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.
KEY FUNCTIONS AND RESPONSIBILITIES:
Self-Management
• 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.
Strategic HR Business Partnering
• 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.
HR Leadership and Governance
• 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.
Workforce Planning and Talent Management
• 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.
Employee Relations
• 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.
Performance and Organisational Effectiveness
• 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.
Human Resources Reporting
• 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.
Continuous Improvement
• 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.
General
• 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.
Key Performance Indicators
• Vacancy fill rate against target.
• Employee turnover rate.
• Retention of critical talent.
• Performance review completion rate.
• Succession plan coverage.
• Workforce plan implementation progress.
• HR project delivery against agreed timelines.
• Compliance and audit outcomes.
MINIMUM QUALIFICATION AND EXPERIENCE:
• 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.
SKILLS AND ATTRIBUTES:
• Attention to Detail: Meticulousness in ensuring accuracy and completeness in administrative tasks and documentation.
• Confidentiality: Ability to handle sensitive information with discretion and maintain confidentiality at all times.
• Communication: Excellent verbal and written communication skills to effectively interact with employees, managers, and external stakeholders.
• Adaptability: Flexibility to adapt to changing priorities and thrive in a fast-paced environment.
• Empathy: Demonstration of understanding and compassion towards employees’ needs and concerns.
• Collaboration: Adeptness at working collaboratively with HR colleagues, line managers, and employees to achieve departmental goals.
• Professional Integrity: Commitment to upholding ethical standards and maintaining honesty and fairness in all HR activities.
• Problem-solving: Capacity to analyse situations, identify issues, and propose effective solutions.
• Customer Service Orientation: Dedication to providing exceptional service to both internal and external clients.
• Positive Attitude: Ability to cultivate a positive and productive work atmosphere for all employees, fostering a supportive and inclusive workplace culture.
Closing Date: 26 October 2026
