Job Description
The Human Resource Officer is responsible for implementing, maintaining and sustaining Human Resources policies and practices for the purposes of maintaining a favorable industrial relations climate and high employee productivity. The policies include recruitment, staffing, training and development, performance evaluations, leave management, employee discipline and grievance handling, payroll, pensions and employee benefits management and Employee wellness.
Duties and Responsibilities
Support the HRM with HR Policy Implementation
Work closely with various departments, increasingly in a consultancy role, assisting line managers and employees to understand and implement policies and procedures, such as leave management, performance management, whistle-blower, HIV Policy, child Protection etc.
Ensure all employees acknowledge that they have access and understand the relevant HR Policies, and work with other departmental heads to communicate the relevant policies to all staff.
Outputs
Proportion of new and old employees acknowledge policy documents
Recruitment and Selection
To be key in setting and maintaining recruitment and selection standards, ensuring headcount & structure control.
Lead the Recruitment of non -managerial posts and casual labour.
Keeping a paper trail of the whole recruitment and selection to ensure transparency. This will be achieved through:
Broadcasting vacancy adverts to all relevant audiences
Preparation of the initial candidate shortlist for finalization by the HRM
Communicating interview feedback to all candidates
Conducting reference checks and other background checks for all potential candidates
Preparing the induction programme for all new staff, ensuring that a welcome pack is given to all new employees on the first day of duty, and following up with new employees during their first weeks.
Maintaining casual employee database to ensure timeous placement of requested manpower.
Outputs
Proportion of complete recruitment packages
Interview feedback to all candidates
Complete on – boarding packages
Creation and maintenance of employee file
Performance Management
Ensuring all line managers/supervisors implement and maintain the performance management system for the purpose of building a result oriented, high performance culture.
Advise managers/supervisors on the appropriate approach to be used in sound performance management including inducting new supervisors and managers on their expectations on managing employee performance.
Ensuring that managers/supervisors have the correct performance management tools e.g. performance setting forms and performance evaluation forms
Coordinate the performance setting process in liaison with departmental heads for all existing employees at the start of the financial year and new employees at the commencement of employment.
Coordinate the performance evaluation process at the completion of the financial year for all employees.
Coordinating probation review for all new employees
Communication to all employees on due dates for performance setting, and performance evaluation.
Documenting performance gaps and recommending relevant performance support in line with budgets e.g. training and development
Proportion of completed performance evaluation forms
Proportion of completed performance settings forms
Departmental performance tracking schedules
Proportion of detailed, structured and completed probation workplans and end of probation reviews
Outputs
Performance evaluation analysis report
Training needs analysis report
Effective training program targeting identified skills gaps
Employee Training and development
Ensure the institution has a vibrant training and development program aligned to donor requirements and performance gaps.
Ensure all training requirements are aligned to the training budget
Assessing if training requirements need internal or external training facilitation
Ensuring that employees are trained on critical policies in accordance to the training requirements of the relevant policies
Proportion of in- house and outsourced training conducted to meet employee skills gaps
eave Management
To ensure that the leave days accrued are all taken before the end of each final year. This will be done through;
Following up on employees to implement the approved leave plan
Monitor and check the leave analysis schedule and advises Managers on the leave plan.
Conduct period analysis of leave patterns and recommend managers on possible red flags
Timely recommending leave requests
Religious management of other leave (sick leave, maternity leave, special leave, study leave) ensuring employees adhere to their annual allocation as per HR policy
Outputs
Proportion of employees create and implement leave plans
Decreased leave liability cost
Increased leave uptake
Payroll and employee benefits Management
Create the payroll instruction using submitted documents
Verify all the source documents for payroll changes recorded on the payroll register
Perform the initial payroll verification for Casuals and General staff
Review the timesheet report
Reconcile the number of people paid on the payroll and submitted timesheets
Review all printed statutory payment reports
Conduct initial review of the Causal payroll register and ensure that all changes are supported by relevant documentation i. e recruitment request, contract, and timesheets.
To ensure the timely processing of payment for both locum nurses and volunteers by checking for accuracy on all submitted timesheets, agreements and payment requests as captured by the HR Clerk
Timeous processing of employee terminal benefits ensuring the completeness of the end of service form and calculated figures
Review all loan and advance applications and ensure that all loans are accurately calculated
Outputs
Proportion of payroll output delivered within the timeframes stipulated in the payroll SOP
Employee Discipline and grievance management
Maintain a sound industrial relations climate through maintaining a fair discipline and grievance handling system.
Assist managers in conducting and documenting a balanced investigation on all alleged breaches of the code of conduct.
Preparation of Disciplinary hearings
Ensuring that disciplinary hearings are done in accordance to the NEC guidelines.
Investigating all employee grievance related cases.
Ensuring a track record of all disciplinary and grievance cases
Supporting and representing the organization in NEC level labour cases
Outputs
Proportion of timely disciplinary case investigation reports
Proportion of employee Grievance investigation reports
Qualifications and Experience
Relevant degree in Human Resources/Psychology/Management/Social Sciences
At least 3 years post graduate experience in the Human Resources department
Proficiency in computer packages
Good written and writing skills
How to Apply
Step 1: Click VIEW MORE INFORMATION BUTTON and Complete the Application Form. This form should be completed before emailing your CV.
Step 2: Submit your cv and application letter via email to : recruitments@ophid.co.zw clearly indicating the position you are applying for on the subject of the email.
OPHID and its Consortium partners are an equal opportunity employer and do not discriminate against any employee or job applicant on the basis of race, political affiliation, religion, tribe, national origin, gender, physical or mental disability, health status (including HIV status) or age.
During the application process, OPHID will not charge any fee nor will it require any payment to be made for any application to be considered. Canvassing for or by any candidate will lead to disqualification.
