HUMAN CAPITAL DEVELOPMENT & ADMINISTRATION MANAGER – Forestry Commission 19 views

VACANCY 

Forestry Commission, an equal opportunities employer, invites suitably qualified, motivated, and experienced individuals to fill the below-mentioned positions that have arisen at its Head Office in Harare. The successful candidate(s) will be reporting to the Director General and should meet the following requirements:

POST A: HUMAN CAPITAL DEVELOPMENT & ADMINISTRATION MANAGER*

This is a senior position which exists to facilitate transparent, competitive, and expeditious acquisition of talent, talent development and retention, and other strategic human capital services in a manner compliant with legislation while promoting the attainment of organizational goals.

QUALIFICATIONS, EXPERIENCE, AND ESSENTIAL ATTRIBUTES

• A degree in Human Resources Management/Psychology/Law or equivalent from a recognized institution.

• A relevant postgraduate degree such as an MBA/MBL or equivalent.

• Full membership of the Institute of People Management of Zimbabwe.

• 8 years in a similar role, 5 years of which should be at a senior level with traceable references.

• A clean Class 4 Driver’s Licence is a must.

• A Certificate in Talent Management and Organizational Development is an added advantage.

• Applied knowledge of the Integrated Results-Based Performance Management system.

• Sound knowledge of HR Information Systems.

• Payroll certification is an added advantage.

• Excellent appreciation of labour laws, industrial relations processes, and disciplinary procedures.

• Must possess excellent leadership and communication skills.

• Must have strong research and business metric analytics skills.

• Working knowledge of mentoring and coaching interventions.

• Applied knowledge of Organisation Design.

• Strong working knowledge of culture change and implementing structured transformation.

• Excel proficiency.

• Must have a strong and confident personality to guide staff toward business objectives.

• Must be able to collaborate effectively with all stakeholders, including statutory bodies and service providers.

KEY RESULT AREAS

• Demonstrates a strong understanding of FC’s business strategy, operating model, and enterprise KPIs.
• Applied knowledge of strategic and human capital planning models.
• Responsible for articulating the departmental/functional strategy and defining the human capital model.
• Defines and develops the human capital business partnering approach.
• Strong command of workforce and succession planning processes with the ability to develop a talent investment model.
• Competency in compensation/reward design, including technical understanding of pay structuring.
• Ensures ethical and transparent talent acquisition, onboarding, and development.
• Ensures structured implementation of people development and career mobility.
• Transitions strategic plans into HR programs, roadmaps, milestones, and targets.
• Responsible for competence profiling, assessments, and knowledge management.
• Responsible for human capital supply and demand measurement, drivers, and assumptions.
• Develops, executes, monitors, and evaluates HR policies in line with business objectives.
• Responsible for measuring enterprise-wide culture change and stewardship.
• Demonstrated knowledge of productivity measurement, reporting, and optimization.
• Implements success plans for key talent retention and business continuity models.
• Designs and implements effective performance management systems to drive business performance.
• Develops strategies to boost employee engagement, motivation, job satisfaction, and productivity.
• Ensures HR compliance with best practices and labor laws through periodic audits.
• Develops occupational health and safety standards for a safe work environment.
• Ensures gender transformation, inclusivity, wellness, and ESG-compliant policies.