Summary
Date Posted: Friday, December 01 2023, Base Salary: Not Disclosed

JOB DETAILS:
• Job Description Coca-Cola Beverages Zambia is a subsidiary of Coca-Cola Beverages Africa, the eighth-largest Coca-Cola bottling partner worldwide by revenue and the biggest on the African continent
• The purpose of the HR Manager role is to drive the achievement of functional & business plans by strategically aligning human capital resourcing and management with the organization’s short and long-term strategic objectives. The role reports to the HR Director.

Key Duties & Responsibilitie
1. Strategic Business & HR Alignment:
• Translate business strategy into a human capital plan that delivers on business objectives.
• Actively participate in organisational leadership engagements and positively influence the business agenda.
• Translate business needs into actionable people requirements.
• Focus functional leaders on high-leverage use of HR processes throughout the year.

2. Organizational Development
• Collaborate with organisational business leaders to shape the desired culture.
• Facilitate the adoption of CCBA methodologies for organizational design and change management.
• Provide advice on identified OD projects and sustain change initiatives.
• Support the Country HRD and functional Directors in achieving a cultural shift through coordinated OD initiatives.

3. Talent Management and Performance Management:
• Drive effective sourcing and development of organizational leadership.
• Execute the Talent strategy in the organisation.
• Drive organisational performance through the organization’s Performance Management system.
• Foster a high-performance, high-engagement culture in the organisation.
• Drive holistic wellness in the workplace.

4. Industrial Relations Management:
• Develop and implement comprehensive industrial relations strategies to maintain positive employee relations.
• Serve as a point of contact for addressing and resolving employee grievances and disputes.
• Ensure compliance with relevant labour laws and regulations.
• Address industrial relations issues consistently, firmly, and fairly by applying applicable policies, agreements, procedures, and codes.
• Investigate disciplinary issues and initiate appropriate action.
• Manage disciplinary hearings in a manner that ensures both procedural and substantive fairness.
• Maintain, Update, and Implement strike contingency plans.

5. Collective Bargaining:
• Lead and participate in collective bargaining negotiations with labour unions or employee representatives.
• Collaborate with stakeholders to develop fair and competitive collective bargaining agreements.

6. Employee Engagement:
• Implement initiatives to enhance employee engagement and satisfaction.
• Foster a collaborative and inclusive workplace culture through effective communication and relationship-building.

7. Conflict Resolution
• Proactively address workplace conflicts and disputes.
• Mediate and facilitate resolution processes to maintain a positive and productive work environment.

8. Policy Development & Legal Compliance:
• Stay abreast of changes in labour laws and regulations.
• Ensure the organization’s adherence to legal requirements related to industrial relations.
• Develop and update HR policies related to industrial relations.
• Ensure policies are aligned with legal requirements and organizational goals.

9. Budgeting and Cost Management:
• Develop and manage the HR department’s budget, ensuring efficient use of resources.
• Implement cost-effective strategies while maintaining the quality and effectiveness of HR programs.
• Conduct regular cost analyses, including headcount management and outsourced labour management, identifying opportunities for cost savings while maintaining Labour productivity.

10. Reward
• Support the effective implementation of the reward strategy within the organization in line with group and local business strategy.


11. HR Excellence:
• Collaborate with Specialist teams to create effective and integrated HR solutions.
• Work with the broader HR community to agree on the organization/people agenda.
• Deploy HR solutions in functional business units and provide feedback for continuous improvement.
• Collaborate with and support business unit leaders to drive organizational goals.
Skills, Experience & Education Qualifications, Skills & Experience:

• Bachelor’s Degree in Human Resources, Business Administration or Industrial Psychology.
• Registered member of the Zambia Institute of Human Resource Management
• Minimum of 8 years of Human Resource Management experience, with at least 3 years at a senior level.
• Masters In Human Resource Management or relevant field is an added advantage.
General Competencies:


• Strategic Thinking, Business Acumen, Financial Management and Analytical skills.
• Communication Skills, Leadership, and Influence
• Employee Relations, Talent & Performance Management
• Employment law
• Technology Proficiency
• Decisive and Risk Pragmatic,
• Politically Savvy and Customer Focused.
• Judgement and decision-making skills.


Job Experience: No Requirements

Work Hours: 8

Experience in Months:

Level of Education: Bachelor Degree

Job application procedure
• Interested and qualified? Click here to apply

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