SENIOR HUMAN RESOURCES PRACTITIONER – Namib Mills

Key Responsibilities

• Maintain a high standard of professional performance and act as a role model for HR best practices.
• Ensure compliance with company policies, procedures, and Namibian labour legislation.
• Continuously develop professional knowledge and remain informed of labour market trends, legislative changes, and HR best practices.
• Exercise sound judgement and discretion when handling confidential and sensitive information.
• Promote and uphold the values and culture of the Namib Mills Group.
• Act as the primary Human Resources advisor to allocated business units and leadership teams.
• Partner with management to develop and implement people strategies that support business objectives.
• Provide expert advice and guidance to managers on organisational design, workforce planning, employee relations, performance management, and talent management.
• Participate in management meetings and contribute to strategic discussions relating to people, culture, and organisational effectiveness.
• Identify people-related risks and recommend appropriate interventions to management.
• Drive change management initiatives and support business transformation projects.
• Ensure the consistent application of HR policies, procedures, and governance standards across allocated business units.
• Lead the implementation of Human Capital initiatives and projects within assigned areas of responsibility.
• Monitor compliance with internal policies, labour legislation, Affirmative Action requirements, and other regulatory obligations.
• Review and recommend improvements to HR policies, procedures, systems, and practices.
• Provide guidance and support to junior HR team members where required.
• Facilitate workforce planning processes and support management in identifying current and future workforce requirements.
• Drive succession planning activities for key and critical positions.
• Support talent identification and development initiatives in partnership with the Organisational Development function.
• Monitor employee turnover trends and recommend retention strategies.
• Ensure that organisational structures, job profiles, and manpower plans remain accurate and aligned to business needs.
• Lead and coordinate disciplinary, grievance, incapacity and employee relations matters in consultation with the Industrial Relations Department.
• Provide expert guidance to managers on labour legislation, disciplinary procedures, and conflict resolution.
• Promote proactive employee relations practices to minimise organisational risk and improve employee engagement.
• Support workplace consultation structures and employee engagement initiatives.
• Drive the implementation of performance management processes within allocated business units.
• Coach managers on effective performance management and employee development practices.
• Monitor performance management compliance and provide recommendations for improvement.
• Support initiatives aimed at improving organisational effectiveness, productivity, and employee engagement.
• Ensure the accuracy and integrity of HR data and reporting.
• Compile and submit statutory, management, and board reporting requirements within agreed timelines
• Present actionable recommendations to management based on people analytics.
• Identify organisational risks through workforce data analysis.
• Identify opportunities to improve HR service delivery, processes, systems, and employee experience.
• Lead or participate in HR-related improvement projects and change initiatives.
• Promote the use of technology, automation, and best practices to improve operational efficiency.
• Build and maintain effective relationships with employees, management, and key stakeholders.
• Ensure adequate staffing levels in line with approved workforce plans and budgets.
• Monitor recruitment activities to ensure the timely filling of vacancies.
• Ensure the timely submission and verification of payroll-related documentation.
• Foster a positive, inclusive, and high-performance workplace culture.
• Act as deputy to the Head of Human Resources: Administration when required.
• Manage, coach and develop direct reports.
• Ensure effective workload allocation and employee development.
• Undertake additional responsibilities (Ad Hoc) and special projects as assigned by Management.

Requirements

• Bachelor’s degree in human resources management, Industrial Psychology, Industrial Relations or a related field OR HR Honours Degree
• Minimum of eight (8) to ten (10) years HR Generalist experience
• Minimum of three (3) years’ experience partnering directly with Management teams
• Experience in a unionised environment
• FMCG, manufacturing or agricultural industry experience.
• Experience in organisational change and restructuring initiatives
• Experience analysing HR metrics and providing management recommendations.
• Strong understanding of HR policies, procedures, and best practices.
• Demonstrated ability to handle confidential information with discretion and integrity.
• Thorough knowledge of Labour Legislation.
• Ability to work independently with minimal supervision and as part of a team.
• Proficient in written and spoken English, being bilingual will be highly advantageous.
• Namibian citizen.
• Valid Code B Drivers Licence.
• Computer literate with a good mastery of Microsoft Outlook, Word and Excel.
• Knowledge of the SAGE 300 People system will be an added advantage
• Experience with Human Resources Information Systems (HRIS).
• Must be willing to travel to all depots and business units.

How to Apply