Summary
Date Posted: Monday, April 11, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
Overview
Job specifications/responsibilities will include the following:
Business & People Strategy
• Implement the annual People operating plan in stores on the stated purpose and direction of the respective business and Divisional HR strategy
• Ensure that people strategy, policies, practices, processes and controls are translated, communicated and embedded across all levels/departments in store environment
• Work with Managers to identify key trends, shifts or issues relating to people that impact on strategy delivery and ensure that an effective people plan is in place to address these issues.
• Ensure effective integration to facilitate seamless people service delivery and cascade this service delivery model across Banner Home Office Functions.
Line Management Performance Coaching
• Mentor and coach store managers on key people management process.
• Actively build relationships and network with management (including internal and external stakeholders) to gain a thorough understanding of operational impacts on the business through communicating appropriately and proactively providing solutions to address business needs relating to people.
• Identify existing or potential problem areas and advise line management on how they can use HR processes to make improvements
• Coach management around the principles and importance of Interaction Management (IM) and encourage effective implementation of IM principles.
• Provide guidance to line management with regard to disciplinary issues to ensure that all associate relations matters are effectively dealt with and that confidentiality is maintained at all times.
• Provide support to line management on people and organizational development issues.
• Drive line management completion of mandatory management training and to develop required leadership competencies.
• Maintain targeted line management service satisfaction ratings (climate surveys)
Talent Acquisition
• Guiding Talent Acquisition through transformational changes in recruiting processes and human resources systems.
• Monitors the effectiveness of recruitment programs by analyzing and communicating hiring results (for example, demographics, diversity, retention); collecting feedback and implementing initiatives to improve program effectiveness; analyzing client and candidate satisfaction rates.
• Incorporating information into business unit recruiting initiatives to source talent (for example, diversity, recruiting, third-party relationships, employment branding efforts).
• Gathering information on workforce plan, talent gaps, potential attrition, and high potential talent from business units’ leaders.
• Ensure effective recruitment and interviewing of associates, including effective processing of pre- and postemployment administration.
• Communicating expectations, feedback, and status information to candidates, customers, hiring managers, cross-functional partners, and other stakeholders throughout the selection process.
• Providing selection recommendation for functional areas and business unit positions.
• Ensure that requisitions for all recruitment positions are signed off by relevant stakeholders to enable the recruitment process to commence.
• Managing the offer process, including negotiating and communicating offer information, compensation, and benefits.
• Ensuring selection process documentation is completed and entered into human resources (HR) systems.
• Ensuring effective onboarding of new associates.
• Conduct exit interviews timeously and monitor effectiveness of termination process (resigning and retiring associates).
• Monitor and track the renewal of fixed term contracts ensuring that management do not continuously extend contracts and that associates are terminated timeously with payroll.
Talent Management
• Implement a talent strategy for the store, in partnership T&L: CoE by building a talent pipeline to ensure sufficient talent for now and in future at all levels, including a succession plan for leadership critical roles
• Where necessary inform and train line management and associates on quality talent management (including rewards and benefits parameters) implementation and execution.
• Ensure forecasted staffing requirements are documented and action accordingly (including seasonal demand planning), in conjunction with the Regional People Partner
• Ensure that the implementation and management of leadership development and career planning is sustainable and realizes value, including learner-ships and internships, to promote a learning culture.
• Recruit, select and place candidates in terms of agreed recruitment and selection frameworks (including pre-selection processes) and ensure appointments (including internal promotions) are in line with EE targets / strategy
• Adhere to remuneration framework, as directed Total Rewards: CoE, ensure alignment to business needs and budgets
• Manage weekly vacancy monitor and employment equity reporting and ensure reports are distributed to relevant stakeholders
• Ensure talent systems are utilized to full capacity and maintained accurately
• Ensure the organizational performance management process and system is effectively implemented and maintained in line with timelines
• Reinforce management rewards and recognition opportunities available to reward performance
• Build line and associate capability to around performance management process and how to engage in feedback and tough conversations.
• Coach line management on the importance and effectiveness of quality IDPs and encourage line management to follow through on scheduling of training and development per IDP.
• Ensuring associate individual development plans and performance reviews are completed and followed through as per the performance management cycle.
• Guide and direct Performance Improvement Process (PIP) and assist line managers with all steps of PIP.
• Identifying program inconsistencies and areas of improvement tracking of IDPs.
Transformation, Learning,& Engagement Programmes
• Support management to review skills gap to achieve performance related goals, identify training needs
• Monitor implementation of training needs as per development action plans
• Ensure that mandatory training is conducted timeously. (i.e. Ethics, Anti-Corruption and CBT courses)
• Motivate for budget, resources and support required for annual training plans.
• Monitor and drive the progress of Learnerships, Graduates and associate training and development programs.
• Ensure training registers are complete and captured for all training conducted.
• Enable successful delivery of people initiatives through effective change management.
• Oversee the driving of the BUA survey and additional engagement programs/surveys to ensure targets are met and where necessary workshops are conducted to unpack results and draw up action plans.
• Elevate and drive effective organization AVP initiatives and plans, including culture, diversity and inclusion.
• Create a climate that is encourages and embraces transformation
• Ensure employment equity and skills development plans are implemented
• Drive set goals and targets with site leadership
• Ensure adherence to employment equity and skills development Terms of Reference
• Timeous submission of quarterly and annual EE and SD reports
Remuneration and Benefits
• Ensuring appropriate application of all associates of relevant remuneration/reward and recognition.
• Ensure consistent implementation and application of remuneration policies, procedures and guidelines; ensuring the adherence to Massmart EB policy and procedure.
• Advising and ensuring all associates in appropriate application of associate benefits offerings.
• Drive and support associate wellness and safety initiatives and compliance.
Associate Relations Management and Company compliance
• Advising on, researching, remaining up-to-date knowledge of labour relations and employment acts and quickly resolving people related issues.
• Engage in regular and continuous communication with line management to understand the associate relations issues and provide solutions.
• Guide, advise and ensure all associates and managers are aware and adhere to legislative requirement and company policies and procedures.
• Assist the store and support line managers to establish discipline and effectively resolve all their grievances and disciplinary cases effectively timeously
• Manage the relationship with union through active consultation and engagement.
• Provide support and advice as appropriate in disciplinary, grievance and Industrial/ Labour matters.
• Manage matters related to collective agreement and policy related issues concerning employees to ensure legal compliance
• Assist in drafting of required quality documents for disciplinary matters
• Monitor preparation and sign-off of monthly & adhoc ER reports and update the Management on critical issues as and when required.
• Maintaining confidential information, documentation, and assigned records.
• Monitor compliance to health and safety legislation and associate wellness practices and processes.
• Identify HR risks within site and identify and communicate interventions to reduce/prevent and rectify.
• Meeting with associates and listening to concerns, conducting investigations, reporting safety, ethical, or other violations.
People Support & Administration
• Ensure implementation and adherence to HR processes and administrative requirements in line SLAs.
• Analyze and interpret information to report and present to regional and site level management structures on personnel expenses (permanent, FTE, outsourced) and People snapshot (employee movements, absenteeism, leave, headcount, performance and information pertinent to CoEs) as per the standardized dashboard Identify and manage risk associated with HR processes (e.g. leave liability, benefit administration, etc.)
• Support management with query resolution regarding general people issues.
• Tracking associate attendance and ensuring registers are completed and captured.
• Maintaining associate personal files while ensuring confidentiality and data integrity.
• Ensure effective and accurate submission of payroll inputs and ensure that risk areas and exceptions are identified timeously and addressed (for example terminations, temporary upgrades, etc.)
• Ensure that all legislative and compliance requirements are adhered to and risks identified and mitigated
• Facilitate annual increases, bonuses and incentive payouts as required
• Ensures timely and accurate reporting of annual, quarterly and monthly reporting, as directed by People Senior Manager
• Manage and ensure efficient HR record keeping as defined by internal audit standards
• Accurate reporting and timely submission of all statutory reporting (e.g. WCA)
Self-Management
• Promote and live the Massmart Values and Competencies.
• Professional conduct that is in line with Massmart’s Code of Ethics.
• Commit to driving a high performance and learning culture.
• Take ownership, initiative and accountability for work priorities and responsibilities.
• Ensure all work tasks and deadlines are executed timeously and above standard.
• Identify and apply sound, fact-based problem solving techniques and criteria in setting priorities and making ethical decision-making and recommendations.
• Consistently set challenging goals, up-skill your knowledge/abilities/skillset, and seek out growth opportunities and exposure to accelerate your career development and self-awareness.
• Adapt and learn to changing and competing work demands and environments by remaining agile, innovative and resilient.
• Promote, engage and embrace the value of culture, diversity and inclusion in all work aspects of individuals, teams, business units and the organization.
• Promote and embraces a culture of recognition of others.

Requirements:
• Relevant Human Resources/Industrial Psychology Degree
• Minimum 4-6 general HR experience in human resources, including recruitment, on-boarding, performance and talent management, training and development, associate relations, change management and implementation
• 2 years’ experience working with human resource information systems and recruiting tools
• HR Management experience in Retail and FMCG/ Sales and Merchandising industry will be advantageous
• Proficient in MS Office (i.e. Outlook, Excel, PowerPoint, Word)
• Exposure to a unionized environment
• Understanding and knowledge of Country Specific legislation is essential.
• Understanding and knowledge of respective HR policies, procedures and processes

Competencies & Skills
Core Competencies
• Highly analytical and excellent knowledge of data management and HR systems
• High level of accuracy and attention to detail, with the ability to demonstrate professional judgment
• Ability to Influence: Ability to lead, sometime without direct authority, but rather an earned currency which comes about through business savvy, servant leadership, and value creation
• Comfort with ambiguity: Self-starter, ability to develop initial hypotheses / solutions with limited certainty / input
• Critical Thinking with bias for Action: Ability to recognize and assess challenges and opportunities quickly and transition to action in short order
• Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders.
• Excel at articulating relevant arguments, concisely and grounded in fact
• Emotional intelligence: Ability to interact with a wide variety of stakeholders at all levels / functions of the organization and across diverse cultures
• Collaboration and flexibility:Desire to work in an agile team and deliver “Executive ready” outputs under – sometimes – very tight deadlines
• Grit: Spirit of perseverance, desire to achieve, standard of excellence
Functional Competencies
• Adaptable
• Facilitation and Presentation skills/ability
• Ensure execution and achieve results
• Models and upholds integrity, ethics and compliance
• Time Management

Work Hours: 8

Experience in Months: 24

Level of Education: Bachelor Degree

Job application procedure
To apply for this job email your details to Nathan.Nsofu@masscash.co.zm 

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