An exciting career opportunity exists for interested and qualified candidates to apply for the mentioned position at Namib Mills (Pty) Ltd.
PRIMARY PURPOSE OF THE POSITION:
To act as a strategic Human Resources partner to business leaders by providing professional HR leadership, advice and solutions that support business performance, organisational effectiveness and employee engagement. The Senior Human Resources Practitioner is responsible for driving workforce planning, talent management, organisational development initiatives, employee relations, performance management, succession planning, HR compliance and people-related projects. The incumbent serves as the primary HR advisor to allocated business units and plays a leading role in implementing Human Capital strategies across the organisation.
The position will serve both Namib Mils and Namib Poultry.

Job Summary

Employer: Namib Mills
Job Type: Full-time
Location: Windhoek, Namibia
Category: Human Resources
Closing Date: 2026-10-26

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

To apply, please visit: namib-mills.simplify.hr

About the Company

Namib Mills (Pty) Ltd is a pivotal company operating within Namibia's critical food production and supply chain. This entity is dedicated to ensuring the reliable availability of essential food products throughout the country. With its operations firmly rooted in Namibia, the company actively supports the nation's vital agricultural sector. Divisions like Feedmaster are central to its integrated approach, enhancing food security and rural development. Namib Mills significantly contributes to Namibia's economic stability and the nutritional needs of its population.

Driving Namibia's Food Production & Supply Chain.

Website: https://www.namibmills.com/

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Frequently Asked Questions

What qualifications and certifications are typically required for a Senior Human Resources Practitioner role in Namibia?

Most employers require a Bachelor's degree in Human Resources, Industrial Psychology, or Business Administration. Professional certifications such as IPM Namibia membership or SHRM credentials strengthen your application. Senior roles often demand 5+ years of HR experience with demonstrated expertise in labour law and employee relations.

What are the typical day-to-day responsibilities of a Senior HR Practitioner in Namibia?

You will oversee recruitment and selection processes, manage employee relations and grievances, ensure compliance with the Namibian Labour Act, and develop HR policies. Senior practitioners also mentor junior staff, handle performance management systems, and advise management on workforce planning. Regular interaction with trade unions and the Ministry of Labour is common in unionized environments.

How does workplace culture and employer expectations differ for senior HR roles in Namibia?

Namibian workplaces value respect for hierarchy and collaborative decision-making. Senior HR practitioners are expected to demonstrate cultural sensitivity across diverse ethnic groups and maintain diplomatic relationships with unions. Punctuality, formal communication protocols, and community engagement are highly regarded professional behaviours.

What career progression opportunities exist for Senior HR Practitioners in Namibia?

Progression typically leads to HR Manager, HR Director, or General Manager roles depending on organizational size. Specialization in areas like industrial relations, training and development, or organizational development opens consulting opportunities. Some practitioners transition into executive leadership or establish independent HR consulting firms serving Namibia's growing SME sector.

What employee benefits are commonly offered to Senior HR Practitioners in Namibian companies?

Standard benefits include annual leave of 20-24 days, sick leave provisions per the Labour Act, and participation in company medical aid schemes. Most established employers provide pension or provident fund contributions, with some offering group life and disability cover. Senior roles may include additional perks such as vehicle allowances or performance bonuses depending on company policy.

What do Namibian employers look for when hiring Senior HR Practitioners, and how should I apply?

Employers prioritize proven experience with Namibian labour legislation, strong interpersonal skills, and track records in conflict resolution. Tailor your CV to highlight measurable achievements and include verifiable references from previous Namibian employers. Applications are typically submitted through company websites, recruitment agencies like People Placements or Talent Forge, or direct email with a concise cover letter demonstrating knowledge of the specific industry.