Indo Zambia Bank Limited
\nIndo Zambia Bank Limited is a commercial bank that has been operating in Zambia since 1984. With a branch network of 37 branches and 7 agencies across the country, the Bank has exciting career opportunities for individuals seeking to grow in the banking and financial services sector.
\nHUMAN RESOURCES DEPARTMENT
\n3. DEPUTY HEAD \u2013 HUMAN RESOURCES * 1
\nJob Purpose
\nThe Human Resources Department (HRD) is a strategic business partner and plays a vital link between Management and the general workforce. The HRD acts as a conduit between management and the general workforce on all issues pertaining to business partnering and HR operations such as Industrial Relations, Recruitment & Placement and Research and Development, Training, Payroll, and performance management.
\nThe role will deputize the Head of Department in executing the HR strategy and manage all HR risks.
\nThis Senior Management role will provide strategic and operational support to the Head of Department in the effective execution of departmental priorities and initiatives. Further, the role will supervise other officers in the delivery of strategic deliverables while managing all HR risks.
\nUnder the supervision of the Head of Human Resources, the following are among the key responsibilities:<\/p>\n
Key Responsibilities
\nHR Leadership and Management
\n\u25a0 Support the execution of the Bank\u2019s strategic HR agenda in alignment with Board directives and corporate objectives.\u25a0 Translate HR strategy into structured work plans, monitor implementation, and report outcomes.\u25a0 Lead the implementation of HR policies and strategies, ensuring effective communication and adoption across the organization.\u25a0 Contribute to the design and maintenance of robust internal controls within the HR function.\u25a0 Prepare and present timely, data-driven reports to the Head of HR for onward submission to the Board and shareholders.\u25a0 Oversee the coordination and performance of HR departmental units, ensuring alignment with strategic goals and resolution of audit issues.\u25a0 Mentor and coach managers, fostering professional growth and high performance.
\nEmployment Cycle
\n\u25a0 Conduct staff recruitment, orientation, placement, promotions, and separations\/staff employment exit in accordance with policies.
\nTraining
\n\u25a0 Initiate, design, and conduct Training and Development programmes that address general and specific needs, using preparatory, delivery, and evaluative (research) techniques.\u25a0 Set training standards and priorities through constant review of practices and policies.\u25a0 Identify training needs for personal and professional development using skills gaps analysis.\u25a0 Conduct surveys and research in training and development needs to meet new and demanding challenges in organizational development.\u25a0 Liaise with various training providers, consulting firms, and individuals to conduct training programmes that stimulate and enrich understanding of socio-economic, political, and business environments.\u25a0 Oversee smooth implementation of trainings delivered physically or virtually.
\nHR Advisory and Business Partnering
\n\u25a0 Provide expert guidance on career development, counselling, and succession planning.\u25a0 Advise management and departmental heads on HR practices, disciplinary matters, and employee relations.\u25a0 Facilitate the resolution of industrial relations issues and maintain constructive engagement with unions and external stakeholders.
\nIndustrial Relations
\n\u25a0 Guide management and implement all issues related to Industrial Relations and Labour or Employee-Management Relations.\u25a0 Liaise with unions and human resource contemporaries on Industrial Relations issues and practices, with a view to broadening the understanding of Industrial Law.
\nPerformance Management
\n\u25a0 Develop performance and results-oriented programmes, including performance management and appraisal systems, for both management and unionised staff.\u25a0 Track departmental KPIs and prepare consolidated reports for EXCO and the Nominations, Remunerations and Governance Committee of the Board.\u25a0 Recommend process improvements to enhance efficiency and quality of HR outputs.
\nManpower Planning & Succession Planning
\n\u25a0 Under the supervision of the Head \u2013 HR, oversee manpower and succession planning using tools such as performance appraisals, age, and job factors analysis.\u25a0 Maintain manpower records, including personal inventories of available skills, educational and professional abilities, and experience of serving staff.
\nPolicy Formulation & Implementation
\n\u25a0 Assist the Head \u2013 HR in developing, reviewing, and improving systems, policies, and procedures to meet the Bank\u2019s vision and mission and align with industry best practice.\u25a0 Develop and review systems, policies, and procedures in Labour and Industrial Relations.
\nLegal
\n\u25a0 Assist the Head \u2013 HR in attending court sessions on behalf of the Bank as a witness or as guided by the Legal Retainer\/Legal Department on employee grievances after separation or other labour-related matters.\u25a0 Assist in managing HR legal risks in the department.
\nPayroll
\n\u25a0 Assist the Head \u2013 HR in overseeing payroll processing, including checking, signing off, and matters incidental to the same.
\nStatutory Compliance
\n\u25a0 Ensure regulatory compliance and implementation of regulators\u2019 directives and Bank statutory requirements, including NAPSA, WCFCB, PAYE, Personal Levy, and NHIMA.
\nDisciplinary
\n\u25a0 Assist the Head \u2013 HR in handling and overseeing all disciplinary and grievance matters of the Bank in accordance with the Bank\u2019s Disciplinary Code.
\nReward and Compensation
\n\u25a0 Ensure staff are remunerated in accordance with Conditions of Service and other applicable Bank policies.\u25a0 Ensure terminal benefits are correctly computed and disbursed.
\nOther Roles and Responsibilities
\n\u25a0 Implement employee welfare, safety, and recreation initiatives.\u25a0 Conduct or participate in salary surveys.\u25a0 Conduct surveys and research on latest trends in Labour Relations and Industrial Law relating to grievance handling, dispute settlement, collective bargaining, and disciplinary procedures to aid decision-making.\u25a0 Perform any other duties as may be assigned by the Head \u2013 HR from time to time within the realm of Human Resources Management, Administration, and Industrial and Labour Relations.\u25a0 Execute principal accountabilities in accordance with Bank procedures, policies, and manuals.<\/p>\n
Required Skills and Attributes
\n\u25a0 Data analytical skills.\u25a0 Decision-making ability.\u25a0 Strategic planning abilities.\u25a0 Strong understanding of Human Resources procedures.\u25a0 Good interpersonal, communication, and negotiation skills.<\/p>\n
Qualifications and Experience
\n\u25a0 University degree in Human Resources or any other relevant field.\u25a0 Master\u2019s degree in a relevant field.\u25a0 Minimum 10 years\u2019 work experience heading and managing the HR department in a financial institution at Executive Management level.\u25a0 Must be a Fellow of ZIHRM.
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