Human Resources Manager
\nJob Advert
\nAbout the Project
\nFrankfurt Zoological Society (FZS) is a global conservation organisation dedicated to protecting biodiversity and wilderness areas through sustainable resource management, partnerships, and promoting environmental and social equity.
\nIn Zambia, Frankfurt Zoological Society (FZS) works in partnership with the Department of National Parks and Wildlife (DNPW) through the North Luangwa Conservation Programme (NLCP) to protect and conserve the North Luangwa landscape. The NLCP supports effective and efficient protected area management, with a wider focus on empowering communities to manage natural resources in the Game Management Areas adjacent to the park.
\nAbout the Position
\nThe\u00a0Human Resources Manager (HRM)\u00a0plays a pivotal role in cultivating a productive, equitable, and legally compliant work environment that aligns with the organisation\u2019s conservation mission. As the primary point of contact for HR matters, the HRM provides hands-on guidance and technical support to managers and staff across sites, bridging the gap between central HR functions and field operations.
\nThis role is central to delivering high-quality human resource services across the employee lifecycle\u2014including recruitment, onboarding, performance management, employee relations, training, HR operations, and compliance. The HRM ensures that all HR processes are efficient, inclusive, and aligned with both organizational values and local labour laws.
\nA critical part of the HRM\u2019s function is the effective use of the Human Resources Information System (HRIS), leveraging it to maintain accurate data, streamline workflows, generate insights for decision-making, and enhance the overall employee experience.
\nBy supporting managers and employees across functions, the HRM strengthens internal capacity, drives accountability in HR practices, and contributes to a resilient and engaged workforce, especially in a remote and field-based context.
\nThe position reports to the Programme Manager, with a dotted line to the Senior Human Resources Manager and collaborates closely with the project operations and administrative leadership. Although the role has no direct reports, it has a high functional influence across departments.
\nYour Tasks
\nHR Operations & Compliance<\/p>\n
Maintain accurate, up-to-date employee records and documentation in line with organisational and legal requirements.
\nPromote consistent application of HR policies and ensure compliance with local labour laws and organisational standards.
\nFacilitate regular communication and awareness sessions on employee obligations, responsibilities, and key HR procedures.
\nConduct routine internal audits of HR files and ensure full compliance during audits, inspections or donor reviews.<\/p>\n
Recruitment, Onboarding & Workforce Planning<\/p>\n
Coordinate end-to-end recruitment processes (advertising, shortlisting, scheduling, interviewing, and placement) for both staff and Scouts.
\nAdvocate for gender balance and local representation during recruitment, especially for community-linked roles.
\nFacilitate seamless onboarding and induction experiences that build understanding of roles, expectations, and organisational values.
\nTrack contract expiries and proactively notify managers to ensure timely renewals or offboarding decisions.<\/p>\n
Performance & Talent Management<\/p>\n
Monitor appraisal timelines and support managers in delivering timely, constructive, and measurable performance evaluations.
\nPromote a performance culture by ensuring KPIs are developed using both qualitative and quantitative metrics.
\nTrack and document performance issues and development needs to support succession planning and continuous improvement.<\/p>\n
Employee Relations & Engagement<\/p>\n
Serve as the first line of support for staff concerns, grievances, and employee feedback.
\nPromote a positive, respectful, and inclusive work culture by applying both informal and formal resolution methods.
\nEnsure grievance and disciplinary processes are understood and consistently applied in accordance with policy.
\nSupport regular engagement forums, including Workers\u2019 Committee meetings, to strengthen employee participation.<\/p>\n
Payroll & Benefits Administration Support<\/p>\n
Review monthly timesheets for accuracy and completeness; escalate discrepancies for resolution.
\nSupport monthly payroll processing by verifying input data, contract changes, and benefit adjustments.
\nDistribute pay slips and employment information to staff without computer access, ensuring confidentiality and accessibility.<\/p>\n
Training & Staff Development<\/p>\n
Coordinate logistics for internal and external trainings, workshops, and skills development initiatives.
\nFacilitate access to tailored learning opportunities for non-literate or semi-literate staff through appropriate delivery methods.
\nMaintain complete and accurate training records within the HRIS for reporting and audit purposes.<\/p>\n
HRIS Management<\/p>\n
Ensure timely and accurate updates of employee data across onboarding, transfers, exits, attendance, and leave.
\nTrain and support users in navigating the HRIS platform, including managers and field supervisors.
\nGenerate reports to inform HR planning, compliance monitoring, and workforce analytics.
\nTroubleshoot user issues and support system adoption to enhance HR service delivery across the organisation.<\/p>\n
Field HR Support & Employee Welfare<\/p>\n
Conduct routine field visits to ensure staff have direct HR access and support in remote locations.
\nMonitor and coordinate employee welfare initiatives such as housing, health & safety, medical support, and uniform provision.
\nServe as a trusted HR presence in the field, strengthening relationships and addressing issues in real-time.
\nPromote occupational health and safety standards across all work sites, in collaboration with operations teams.<\/p>\n
\u00a0
\n\u00a0
\nYour Profile
\nQualifications & Experience
\nDegree in Human Resource Management, Industrial Psychology, or a related business field.
\nMinimum of 5 years\u2019 experience in an HR management role, preferably in an NGO or remote setting.
\nExperience with HRIS systems for onboarding, attendance, and reporting.
\nUnderstanding of local labour laws and practices.
\nExperience working with low-literacy or mixed-skill teams is an advantage.
\nMember of Zambia Institute of Human Resources Management
\n\u00a0
\nSkills & Competencies
\nStrong interpersonal and cross-cultural communication.
\nHigh attention to detail and administrative precision.
\nConflict resolution and active listening.
\nField-readiness and flexibility in workstyle.
\nProficient in Microsoft Office and basic reporting tools.
\nWillingness to work in a remote location
\n\u00a0
\nBehavioural Attributes
\nEmpathetic and approachable.
\nCulturally respectful and inclusive.
\nDiscreet, trustworthy, and principled.
\nAdaptable and proactive.
\nCommunity-oriented with a service mind-set.
\n\u00a0
\nWhat We Offer
\nA chance to support a meaningful conservation impact.
\nA supportive and mission-driven team environment.
\nAccommodation and field support.
\nOpportunities for professional development.
\n\u00a0
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