Overall Job Purpose.
To lead the human capital function across the organization’s diversified business units ensuring that organizational culture and talent capabilities are strategically aligned to a "lean and operationally linked" industrial model.
2. Key Responsibilities
A. Development and Implementation of HR Strategic Plan
- Strategic Alignment: Translate the Group’s "One-Stop-Shop" industrial strategy into a 3-year Human Capital Roadmap.
- Capital Productivity: Align HR initiatives with the Group’s goal of rebalancing the asset base, ensuring labor costs are "value-accretive" rather than just an administrative expense.
- Risk Mitigation: Develop contingency plans for Zimbabwe’s volatile macro-economic environment, focusing on business continuity and workforce stability.
B. Performance Management
- Balanced Scorecard Integration: Deploy a Group-wide performance framework that links individual KPIs to VFEX-listed shareholder value and divisional profitability.
- Results-Oriented Culture: Shift the performance narrative from "attendance-based" to "output-driven," specifically for technical teams in mining and logistics.
C. Talent Management & Succession Planning
- Critical Skills Pipeline: Identify and secure "high-impact" talent (Specialist Engineers, OEM Technicians, and Digital Sales Leads) essential for brands like Massey Ferguson and Scania.
- Executive Succession: Create a robust "Bench Strength" for the Group Executive Committee (EXCO) and Divisional Leads, ensuring seamless leadership transitions.
D. Organisational Culture and Change
- "One Organization" Culture: Harmonize the distinct sub-cultures of the various business units into a unified, high-performance "Organization Way."
- Change Agent: Lead the people-side of organizational restructuring, including right-sizing exercises and the integration of new OEM partnerships (e.g., following the Develon exit).
E. HR Analytics and Digitalization
- People Analytics: Implement data-driven decision-making by tracking metrics such as Revenue per Employee, Turnover Costs, and Training ROI.
- HRIS Optimization: Lead the full digitalization of HR processes (Payroll, Leave, Appraisals) to provide real-time reporting to the Board and GCEO.
F. Remuneration Management
- Value Preservation: Engineer competitive, multi-currency salary structures (USD/ZWG) that protect employee purchasing power against Zimbabwean inflation
- Incentive Design: Develop Short-Term (STI) and Long-Term Incentives (LTI) that reward operational efficiency and balance-sheet preservation.
G. HR Policies and Procedures
- Governance & Compliance: Ensure all Group policies are compliant with the Labour Amendment Act and ESG (Environmental, Social, and Governance) international best practices.
- Standardization: Maintain a Group Policy Manual that ensures equity across divisions while allowing for sector-specific flexibility (e.g., Agriculture vs. Mining)
Education & Experience:
- Degree: Bachelor’s degree in HR Management, Psychology, or Business Studies.
- Post-Grad: MBA or Master’s in Strategic HRM is highly preferred.
- Professional: Full member of IPMZ (Institute of People Management of Zimbabwe).
- Experience: 10+ years in HR, with at least 5 years at a Senior/Executive level within a large conglomerate or manufacturing environment.
Key Competencies:
- Commercial Acumen: Ability to read a Balance Sheet and understand how HR interventions impact the bottom line.
- Agility: Proven ability to manage people strategies in a hyper-inflationary or rapidly changing economic environment.
- Negotiation: A "velvet glove, iron fist" approach to industrial relations