ob Title: Senior Human Resources Manager

ROLE PURPOSE:

The Senior Human Resources Manager is responsible for developing and executing the human resources strategy in support of the overall business and strategic direction of the organization. This includes driving a culture of excellence, managing talent, performance, and compensation, ensuring policy compliance, and maintaining a focus on cost management. The Senior HR Manager partners with senior and executive management to align HR initiatives with the company's strategic goals and foster Central Poultry as the employer of choice in Malawi.

KEY PERFORMANCE AREAS: WHAT IS DONE!

KRA 1: HR Strategy and Operations

Develop and execute HR strategies aligned with the company's strategic goals.
Establish an organizational structure, job descriptions, and clear responsibilities within the HR department.
Translate the company's strategic objectives into an HR plan.
Staff the HR division with high-performing individuals.
Ensure HR initiatives contribute to the overall strength of the organization.
KPIs:

Updated job descriptions and performance requirements.
Quality of the HR team.
Alignment of HR initiatives with company strategy.
HR perceived as a major strength.
KRA 2: Strategic HR Support

Collaborate with the CEO to create an HR agenda that supports the overall business strategy.
Translate the strategic agenda into HR deliverables.
Drive HR initiatives that create and sustain strategic momentum.
Establish scorecards to monitor progress and alignment of HR team.
KPIs:

Approved HR scorecard.
Progress shown on scorecard.
Quality and progress of HR agenda and deliverables.
Number of high-performing employees (A-players).
Implementation of recruitment track.
Number of high-performing Malawians within the company.
Strategic achievements.
Approved incentive scheme for all.
KRA 3: Talent Management and Development

Define and implement HR processes, including recruitment, performance evaluation, staff relations, and training.
Source and develop excellent Malawian staff to reduce people cost.
Create a strong employer brand to attract top talent.
Ensure HR practices support strategic business goals.
Enhance staff capabilities through training and development opportunities.
KPIs:

Defined and implemented recruitment process.
Job descriptions in place for all positions.
Performance evaluation process implemented.
Onboarding process implemented.
Average of 10 hours of staff training per annum.
Baseline employees capable of one-step up.
KRA 4: People Cost Management

Set and execute the annual People Cost budget aligned with the company's strategy.
Achieve the budgeted number of expat employees.
Analyze monthly people costs and take corrective action when deviations occur.
Authorize people requisitions in line with budget and standard operating procedures.
Implement controls for overtime and variable costs.
Manage leave to achieve targeted balance.
KPIs:

People cost per bird.
Number of expat employees.
KRA 5: Team Leadership and Development

Foster a high-performing team aligned with company HR policy, values, and behaviors.
Ensure understanding, application, and commitment to company values and code of conduct.
Set individual goals and targets for team members.
Drive performance management, coaching, and training.
Identify training needs and support career development opportunities.
Establish succession plans for key positions.
Resolve conflicts professionally and effectively.
Drive effective business meetings and actions.
KPIs:

Completed team member performance reviews.
Individual development plans for the team.
Quality of the team.
Defined and enacted disciplinary code.
KRA 6: Compliance and Quality

Ensure compliance with QA, SHE, GHPs, GMP, and all company SOPs and deadlines.
Recruit and develop staff to maintain world-class standards.
Keep abreast of HR developments and implement new innovations.
Implement an HR management system to measure key HR criteria.
Monitor and improve compliance with GHPs.
Support divisional GM in team cohesiveness and focus.
Implement best practices from the CAPS Group.
KPIs:

QA audit scores and corrective actions.
Quality of the quality and safety team.
KRA 7: Risk Management and Compliance

Apply sound financial management principles and mitigate financial risks.
Ensure compliance with employment rules and regulations.
Implement training on biosecurity standards and policies.
Identify and mitigate business risks.
Collaborate with internal audit recommendations within the HR scope.
KPIs:

Active court and legal case register.
Dismissals without losses.
Training compliance for key risk areas.
KRA 8: Infrastructure and Facility Management

Uphold high standards of maintenance, security, and appearance of the business infrastructure.
Create a passionate staff body committed to excellent stocks management.
Promote company image and values through well-maintained premises.
Contribute to housekeeping, safety, and preventative maintenance standards.
KPIs:

Compliance with housekeeping standards.
Management of protective clothing.
Values-driven approach to housekeeping and maintenance.
LOCATION: Lumbadzi area, Lilongwe
ROLE REPORTS TO: CEO
TEAM: Divisional HRs, payroll staff, timekeepers

KNOWLEDGE, SKILLS, AND EXPERIENCE REQUIRED:
REQUIRED:
1.HR procedures and processes.

Knowledge of Malawi labor law.
Business management.
PREFERABLE:

Performance management.
Strong business acumen.
WE COMMIT TO OUR BEHAVIORS: HOW IT IS DONE!

Excellence: Striving for the highest standards in HR practices and operations.
Passion and Intensity: Giving our best effort and dedication to our work.
Entrepreneurship: Seeking ways to improve efficiencies and achieve cost savings.
Quality: Paying attention to quality in all aspects of HR.
Openness to Learning and Growth: Continuously seeking personal and professional development.
Team Player: Nurturing positive relationships with employees, stakeholders, and the community.
Sense of Urgency: Addressing tasks and challenges promptly and efficiently.
Note: This job description is intended to outline the general nature and level of work being performed by individuals assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required for the role.

ob Title: Senior Human Resources Manager

ROLE PURPOSE:

The Senior Human Resources Manager is responsible for developing and executing the human resources strategy in support of the overall business and strategic direction of the organization. This includes driving a culture of excellence, managing talent, performance, and compensation, ensuring policy compliance, and maintaining a focus on cost management. The Senior HR Manager partners with senior and executive management to align HR initiatives with the company's strategic goals and foster Central Poultry as the employer of choice in Malawi.

KEY PERFORMANCE AREAS: WHAT IS DONE!

KRA 1: HR Strategy and Operations

Develop and execute HR strategies aligned with the company's strategic goals.
Establish an organizational structure, job descriptions, and clear responsibilities within the HR department.
Translate the company's strategic objectives into an HR plan.
Staff the HR division with high-performing individuals.
Ensure HR initiatives contribute to the overall strength of the organization.
KPIs:

Updated job descriptions and performance requirements.
Quality of the HR team.
Alignment of HR initiatives with company strategy.
HR perceived as a major strength.
KRA 2: Strategic HR Support

Collaborate with the CEO to create an HR agenda that supports the overall business strategy.
Translate the strategic agenda into HR deliverables.
Drive HR initiatives that create and sustain strategic momentum.
Establish scorecards to monitor progress and alignment of HR team.
KPIs:

Approved HR scorecard.
Progress shown on scorecard.
Quality and progress of HR agenda and deliverables.
Number of high-performing employees (A-players).
Implementation of recruitment track.
Number of high-performing Malawians within the company.
Strategic achievements.
Approved incentive scheme for all.
KRA 3: Talent Management and Development

Define and implement HR processes, including recruitment, performance evaluation, staff relations, and training.
Source and develop excellent Malawian staff to reduce people cost.
Create a strong employer brand to attract top talent.
Ensure HR practices support strategic business goals.
Enhance staff capabilities through training and development opportunities.
KPIs:

Defined and implemented recruitment process.
Job descriptions in place for all positions.
Performance evaluation process implemented.
Onboarding process implemented.
Average of 10 hours of staff training per annum.
Baseline employees capable of one-step up.
KRA 4: People Cost Management

Set and execute the annual People Cost budget aligned with the company's strategy.
Achieve the budgeted number of expat employees.
Analyze monthly people costs and take corrective action when deviations occur.
Authorize people requisitions in line with budget and standard operating procedures.
Implement controls for overtime and variable costs.
Manage leave to achieve targeted balance.
KPIs:

People cost per bird.
Number of expat employees.
KRA 5: Team Leadership and Development

Foster a high-performing team aligned with company HR policy, values, and behaviors.
Ensure understanding, application, and commitment to company values and code of conduct.
Set individual goals and targets for team members.
Drive performance management, coaching, and training.
Identify training needs and support career development opportunities.
Establish succession plans for key positions.
Resolve conflicts professionally and effectively.
Drive effective business meetings and actions.
KPIs:

Completed team member performance reviews.
Individual development plans for the team.
Quality of the team.
Defined and enacted disciplinary code.
KRA 6: Compliance and Quality

Ensure compliance with QA, SHE, GHPs, GMP, and all company SOPs and deadlines.
Recruit and develop staff to maintain world-class standards.
Keep abreast of HR developments and implement new innovations.
Implement an HR management system to measure key HR criteria.
Monitor and improve compliance with GHPs.
Support divisional GM in team cohesiveness and focus.
Implement best practices from the CAPS Group.
KPIs:

QA audit scores and corrective actions.
Quality of the quality and safety team.
KRA 7: Risk Management and Compliance

Apply sound financial management principles and mitigate financial risks.
Ensure compliance with employment rules and regulations.
Implement training on biosecurity standards and policies.
Identify and mitigate business risks.
Collaborate with internal audit recommendations within the HR scope.
KPIs:

Active court and legal case register.
Dismissals without losses.
Training compliance for key risk areas.
KRA 8: Infrastructure and Facility Management

Uphold high standards of maintenance, security, and appearance of the business infrastructure.
Create a passionate staff body committed to excellent stocks management.
Promote company image and values through well-maintained premises.
Contribute to housekeeping, safety, and preventative maintenance standards.
KPIs:

Compliance with housekeeping standards.
Management of protective clothing.
Values-driven approach to housekeeping and maintenance.
LOCATION: Lumbadzi area, Lilongwe
ROLE REPORTS TO: CEO
TEAM: Divisional HRs, payroll staff, timekeepers

KNOWLEDGE, SKILLS, AND EXPERIENCE REQUIRED:
REQUIRED:
1.HR procedures and processes.

Knowledge of Malawi labor law.
Business management.
PREFERABLE:

Performance management.
Strong business acumen.
WE COMMIT TO OUR BEHAVIORS: HOW IT IS DONE!

Excellence: Striving for the highest standards in HR practices and operations.
Passion and Intensity: Giving our best effort and dedication to our work.
Entrepreneurship: Seeking ways to improve efficiencies and achieve cost savings.
Quality: Paying attention to quality in all aspects of HR.
Openness to Learning and Growth: Continuously seeking personal and professional development.
Team Player: Nurturing positive relationships with employees, stakeholders, and the community.
Sense of Urgency: Addressing tasks and challenges promptly and efficiently.
Note: This job description is intended to outline the general nature and level of work being performed by individuals assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required for the role.