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HR Officer

Mozambique
Salary: Market Related
Job Type: Permanent
Sectors: Hospitality Human Resources
Reference: 187895

Apply before Jun 16 2026 | 15 Days left

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Vacancy Details

Employer: International Facilities Services

1. Purpose of the Role

2. Key Responsibilities

2.1. Policy Implementation and Compliance

Implement talent acquisition, management, remuneration and development policies and processes in accordance with the SOPs.
Report non-adherence to in-country legislative and SOP requirements.
Propose changes to SOPs to the HR Manager if required.
Ensure absolute compliance with HR SOPs and in-country labour laws.

2.2. Organisational Design

Maintain the site organogram to ensure accuracy and only appoint into vacant and approved positions.
Propose to the HR Manager any ad hoc adjustments to the structure to meet operational changes.
Maintain the records associated with the organogram.
Reconcile the organogram against actual staffing on a quarterly basis and inform the HR Manager if any adjustments are required so that the payroll administrator can be informed
Maintain the library of job profiles for the site and ensure that every employee has an appropriate and signed job profile in his/her file.

2.3. Recruitment

Consult with the site on people requirements - to facilitate, advise and get operationally involved where appropriate.
Implement agreed recruitment strategies, SOPs and initiatives.
Ensure the job specifications for the roles clearly articulate the requirements and set out the expectations from a successful candidate.
Understand the relevant site services to "market" the roles and attract the right talent.
Provide professional support and advice on recruitment and selection to managers and provide training on interviewing techniques.
Coordinate the recruitment process, including:
- confirmed job profiles and personnel specifications
- the job advertisements (including at ONEM)
- the channel to be used
- the application form design
- preparation of other recruitment material such as brochures.
For the relevant occupational levels, coordinate the selection process in accordance with organisational policy
and the job specification, including:
- screening application forms
- shortlisting applicants
- interviewing
- psychometric testing and technical assessments
- reference checking.
Coordinate the appointment process, including facilitating the signing of the employment contract.
Process new employee appointments and ensure all required employee information is provided and captured on the HR system.

2.4. Onboarding and Probation Administration

Prepare for the start of new employees by ensuring their uniforms, laptops, PPE, access etc are arranged prior to start date.
Facilitate and coordinate the onboarding of all employees in Category VI and below in accordance with the relevant SOP and checklist and ensure they are completely integrated into their roles and into IFS.
Conduct the induction of all employees in the above categories.
Administer probationary reviews and ensure the probationary period is concluded in accordance with the SOP.

2.5. Termination and Exit Management

Administer the exit interviews for site staff.
Consolidate exit data for the site and report on terminations and exit interview outputs to the HR Manager.
Ensure all the internal and external documents are submitted for all terminations in the requisite time.
Administer exit/termination payments with the payroll administrator and ensure all records are correct for the relevant site.

2.6. Talent Management

▪ Coordinate the talent management and succession planning documentation and processes for the site.
▪ Prepare and conduct planning meetings for talent and development discussions for employees both with and
without supervisors.
▪ Ensure that succession and talent is reviewed quarterly and is live within the organisation.
▪ Manage the performance management processes including annual performance planning; bi-annual formal
performance appraisals and the accurate recording of results on the system.
▪ Facilitate any poor performance discussions between supervisors and subordinates and ensure milestones
are met and the process is closed out in accordance with the SOP.
▪ Administer promotion processes ion accordance with the SOP.

2.7. Talent Development

▪ Design, develop, implement, and maintain a site skills inventory to assist in human resource planning and the
identification of learning needs.
▪ Advise management regarding initiatives and activities that promote maximum staff effectiveness and create
a positive impact on performance.
▪ Consult with management and conduct surveys to identify training needs based on projected production
processes, changes, and other factors.
▪ Analyse the individual development plans for all employees to understand the training and development
requirements.
▪ Undertake an annual skills audit/competency assessment and generate a status report.
▪ Formulate and implement the site training plan in accordance with approved IFS guidelines, the competency
gaps identified and the development plans emanating from the TADS process.
▪ Develop, obtain approval, and implement induction, mentoring and coaching programmes.
▪ Conduct the on-boarding and induction of all new staff onto the site.
▪ Manage the implementation of training and development programmes.
▪ Conduct the training programme impact assessment studies and analyse the results.
▪ Develop and deliver monthly management information reports to track and benchmark learning and
development participation, costs, and benefits.
▪ Manage external vendor relationships, where appropriate.
▪ Provide training on people management to supervisors and managers.
▪ Ensure assessments are conducted on employees before a promotion is approved.
▪ Ensure learning administration and record keeping is up to date and accurate.

2.8. Administration and Reporting

Compile and submit management and statutory reports relating to human resource management for the site.
Ensure that each employee has a personal file on site with the required documents, as indicated in the checklist.
Monitor and address legal compliance issues to ensure that the site complies with labour laws including rigorously managing expatriate compliance with immigration requirements.
Ensure regular self-audits are completed to ensure compliance to IFS and in country standards/laws.
Manage labour inspections relevant to the site and ensure 100% compliance and zero penalties.
Ensure master data of employees on the HR System is up to date and accurate.
Report monthly on trends for the site in terms of overtime, absenteeism, disciplinary process, training conducted and planned, recruitment planned and closed out and what mitigating measures have been put in place.
Educate employees on policies and procedures.
Manage the issuing of PPE and uniforms to staff in accordance with the Company guidelines.
Administer employee leave, ensuring its reconciled annually, that an annual leave plan is approved at the beginning of each year and that leave forms are filed and captured on the system for every absence.

2.9. Payroll Administration

Manage new engagement and exit documentation and submit it to the corporate office and ONEM and the labour inspector as required.
Administer and file employee/payroll records, ensuring compliance with regulatory requirements associated with such documentation.
Check time-keeping records for compliance with established standards.
Maintain and file time and attendance records.
Prepare an accurate payroll for the corporate office to action monthly for employee salaries to be paid into their nominated bank accounts timeously.
Check, calculate and capture all manual attendance registers.
Notify the corporate office of changes in pay and tax status and miscellaneous changes.
Ensure all time and attendance and personnel transactions such as new hires, terminations, leaves of absence, benefits deductions, garnishee orders, etc. are captured in the applicable month.
Ensure variance reports are thoroughly checked and any corrections submitted within agreed deadlines.
Distribute the payslips and ensure a copy payslip is signed by the employee, filed and scanned.
Maintain up to date and accurate databases for dependents (including parents), funeral assistance claimed, bank loans awarded and facilitate related transactions in accordance with SOPs.
Answer payroll-related queries from employees in accordance with associated performance standards.
Ensure all allowances and deductions are effected in accordance with SOPs and in-country legislation.

2.10. Employee Wellness

Develop and roll-out IFS wellness programmes relating to health, safety, time management, stress, and fatigue management.
Support the HSE officer in promoting employee awareness and understanding of safe practices and behaviours.
Conduct employee wellness interviews to assess wellbeing and implement wellness strategies related to findings.
Assist with wellness drives i.e., COVID, Malaria, HIV Aids, Typhoid.
Schedule and coordinate the medical bookings for staff and monitor the medical status of the workforce ensuring that requisite certification is always valid.

2.11. HR Projects/Initiatives

Provide input into and assist/participate in HR projects and initiatives within Country and from the corporate office.
Ensure a continuous improvement perspective is adopted and ideas given to improve the way work is done to be more effective and efficient.
Assist in creating a culture of learning within the organisation.

2.12. Professional and Technical Expertise

Provide HR expertise in cross-functional department meetings and with colleagues and external stakeholders to enable relevant decision-making.

2.13. Employee/Industrial Relations

▪ Ensure disciplinaries are conducted in accordance with the SOP.
▪ Ensure there are monthly meetings conducted between management and staff representatives regarding
conditions of employment.
▪ Provide advice to the management team regarding disciplinaries and people management.
▪ Address grievances in accordance with the SOP.
▪ Ensure that all employees have signed and acknowledged their understanding of the disciplinary code within
the organisation.
▪ Ensure that all disciplinary process are followed through, documented, and closed off according to DRC labour
law requirements.
▪ Update the organisation on any changes/amendments to the disciplinary labour code.
▪ Drive a positive Employee relations climate within the organisation.

2.14. Effective Teamwork and Self-Management

▪ Take ownership and accountability for tasks and activities and demonstrate effective self-management in
terms of planning and prioritising, and self-development.
▪ Follow through to ensure that quality and productivity standards of work are consistently and accurately
maintained.
▪ Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide
appropriate resolution.
▪ Manage colleagues’ expectations and communicate appropriately.
▪ Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

3. Key Performance Indicators

Reporting the correct information, in the correct format at the correct time
Zero fines and penalties from governmental authorities
Union and staff representative engagement as mandated by collective and recognition agreements, internal regulations and collective bargaining requirements
100% compliance across the site with HR policies, laws, procedures, checklists and collective agreements
Monthly and annual statutory and client HR submissions completed accurately and at the agreed times
Time and attendance administered for the site in accordance with the SOP
Rotations compliant with approved rosters and company systems
Leave managed in accordance with laws and rules
Monthly payrolls submitted on time and accurately in accordance with SOP and deadlines
All employees have a personal files and all the requisite documents for constant compliance with labour and company requirements (including expats)
100% visa, work permit and residence card coverage
100% expat bank accounts coverage
100% recruitment, selection, contracting, onboarding and probation compliance with relevant SOPs
100% compliance with internal and legal requirements for all promotions, demotions and transfers.
Disciplinaries conducted in accordance with the relevant SOP and labour code
Competency assessments, training and the TADS are implemented in accordance with agreed annual plans and relevant SOPs
Currency of Premier HR data as assigned (recruitment, conduct management, performance management, training etc)

KNOWLEDGE/

COMPETENCE

What skills, knowledge,

and/or attributes are

necessary to perform the

role?

1. Knowledge

Labour and employment law
HR systems and formats
Recruitment practices
HR planning practices and principles
Remuneration practices
Performance management and development methodologies
Skills development methodology
Adult education/learning styles
Training tools and learning aids

2. Skills

Verbal and written communication
Computer literacy (at least intermediate MS Office suite skills)
Report writing
Interpersonal
Interviewing
Logical thinking
Problem solving
Negotiation
Analytical thinking

3. Attributes

Persuasive
Initiative and assertive
Tolerant of stress and pressure
Creative
Proactive
Attention to detail
Deadline driven
People orientated
Tactful and able to deal with difficult situations
Diplomatic
Able to interact at all levels of the organization
Results/Goal oriented

QUALIFICATION AND

EXPERIENCE

Diploma or degree in Social Science/ Human Resource Management / Organisational Behaviour and Development
At least 6 years’ relevant experience within an HR function at an officer level

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