Head of HR - Namibia

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Talent Acquisition
Implement an amazing sourcing strategy to identify and attract the best candidates for the organization
Research and cultivate new and innovative recruiting sources to develop a pipeline of technical talent
Implement recruitment as the organizational EE targets
Ensure necessary approvals were done before staring the recruitment process
Prepare job spec according to the job description
Advertise positions using different avenues and/or portals
Screen CVs as per the job spec and shortlist for client
Facilitate interview process and ensure the correction interview questionnaire is used
Conduct necessary background checks
Liaise with the Comp&Ben Manager and prepare the offer with the HR Coordinator
Coaching/advising managers in the implementation of robust recruitment and selection processes and legislative requirements, to facilitate shared responsibility for the recruitment of talent

Talent and Performance Management
Facilitate the EDR process end to end
Facilitate talent management process and talent grid placement with functional/business leaders;
Conduct talent risk analysis and facilitate business specific leadership development-talent action plans
Prepares EDR reports to SMT and middle managers
Develop action plan based on EDR reports
Support and guide managers on Performance Management
Design and develop Performance Improvement models and systems
Train & Support line managers on Performance Management cycle (goal setting, competency assessments, performance evaluation and goal achievement process)
Assess & Analyze Performance Ratings in an organization
Develop yearly reports on performance ratings and follow-through on non performers

Learning and Development
Facilitate PDP process and co-ordinate the sourcing and implementation of business specific training programmes in conjunction with the Talent Development Specialists
Conduct individual training needs analysis and identify appropriate learning intervention;
In partnership with the Talent & Development specialists, prepares quarterly training reports for SMT and Middle managers

Strategic Work force Planning
Leads the development of comprehensive workforce planning methods, models and projections.
Conducts demand and supply analysis to inform immediate and long-term workforce needs
Works with SMT and middle managers to identify gaps in competencies, FTE requirements and workforce strategies and collaborates across HR to identify interventions and strategies to close gaps
Manages, maintains and implements reports and develops recommendations which are shared with business units to identify workforce trends, reports and structures; communicates findings and suggested actions
Partners with HR Coordinator and Compensation & Benefits Manager to identify and address workforce planning needs; conducts special studies to analyze impact of changes external to the organization
Consult with management to understand priorities and needs and establish a long-range talent game plan
Identifies and develops strategies, services, and activities to support the current and future talent acquisition needs of the

Employment Relations
Coordinate the activities for hearings
Implement procedure to handle non-dismissible offences
Inform employee of and record decisions
Train, Coach and support line managers around employment relations
Support Managers in managing Conflict Management in the workplace
Handle all Grievances from employees and follow-through
Where necessary escalate certain cases to the ER manager
Maintain the records of all the ER case proceedings on employee files

Employee Recognition and Engagement
To ensure that new recruitment are fully on boarded properly and follow “the company-in-a-Box” process
In partnership with the Talent Development Specialist drive employee recognition & engagement with the aim of motivated people
Support the managers in driving motivated people
Work with senior leaders and deans to develop strategies and demonstrable links between engagement and their strategic goals
Conduct employee focus groups to complement engagement surveys
Leverage events to create and sustain dialogue around engagement
Identify and address issues and solutions related to employee engagement
Work with cross-functional teams to identify unique division/location needs while balancing the overall purpose and requirements of the employee engagement Programs and plans within the company

HR Governance, Risk Assessment & Reporting
Implement HR governance with the aim of mitigating organization HR risks
Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments
Partners with management to communicate Human Resources policies, procedures, programs and laws
Conduct necessary checks before the appointment of new talent
Evaluate and communicate the function’s operational effectiveness, compliance, and contribution to business success.
Provides monthly HR reports related to ER, Employee Engagement, L&D and Talent and Performance
Partner with the HR coordinator to ensure that vacancy report in up-to-date

Key Skills
Employee relations,
Onboarding,
Performance management,
Teamwork and collaboration,
Scheduling,
Customer service,
Project management