PEOPLE & CULTURE (HR) BUSINESS PARTNER

About the job

With over 70 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.

Come join our 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children’s life stories!

Employee Contract Type

Local – Fixed Term Employee (Fixed Term)

Job Description

JOB TITLE: PEOPLE & CULTURE (HR) BUSINESS PARTNER

LOCATION: HARARE X1

PURPOSE OF THE JOB

To provide support in all facets of the employee life cycle through quality and efficient workforce planning, recruitment of staff, on-boarding, contract management, performance management, talent development, succession planning and payroll administration. The roles also ensures that there is industrial harmony by interpreting and implementing the HR Policies to staff, including identifying current and future people implications as well as developing and delivering integrated HR solutions for management decision-making.

Major Responsibilities

Implementation of P&C strategies and policies

• Providing assistance and guidance to managers and staff through elaboration, interpretation and application of human resource policies, programs, and practices.
• Coach managers on P&C and people management practices.
• Maintain current understanding of the NO strategy and people related issues by highlighting people implications as it pertains to various processes in the office
• Participate in the development of the annual P&C strategic plans.
• Produce and submit monthly reports on zonal P&C activities including reporting on the P&C score card/annual business plan
• Support in the process of reviewing policies on a need basis and advise managers and staff of any revisions.
• Facilitate and document yearly policy acceptance declarations by all staff

People & Culture Administration

• Provide full employee life-cycle support to hiring managers, including reviewing job profiles, posting, sourcing, interviewing in alignment with P&C guidelines and internal processes.
• Maintain data bank of potential candidates for future recruitment needs.
• Ensure proper filing of all recruitment documents
• Providing comprehensive induction and on-boarding program to new/promoted staff; lead in the implementation of the orientation program and present the P&C portion.
• Ensure efficient and effective contract management system is in place.
• Facilitate job evaluation and grading and coordinate periodic staff salary surveys to ensure a structured, fair, equitable and affordable remuneration system is established, applied and maintained in the organisation.
• Support the Audit processes by retrieving and providing information requested.

Staff Care & Industrial Relations

• Leading the implementation of Staff Assistance Life Threatening illness (SALTI) program in WVZ.
• Handle all staff grievances and the disciplinary issues in collaboration with line managers timeously and promptly for staff.
• Provide guidance, counselling, and training to managers and employees on procedures to handle grievance and discipline issues in line with the WVZ Code of Conduct and WV policies
• Facilitate Works Council and Trustees meeting for the National Office.

Drive employee engagement processes for the office by encouraging participation in Our Voice annual surveys and facilitate action planning.

• Drive Staff Care initiatives in the office including staff welfare recommendations and offering Peer Support to the staff who are in need of Peer Support in cases of critical incidents.
• Report and update cases on the Integrated Incident Management System including conducting investigations as requested

Chid Protection and Safeguarding

• Ensure that all cases of child protection and safeguarding are promptly dealt with in consultation with leadership
• Commit to do no harm to children/adult beneficiaries, respect all the rights of all beneficiaries and to uphold the best interests of children as a primary consideration in all actions and decisions
• Report any cases of safeguarding /child protection using the channels as provided for by the Safeguarding policy

Promoting a culture of performance to management and staff

• Elaborate and implement the protocol for performance agreements and review process this includes: facilitating the process, elaborating performance evaluation indicators in consultation with management.
• Support to effective management of staff development this includes; establish and monitor implementation of performance improvement plans and individual development plans that are in line with the NO capacity development strategies in collaboration with leadership.
• Provide effective guidance to staff on career advancement, development needs, learning possibilities.
• Support leadership in the implementation of strategic staffing policies in line with career development and succession plans.
• Ensures consistency in the implementation of P&C -related programs within the office such as rewards and recognition and employee development initiatives.
• Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the zone by analysing exit interview documents.
• Promote staff growth and development through capacity building initiatives

Implement Total Rewards Philosophy and Best Practices in Salaries Administration

• Prompt and accurate preparation and processing of payroll for National Office Staff.
• Ensure prompt processing of monthly statutory obligations.
• Reconcile monthly payroll activities for all employees to ensure that there are no ghost employees and that all staff are compensated as per their contracts and that the salaries bill is within the payroll budget.
• Ensure that statutory payment records are filed.
• Ensure the benefits plan and salary range is implemented and administered according to agreed procedures and policies/regulations.
• Ensure 100% compliance with statutory laws and other applicable legislations governing salaries and organizational policies through constant monitoring of changes in the environment.
• Ensuring payroll data integrity
• Conducting Salary surveys and advising leadership on gaps.

HRIS System Maintenance

• Management of employee data in HRIS System including Personnel Admin (Hires, Separations, Changes), Recruitment (Advert, Shortlisting), Leave Management, Work Unit Management, Contract Management.
• Extracting Queries for management analysis and decision-making.
• Supporting with Data Cleaning and maintaining data integrity in the system.
• Management of employee data in Our People including monitoring transactions pertaining to positions, job holders, cost centres, hiring and separation processes, employee data, contracts, leave management and track staff movements including updating organization structures.

Knowledge/ Qualifications

Bachelor’s Degree in Human Resources, Psychology, Business Administration or related field from a recognized institution

• At least 4 to 5 years’ supervisory experience in HR at a generalist role. In-depth understanding of Zimbabwe’s labour laws.
• Prior experience in INGO setting
• Detail oriented with strong analytical, problem solving and organizational skills
• Proficiency with using different training methodology and tools and good facilitation skills
• Excellent written and oral communication skills. Able to communicate complex ideas and business concepts in accessible terms. Able to exercise excellent professional judgment and strong influencing skills with senior managers
• Cross-cultural sensitivity, flexible worldview and emotional maturity and a team player
• Ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards practices, policies, procedures, regulation or government law.
• Ability to objectively coach employees and management through complex, difficult, and emotional issues.
• Strong business acumen with high service / customer orientation and demonstrated capacity to work as a business / ministry partner with managers
• Demonstrable professional credibility with key stakeholders either within WV or externally

Shortlisting to be done on a rolling basis.

Qualified Female candidates are encouraged to apply.

Applicant Types Accepted

Local Applicants Only