Human Resources Manager 2.Human Resources Director
Human Resources Manager
Pungwe Breweries and Marketing (Pvt) Ltd
July 2004 - November 2012
Reason for leaving: Retrenched after restructuring.
➢ The purpose of the job was to support the business through the articulation, initiation and implementation of Human Resources Management strategies. I would prepare, present, justify and defend the Strategies. The key challenge of the position was the management environment of on-going change process and capacity to create an enabling environment where outstanding results are achieved through people. I was a member of the Senior Management Team that was responsible for championing the transformation process within the organization.
Key Job Functions
Reporting to the General Manager, the key outputs for the Human Resources Manager were:-
➢ Alignment of Human Resources to the business needs
➢ Development, Promotion and maintenance of sound Human Resources policies, systems and procedures.
➢ Coordinating the company's performance management system and ensuring that employees exceed performance requirements.
➢ Pro-actively monitoring remuneration trends and developments to ensure that the company is able to attract and retain competent employees.
➢ Promotion and maintenance of sound industrial relations
➢ Oversee the training and development function
➢ Change initiation and management
➢ Ensure the development and acceptance of challenging but realistic objectives, plans and budgets by subordinates and help them to achieve desired results.
➢ Ensuring compliance with labour and all the regulations
➢ Providing line function
Human Resources Manager
July 1993 - September 2003
Reason for leaving: Retrenched. Opted for a package
Key Result Area
To provide technically sound and professional Human Resources advice to management and ensure that all Human Resources activities are effectively merged with the company's business needs and objectives.
Main Duties and Responsibilities
➢ Reviews the Human Resources Department objectives in conjunction with Personnel Manager, Health Services Manager, Safety Officers and Security Officer to determine actions and resources required to meet the outputs of the Department.
➢ Designs, monitors, maintains policies and procedures to sustain and improve efficiency of the Human Resources department and streamline activities and improve work methods.
➢ Assists line management to effectively manage the Human Resources in order to achieve objectives of the company
➢ Manages the Human Resources department activities and subordinate staff to ensure subordinate - effectiveness through communication, advice, application of policy and procedures, guidance and control of performance.
➢ Updates Human Resources Policies and formulate suitable policies, which support the company objectives, values and assist in developing organization (structure style and culture) standards of occupational health and safety.
➢ Advises Management on interpretation and implementation of the company's Human Resources Policies and also advises workers on existing and new labour legislation and regulations.
➢ Manages recruitment and selection activities to facilitate acquisition skills and attract a stable workforce, and assist and participate in recruitment and selection of management staff.
➢ Supervises the daily activities of the Human Resources policies, procedures and practices.
➢ Administers collective Bargaining Agreement with regard to Human Resources policies and the Employment Code of Conduct.
➢ Assist in preparing and monitoring department budget including operating expenses.
➢ Report on the Human Resources department budget...
January 1992 - June 1993
Reporting to the Divisional Manager-Human Resources.
Was promoted to Head HR in Mutare.
➢ Develops and recommends the employment policies in respect to recruitment, interviewing, testing, placements and confirmations, orientation, re-assignments, leave, terminations, staff records etc.
➢ Organizes and ensures the proper and timely arrangements for and provision of pensions, medical, insurances, loans, housing guarantees, training and general staff welfare.
Remuneration and Benefits
➢ Arranges the timely proper execution of job analysis, job evaluation, employee classification, wage/salary surveys and work standards performance evaluation.
Human Resources Research and Information
➢ Maintains responsibility for improvement in records and reports, personnel audits, morale surveys, benefit and policies.
➢ Manages the activities of personnel Manager, Health Services Manager, Safety Officers, Security officers.
Personnel Manager - Eastern Districts
May 1990 - December 1991
Reason for leaving: Promotion within company
➢ Reporting to the Divisional Manager - Forest Products.
➢ General administration of the Divisions H.Q - contracts etc.
➢ Coordinating the staffing process
➢ Taking control of labour relations matters
➢ Participating and coordinating the Job Evaluation Committee meetings and served as Secretary
➢ Coordinating of Human Resources Development external programmes - e.g. ODA, British Council.
➢ Coordination of manpower planning and the Human Resources department and controlling a budget.
➢ Providing counselling services to both employees and management
➢ Development and implementing safely programmes.
City of Gweru
September 1988 - May 1990
Reason for leaving: Seeking a Challenging position in private Sector.
The traditional personnel functions of recruitment, wages administration, safety management, employee welfare and administration.
Workers Compensation Officer
January 1976 - September 1998
Reporting to the Loss Control Manager
Reasoning for leaving: To grow in the desired career of my choice i.e.
Human Resources Management.
The job entailed employee welfare management, safety management and administration.
Qualifications & Certifications
(b) Zimbabwe Open University (ZOU)
Zimbabwe Open University
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