources Manager

Head Human Capital

Human Capital Consultant

Qualifications and Requirements.<ul><li>3 years of experience as an HR Business Partner</li><li>A Bachelor's Degree in Human Resources Management/ Psychology</li></ul>

Human Resources Graduate Trainee

HUMAN RESORCES MANAGER

Human Resources Executive

Travel Assistant

Health Service Manager (HR, Operations & Administration)

Head-Human Resources

Senior Human Resources Officer

Human Resource Specialist

Senior  Human Resources Practitioner

HR Assistant

Hr assistant

Pottershill Investments

HR Consultant

Human Resources Consultant

HR Administrator

Group Human Resources Manager

Entrepreneur

Group Head Human Resources and Administration

Head HR

HR Director

Snr HR and Payroll Officer

HUMAN RESOURCES SERVICES MANAGER

Recruitment Manager

Hivos Foundation International

Trek Petroleum

Site Human Resources Business Partner

Senior HR Officer

HRBP

Irvines Zimbabwe

Operations Assistant

Human resources Officer

Human Resources & SHEQ Officer

Current

HR attachee

Group HR Manager

Acting Operations Manager

Senior Human Capital and Administration Officer

Hyatt Regency

HR EXECUTIVE

Requirements<ul><li>A Bachelor's Degree in Human Resources or Psychology.</li><li>At least 5 years of experience with 3 years in a senior managerial role.</li></ul>

Unemployed

Notifications