Job Title:\u00a0People & Culture Manager
\nLocation:\u00a0Simonga, Livingstone, Zambia
\nReports To:\u00a0CEO
\nDepartment:\u00a0Administration
\nJob Type:\u00a0Full-Time
\nMission:
\nOur mission is to serve rural and vulnerable children and adults of the Simoonga community by providing inclusive, holistic and high-quality education, skills development and employment opportunities.
\nThe Opportunity:
\nThe People and Culture Manager plays a central role in fostering a positive and inclusive work and learning environment. The People and Culture Manager will lead and direct staff recruitment, retention and engagement, implement organisational policies, advise on and oversee performance management, and lead routine human resource functions. This position will ensure alignment of employee wellbeing initiatives with organisational values and strategic direction.
\nQualifications & Experience:<\/p>\n
Bachelor\u2019s degree in Human Resources Management, Business Administration, or a related field
\nMaster\u2019s Degree added advantage
\nMembership with the Zambia Institute of Human Resource Management (ZIHRM) is mandatory
\nMinimum of 5 years of HR experience, including at least 2 years in a managerial role.
\nExcellent interpersonal, communication, and leadership skills
\nHigh level of integrity, confidentiality, and emotional intelligence
\nExperience with safeguarding policies and donor-funded program operations is a strong advantage
\nAbility to work independently but also as a strong member of a team.
\nStrong understanding of Zambian labour laws
\nProficient with Microsoft Office \u2013 Word, Excel, PowerPoint, Teams, etc
\nGood written and verbal communication skills in English
\nExcellent organisational skills and the ability to prioritise work effectively
\nStrong problem-solving skills and professional initiative
\nWillingness to relocate to Livingstone<\/p>\n
Key Responsibilities:
\nRecruitment and Staffing<\/p>\n
Develop and execute recruitment strategies and systems which attract talent and also align with organisational recruitment policies, practices, values and vision
\nLead transparent and inclusive recruitment and onboarding processes in consultation with other staff and managers based on departmental needs<\/p>\n
Employee Wellbeing & Management<\/p>\n
Bridge management and employee relations by addressing demands, grievances, or other issues.
\nManage the diversity, equality, and inclusion values and practices
\nPromote positive health and well-being
\nDevelop and implement performance appraisal systems.
\nProvide support and coaching to managers and employees on performance improvement strategies
\nSupport line Managers to lead on disciplinary processes and ensure that they comply with internal policies and procedures and national legislation
\nConsider opportunities to strengthen employee engagement
\nWork with SLT to conduct an annual pay review process and make recommendations to the pay review panel
\nConduct regular benchmarking and reviews to ensure organisational pay and benefits remain competitive<\/p>\n
Values & Culture<\/p>\n
Promote a positive and inclusive work environment
\nServe as a values ambassador across the organisation. Identify opportunities for how we can do even better to live by our core values
\nEnsure that our core values are embedded across all our operations \u2013 including hiring, performance management, and professional development.
\nPromote an inclusive, participatory work environment \u2013 create a sense of belonging among all colleagues and partners, respecting and celebrating differences across the organization.<\/p>\n
Training and Development<\/p>\n
Identify training needs and organise relevant development programs
\nEnsure that a strong, cost-effective Continued Professional Development programme is in place, which supports career development at all levels
\nBuild and maintain a culture of learning and improvement, providing support and opportunities for individuals and teams to develop and be empowered
\nSupport the development of leadership capability and confidence<\/p>\n
Policy Development and Compliance<\/p>\n
Develop and update HR policies and procedures, including staff policies and employee handbooks
\nEnsure the HR systems and processes reflect current best practice, meet the needs of staff, volunteers and managers and align with organisational values
\nEnsure compliance with local labour laws and industry regulations<\/p>\n
HR Administration & Planning<\/p>\n
Ensure that all staff contracts are up to date and registered with the labour office as applicable
\nEnsure that all staff documents and files are up to date
\nEnsure that all staff have up-to-date job descriptions that accurately reflect roles and responsibilities
\nOversee and manage employee leave processes, including annual, sick, maternity, and compassionate leave, ensuring accurate tracking, compliance with Zambian labour laws, and timely communication with staff and managers
\nProvide reports on activity as required by the CEO or Board of Governors
\nContribute proactively to the development and delivery of all areas of the strategic plan and organisation-wide work, including workforce planning, sustainability, digital developments, HR matters, policies and procedures, and organisational development
\nWork in close partnership with other members of SLT to ensure effective and seamless service development, delivery and reporting<\/p>\n
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