Human Resource Manager

INDUSTRY: Financial Services

CONTRACT DETAILS: Permanent

POSITION LOCATION: Windhoek, Khomas, Namibia

POSITON NAME: Human Resource Manager

Role Profile: Human Resources Manager, Supermarkets:

Head: Group Talent and Learning Solutions

Role Purpose

The purpose of this role is to collaborate with other business leaders to lead a people strategy that enables the Supermarket business objectives. The role reports directly to the Country Manager and/or Deputy Country Manager. The role provides strategic people insights and sustainable solutions that address both current and long-term people imperatives. The HR Manager leads a team of divisionally people who are key to the operations, focused on the Productivity, Development, Engagement, Leadership and Cultural well-being of the business.

Role Description

• Work with the HR Manager is to define the appropriate operational and strategic People Plan to enable the Supermarkets business
• Provide strategic oversight on solutions and services initiated from the various Home Office teams, i.e. Talent Management, Learning and Development,
• Deliver against the operational and strategic plan, with a focus on creating a skilled, productive and engaged workforce:
• Define and execute against the immediate and longer-term capability and capacity requirements of each store, through effective productivity management tools
• Determine and activate the workplace skills plans together with business
• Ensure appropriate succession to key roles across the supermarket stores, while promoting the movement of talent into, across stores
• Develop Supermarket Leaders who create a great place to work
• Be a subject matter expert in people strategies that enable and grow the business

• Balance business and people requirements by assessing readiness and preparing the business for adoption of contemporary and differentiating people initiatives
• Develop and manage the budget for the Supermarket People function
• Ensuring the Supermarkets continuously improves efficiency and automation
• Approving portfolio People expenditure as defined in the delegation of authority ensuring effective cost controls and monitoring mechanisms
• Balancing People cost management with creating an engaging experience for colleagues
• Ensuring a zero-tolerance approach to compliance with relevant labour and governance frameworks and legislation
• Aligning to company governance, structures, policies, processes, procedures and frameworks for the portfolio as well as any additional aspects applicable within the business context
• Overseeing the identification and mitigation of key operational and strategic People risks within the business, in conjunction with operations leads
• Ensuring the People function in the business is appropriately structured and resourced to deliver on its mandate with the right people in the right roles with the right capabilities at the right time.
• Overseeing identification of relevant technology requirements to enable and improve employee/manager experiences

Qualifications and experience

1. Degree in Human Resources or equivalent Certificates/Diploma (essential)
2. +10 years in an HR Business Partnering role, leading a People delivery team or equivalent role, leading HR delivery of frameworks, policies, procedures and guidelines within one or more of the Supermarkets Divisions (essential)
3. Prior experience within the FMCG, retail sector or similar will be an advantage
4. Proven experience in building and maintaining key partner relationships at executive level
5. Proven experience in successful coordination and implementation of large-scale business initiatives
6. Exposure to statutory requirements, applying and monitoring relevant laws, regulations and best practices as they relate to HR in the specific business area context. Knowledge of HR policies, procedures, legislation and regulations is essential
7. A sound understanding of the Namibian diversity and inclusion landscape, to enable the link between employment equity and effective People practices (essential)

Key competencies and work ethic

Connecting & Initiating 

• Fosters and leverages collaborative efforts within and across teams.
• Leverages strengths to enhance team effectiveness. 
• Develops supportive relationships with colleagues and encourages team spirit. 
• Promotes self-directed behaviour in team members, providing support and guidance without removing responsibility. 
• Challenges team members to propose solutions to challenges and think about the consequences of their suggestions.

Interacting & relating 

•  Structures information according to the needs of an audience and presents it effectively. 
• Ensures messages are effectively conveyed by checking understanding. 
• Responds to feedback and provides clarity where needed. Creates productive relationships by providing support and mediating conflict. 
• Is tactful and shows respect and consideration for others. Encourages team members to share their viewpoints and experiences.
• Provides guidance and direction to resolve conflicts

Executing & achieving 

• Coordinates and manages resources to deliver solutions. 
• Organises people to ensure the best use of time and resources.
• Coordinates the deliverables and deadlines for each team member.
• Marshalls others into action and keeps the team focused on objectives.
• Reviews the work of staff and gives advice to enable and improve performance. 
• Directs and monitors the actions of others to reach individual and team goals
• . Keeps others focused on tasks and takes accountability for work delivery. 
• Provides clear instructions and sets parameters for the completion of tasks.

Responding & adapting 

• Encourages perseverance in others by demonstrating hardiness and considers the impact of their outlook and attitude on others.
• Ensures negative emotions do not demotivate those around them.
• Recognises the need for change and manages change processes to ensure a smooth and productive transition.
• Anticipates and manages resistance to change and depicts a positive outlook towards doing things differently.

Analysing & Innovating 

•  Identifies ways to contribute and recognises internal issues that may impact on the success of the organisation.
• Is aware of its own impact on the bottom line/financial costs and expenditure of the functional area. Keeps up to date on relevant developments in the organisational structure and environment.
• Creates a safe environment where all ideas are heard and appreciated. 
• Encourages others to explore opportunities and give suggestions. Facilitates brainstorming sessions and allows others to 'dream' Helps others to build on their ideas by asking questions and speculating on different scenarios.

People leadership & development 

• Applies effective individual and team goal setting and performance management.
• Deals constructively with employee performance (effective and ineffective).
• Interprets individual performance data and integrates into team and business unit data to provide an overview of individual versus business performance.
• Able to identify areas of poor performance with an indication of possible causes to co-create individual and team performance improvement plans, rewards and recognition.

Business acumen, strategy input & alignment 

•  Applies strategic levels of HC practices to business strategy. 
• Aligns functional activities to the strategy and ensures service delivery / strategic objectives can be met given the capacity and capability of the team. 
• Analyses information, workflow procedures and methods to create best practices. Defines and implements (short- medium- long-term plans) and objectives for operational functionality to achieve key business performance metrics (financial, customer, compliance and internal people metrics). 
• Analyses data to forecast metrics: trends and standards and to measure ongoing performance and outcomes against these standards.

Financial acumen, reporting & interpretation 

•  Establishes and manages expenditure monitoring for the team considering the cost drivers within the team, takes actions to control resources and expenditure.
• Understands basic financial management reports and the processes by which financial resources are identified, obtained and allocated.
• Aligns with the planning and budgeting cycle and timelines, collates information for budget preparation. Prepares a budget for the team based on performance, operational and project related activities. 
• Integrates the budgets and develops financial projections using cost analysis. Aligns and discusses inputs with Senior Leadership and the broader HC budget.

Human Capital administration, policies & procedures 

•  Applies understanding of the organisation's HC operating model and how the administrative function integrates with other functions. 
• Mitigates HC risks by applying HC policies, processes, and relevant regulations. 
• Applies data security of employee files and records and makes optimal use of HC systems to maintain people data.

Human Capital consulting and partnering 

•  Demonstrates an in-depth understanding of the business environment and business objectives.
• Translates business requirements to the required HC services and support. 
• Customises HC solutions that align with the business strategy and sound HC practices. Analyses customer needs to ensure tailored HC solutions within the parameters of legislative and regulatory frameworks. 
• Understands how the HC Partner role supports the effective delivery of HC services to support the business on people management and development
• . Analyses and improves HC service delivery performance and reviews of key HC metrics with business. Supports and coaches the HR delivery team, managers and employees through the people processes.

Human Capital development 

•  Implements key HC practices (recruitment and selection, learning and development, performance management, employee relations and remuneration).
• Supports the implementation of various new HC capabilities: talent, engagement, change, OE. Reviews workforce development initiatives against internal requirements and works closely with business to recommend and support the identification of talent and critical skills.
• Interprets business and market changes and recommends improvements within HC frameworks and practices in the business environments.

Functional market research, trends and best practices 

•  Conducts market research, identifies trends and best practices. Review options based on research findings. 
• Able to collect and collate appropriate data and other relevant material and package learnings, recommendations and suggestions to share with the relevant stakeholders.

Governance & ethical behaviour 

• Applies the Governance Policy, Code of Conduct and ethical behaviour.
• Addresses non-compliance and implements suitable corrections.

Only shortlisted candidates will be contacted.

Closing date: 15 July 2025