Human Resource and People Manager at Precision Recruitment

This website uses cookies to ensure you get the best experience on our website. Learn More We have started building our professional LinkedIn page. Follow HUMAN RESOURCE & PEOPLE MANAGER Reporting to: Managing Director / Senior Management The Human Resources & People Manager will establish and manage the Company’s HR function, providing both strategic and hands-on support across the full employee lifecycle. The role will develop practical HR systems, policies and processes while supporting recruitment, workforce planning, employee relations, performance management, remuneration, training and organisational development. The successful candidate will be comfortable working in a growing, entrepreneurial environment and building the HR function from the ground up.Buy Maps Develop and implement an HR strategy aligned with business and project growth. Establish HR policies, procedures, systems and organisational structures. Support workforce planning, organisational design and job descriptions. Advise management on people and employment matters. Manage the full recruitment and onboarding lifecycle. Develop talent pipelines for technical, project, commercial and corporate roles. Support recruitment and mobilisation as projects move into construction and operations. Establish structured induction and onboarding processes. Employee Relations & ComplianceBrowse Careers Manage employee relations, disciplinary and grievance matters. Ensure employment contracts, policies and HR practices comply with Zambian legislation. Maintain accurate employee records and HR documentation. Keep management informed of relevant changes in employment legislation. Performance, Remuneration & Development Implement performance management, KPIs and appraisal processes. Develop salary structures and remuneration frameworks. Conduct salary benchmarking for specialist and project-based positions. Manage payroll inputs and employee benefits. Provide timely, supported and comprehensive payroll inputs each month. Identify training needs and support professional development and succession planning. HR Systems & Workforce Planning Establish effective HR information and record-keeping systems with up-to-date tracking of all HR data. Develop HR reporting and workforce metrics. Develop workforce plans for construction and operational phases. Support project mobilisation, contractors and project-based personnel. Culture, Engagement & ESGKnow Worker Rights Build and embed a strong organisational culture and values. Promote employee engagement, retention, wellbeing and effective communication. Support HR-related ESG, diversity, inclusion, safeguarding and ethical requirements. Provide regular HR and workforce reporting to senior management and stakeholders. Within the first 12–18 months, the successful candidate will be expected to: Establish a fit-for-purpose HR function. Implement core HR policies, systems and procedures. Establish organisational structures and job descriptions. Develop remuneration and salary frameworks. Implement recruitment, onboarding and performance management processes. Develop workforce plans aligned with project delivery. Establish reliable HR records, reporting and people metrics. Support recruitment and mobilisation of key project personnel. Build a strong people culture for a growing renewable energy business. Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology or related discipline. Professional HR qualification or ZIHRM membership/equivalent. 5–8 years’ progressive HR experience, preferably within a growing or start-up organisation. Strong knowledge of Zambian employment legislation. Demonstrated experience across recruitment, employee relations, performance management and HR administration. Experience developing and implementing HR policies, systems and processes. Strong organisational, communication and interpersonal skills. Attention to detail is critical Experience in energy, infrastructure, engineering, construction, mining or another project-based environment. Experience supporting rapid business growth or organisational change. Experience working with technical/specialist personnel. Exposure to ESG, social performance or investor requirements. Experience with workforce planning for construction and operational environments. Experience with international partners, investors, lenders or development finance institutions. Strategic HR thinking with strong practical execution. Commercial and business awareness. Strong employee relations and communication skills. High integrity and confidentiality. Strong organisational and administrative ability. Independent, proactive and solutions-focused. Comfortable building processes in a start-up environment. Strong problem-solving and decision-making skills. Ability to work effectively with senior management, technical teams and external stakeholders. A hands-on HR professional and builder who can establish an HR function from the ground up while remaining closely involved in day-to-day people matters. The ideal candidate will be comfortable in a small, entrepreneurial and evolving organisation, with experience in renewable energy, infrastructure, construction, engineering or another project-driven environment being advantageous.Know Worker Rights