To design, lead and implement an integrated Talent, Organisational Development and Employee Engagement strategy across the Group.

The role is accountable for:

• Talent management and succession planning
• Learning & development strategy and execution
• Organisational development and workforce capability building
• Employee engagement and culture initiatives
• Recruitment governance and employer branding
• HR administration service excellence and compliance

The incumbent ensures the Group builds a high-performance, future-ready workforce aligned to operational, financial and strategic objectives.

KEY ACCOUNTABILITIES

• Develop and implement a Group Talent Management Framework.
• Identify critical roles and succession pipelines.
• Lead annual talent reviews and 9-box calibration processes.
• Design individual development plans for high-potential employees.
• Oversee leadership pipeline development (Graduate, EIT/GIT, supervisory development).
• Track talent risk and bench strength metrics.
  

• Develop and implement a 3-year L&D Strategy aligned to operational excellence.
• Establish a structured Operational Excellence Training Framework.
• Oversee mandatory compliance training (safety, labour law, quality standards).
• Manage leadership development programs.
• Implement learning needs analysis across business units.
• Monitor ROI on training spend.
• Digitise learning where feasible (LMS, micro-learning, skills tracking).
• Oversee VET Levy Claims

 Organisational Development (OD)

• Lead organisational design initiatives.
• Conduct role clarity and structure reviews.
• Support performance management system implementation.
• Drive change management projects.
• Oversee competency framework design and implementation.

 Employee Engagement

• Design and implement Group engagement strategy.
• Conduct annual climate / engagement surveys.
• Analyse engagement data and implement action plans.
• Oversee recognition programs.
• Develop internal communication frameworks (culture campaigns, values rollout).
• Support leadership visibility and trust-building initiatives.

 Recruitment & Talent Acquisition

• Oversee recruitment governance across all sites.
• Ensure structured, fair, legally compliant hiring practices.
• Manage employer branding initiatives.
• Develop workforce planning dashboards.
• Oversee psychometric and competency-based assessments where required.
• Reduce time-to-fill and improve quality-of-hire metrics.

 HR Administration & Services

• Ensure HR administrative excellence (contracts, onboarding, records).
• Standardise onboarding experience across Group.
• Oversee HRIS data integrity.
• Ensure compliance with Namibian Labour Act and related legislation.
• Develop HR service level standards.
• Monitor audit readiness and documentation standards.

 
COMPETENCY REQUIREMENTS

Technical Competencies

• Talent & succession frameworks
• OD methodologies
• Learning strategy development
• Engagement analytics
• Workforce planning
• HRIS systems
• Labour law knowledge (Namibia)
• Change management

Behavioural Competencies

• Strategic thinking
• Data-driven decision making
• Executive communication
• Emotional intelligence
• Structured execution
• Influence without authority
• Cultural intelligence

 
QUALIFICATIONS & EXPERIENCE

Minimum:

• Bachelor’s Degree in Human Resources / Industrial Psychology / Organisational Development
• 7–10 years progressive HR experience
• 5 years in Talent / OD / L&D leadership role
• Experience in manufacturing or large unionised environment

Preferred:

• Postgraduate qualification
• Psychometric accreditation
• Change Management certification
• Experience managing multi-site HR teams