Human Resources Relationship Officer at BOTSWANA POWER CORPORATION

Main purpose of the position

To support provision of business-focused, strategic and operational HR advice and services for delivery on the HR and Business Strategy of the Corporation. The role will make a leading contribution towards effective front line service delivery by Human Relationship Function, working directly with HR Managers through interpretation of HR policies, practices and employment legislation as well as provision of advice across a range of operational HR activity including employee relations, workforce planning, health and wellbeing, performance management; and guide managers in handling people management, industrial relations and change processes in support of HR Strategies and delivery of the business plan.

Duties and responsibilities

• Implements the HR Strategy in line with the Corporation’s Strategy to assist the business in achieving its strategic goals.
• Contributes to the updating and maintenance of HR strategies and play a leading role within the team to provide support to the HR Managers in continuously improving the delivery of HR Services.
• Provides, supports, and focuses on increasing the talent quotient and driving improvements as per the BPC Talent Management Model.
• Performs key operational and strategic HR work by producing correspondence to the highest professional standards, including compilation of bundles of documents for HR complex issues, as directed by a relevant member of the Senior HR Management Team.
• Provides timely, accurate and robust advice and guidance on the full range of routine and complex HR issues. This may include all aspects of recruitment and placement, performance management, industrial relations, dignity at work and organizational change to ensure operational effectiveness.
• Maintains and updates employee records are maintained and updated inputs with new hire information or changes in employment status on HRIS.
• Implements organization wide initiatives to improve the wellbeing and engagement of teams and individuals, as well as working with local management teams to identify local issues requiring bespoke support or intervention.
• Liaises with Payroll (salaries office) in conjunction with new employees, exits, retirements and contractual changes affecting salary to manage employee welfare.
• Maintains external contact with members of the public, job applicants and external agencies for the purposes of gaining and sharing information.
• Implements change management activities within the business to ensure that change impact is managed in a timely, professional, and lawful manner and that communications regarding change is clear, concise, and consistent.
• Plays support role in change management programmes including project planning, co-ordination of severance/voluntary separation processes, producing business cases and impact assessments, producing HR case plans and associated risk planning, always considering relevant legislation and statutory requirements.
• Recommend and implements process improvements or changes that will improve the effectiveness and/or efficiency of operations.
• Takes a lead role in the innovation of HR practice, policies, procedures and management toolkits/guidance, carrying out effective horizon scanning to identify future developments.
• Leads and manage delegated projects commensurate with the role, as directed by a relevant member of the HR Management Team, to support the work of the HR team.
• Provides interpretation of HR policies, practices and employment legislation as well as provision of advice across a range of operational HR activities for cordial workplace environment
• Supports the HR Management Team to develop and implement people management solutions to achieve the Corporate business objectives.
• Delivers own prescribed outcomes and/or provides support services by using the organisations safety, health, environment and risk management systems and protocols to ensure a safe working environment.
• Complies with organisational and statutory safety, health, environment and risk management policies and procedures in the provision of HR services to realise the “Zero Harm” objective.
• Establishes and maintains good relations with both internal and external stakeholders to achieve the Corporate business objectives.

Qualifications

• Bachelor’s Degree in Social Sciences, Human Resources, Industrial and Organisational Psychology or related field from a recognised Institution
• Professional membership from a credible institution will be an added advantage.

Experience

• Minimum of five (5) years relevant post qualification experience.
• Of the above, at least two (2) years must be in HR Services position in a multi discipline environment.
• Experience and knowledge of Human Resources best practices including HR Analytics, Employment Labour Law and Recruitment and Selection.

Competencies