Job Title: Human Capital Regional Manager

Sector: Human Resources

Location: Lusaka, Zambia

A. About GreenCo Power Services Limited (GreenCo)

GreenCo acts as an intermediary offtaker and service provider, purchasing power from renewable IPPs and selling that electricity to utilities and private sector offtakers (i.e. commercial and industrial users) and markets of the SAPP. Through its activities, GreenCo will increase the supply of, and demand for, finance for energy projects, and mobilise private sector capital more quickly towards critical and transformative capacity addition.

GreenCo's vision is to lead innovation and sustainably transform renewable energy markets. This will be achieved through:

• Forward-looking approach to the deeper integration of power markets to unlock investment in renewable energy generation capacity.
• Focusing on creating impact through innovative new solutions in the energy sector.
• Fostering an agile start-up culture with a focus on individual responsibility and personal impact.

GreenCo offers an excellent, dynamic, and exciting work environment for the right candidate with significant potential for further personal development and career advancement.

B. The Role in Context

Human Capital Regional Manager

Purpose of the job

The HC Regional Manager shall oversee human capital functions across the various jurisdictions within which GreenCo operates, which currently includes (i) Zambia (ii) South Africa (iii) Zimbabwe (iv) Namibia and the United Kingdom. The role involves managing all HC functions, such as implementation of HC policies and practices, recruitment and onboarding, performance management, employee retention and ensuring GreenCo is compliant with rules and legislation in each jurisdiction.

A key focus will be to ensure HC policies and recruitment aligns with (i) the operational needs and (ii) the core values of GreenCo.

Key Responsibilities:

1. HC and Recruitment Strategy and Implementation

• Work closely with the management team to develop an HC and Recruitment strategy for each jurisdiction.
• Regularly review and update the HC and Recruitment strategy as GreenCo and the workforce grows / changes.
• Continuously monitor the workforce to ensure that GreenCo has the required skill set in each department and each jurisdiction, and make recommendations where new hires are required.

1. Project Design and Implementation

• Identify and recommend potential improvements to HC structures and management, such as tools and adaptation of organisational structures to ensure GreenCo is future-ready
• Lead and coordinate HC-related projects with appropriate external parties, such as specialist consultants and advisers, to implement actions and strategies agreed with management.

1. Day-to-Day Management

• Managing the HC system (currently Bamboo), including uploading individual employee details and benefit entitlements.
• Manage all employment contracts, including renewals etc.
• Manage benefit entitlements and leave requests, such as annual leave, unpaid leave, maternity leave and sick leave requests.

1. Recruitment

• Manage the recruitment process, which shall include developing job descriptions and managing the interview/evaluation process alongside regional managers in the relevant departments.
• Manage skills development initiatives implemented by GreenCo, such as partnerships with universities, local schools, internships etc.
• Work closely with the management team to address workforce fluctuations due to change in market demands and/or employee absences (such as maternity).
• Oversee the onboarding process for employees.

1. HC Policies and Employee Handbook

• Manage the implementation of the various HC policies and employee handbook in each jurisdiction.
• Have responsibility for updating policies and employee handbook in accordance with local legislation / changing business needs.
• Develop new policies and handbooks as and when GreenCo enters into new jurisdictions.

1. Employee Relations and Employee Satisfaction

• Serve as the point of contact for resolving employee relations issues.
• Discuss with management and develop engagement strategies in order to retain the workforce.
• Ensure consistent and effective communication of HC policies to regional managers and employees.
• Manage and implement regular employee satisfaction surveys.
• Monitor employee satisfaction survey data using insights to ensure retention and engagement.
• Make recommendations to senior management arising from employee satisfaction surveys.

1. Performance Management & KPI Tracking

• Lead the performance management processes, working closely with managers in each department to set clear KPIs linked to regional and departmental business goals.
• Manage the performance tracking system, ensuring managers and employees are tracking KPIs and undertaking performance reviews within the relevant time periods.
• Present regular performance reviews to senior management.

1. Learning, Development, and Compliance Training

• Monitor training and development programmes implemented by GreenCo.
• Research / recommend third party training development programmes for each department, where relevant.
• Identify skill gaps within the workforce.

1. Compliance and Risk Management

• Ensure regional HC practices are compliant with local labour laws.
• Stay updated on legislative and industry changes, adapting HC policies as necessary.
• Ensure compliance with all legal and compliance policies.

1. Diversity, Equity, and Inclusion (DEI)

• Lead DEI initiatives with a focus on the unique challenges / requirements in each jurisdiction (such as BBEE requirements in South Africa).
• Promote inclusivity in recruitment, hiring, and promotion processes, ensuring compliance with both DEI policies and industry-specific diversity goals.
• Monitor regional diversity KPIs (e.g., gender and minority representation in technical roles) and create targeted programs to improve them.

C. Key Experience & Qualifications for HC Regional Manager (Energy Sector)

To effectively manage HC functions candidates should have a background that includes general HC management experience.

1. Education & Certification

• Bachelor’s Degreein Human Resources, Business Administration, or any related/comparable area (required).
• Professional HR Certificationssuch as SHRM-CP, SHRM-SCP, or PHR/SPHR (preferred).

1. Professional Experience

• 5-10 years of progressive HC experience, with at least 3 years managing HC across multiple entities in different jurisdictions.
• Experience managing HC policies and strategies in a company that is growing quickly and regionally.

1. Leadership & KPI Management Experience

• Experience managing teams with a focus on KPI-driven performance management.
• Demonstrated ability to implement KPI tracking, ensuring that all business functions are measurable and aligned with business objectives.

1. Technical & Industry-Specific Skills

• Proficiency in HCIS systems and KPI dashboards for tracking team performance, compliance, and reporting.
• Knowledge of local labour laws.

1. Soft Skills

• Strong leadership skills to provide HC advice to managers in various departments.
• High level of cultural sensitivity, especially for managing diverse and distributed teams in international or remote work environments.
• Problem-solving and conflict resolution skills.

This scope and experience ensure the HC Regional Manager is fully equipped to handle the specific demands of managing a growing company across multiple jurisdictions.

D. Time Commitment

This can be a part time or full-time role with a maximum of 40 hours per week. It is expected that the ideal candidate will be prepared to both work and travel as required to fulfil the objectives of the business.

E. Conflict of Interest

Potential conflicts of interest must be declared and discussed prior to this appointment.