Indo Zambia Bank Limited

Indo Zambia Bank Limited is a commercial bank that has been operating in Zambia since 1984. With a branch network of 37 branches and 7 agencies across the country, the Bank has exciting career opportunities for individuals seeking to grow in the banking and financial services sector.

HUMAN RESOURCES DEPARTMENT

3. DEPUTY HEAD – HUMAN RESOURCES * 1

Job Purpose

The Human Resources Department (HRD) is a strategic business partner and plays a vital link between Management and the general workforce. The HRD acts as a conduit between management and the general workforce on all issues pertaining to business partnering and HR operations such as Industrial Relations, Recruitment & Placement and Research and Development, Training, Payroll, and performance management.

The role will deputize the Head of Department in executing the HR strategy and manage all HR risks.

This Senior Management role will provide strategic and operational support to the Head of Department in the effective execution of departmental priorities and initiatives. Further, the role will supervise other officers in the delivery of strategic deliverables while managing all HR risks.

Under the supervision of the Head of Human Resources, the following are among the key responsibilities:

Key Responsibilities

HR Leadership and Management

■ Support the execution of the Bank’s strategic HR agenda in alignment with Board directives and corporate objectives.
■ Translate HR strategy into structured work plans, monitor implementation, and report outcomes.
■ Lead the implementation of HR policies and strategies, ensuring effective communication and adoption across the organization.
■ Contribute to the design and maintenance of robust internal controls within the HR function.
■ Prepare and present timely, data-driven reports to the Head of HR for onward submission to the Board and shareholders.
■ Oversee the coordination and performance of HR departmental units, ensuring alignment with strategic goals and resolution of audit issues.
■ Mentor and coach managers, fostering professional growth and high performance.

Employment Cycle

■ Conduct staff recruitment, orientation, placement, promotions, and separations/staff employment exit in accordance with policies.

Training

■ Initiate, design, and conduct Training and Development programmes that address general and specific needs, using preparatory, delivery, and evaluative (research) techniques.
■ Set training standards and priorities through constant review of practices and policies.
■ Identify training needs for personal and professional development using skills gaps analysis.
■ Conduct surveys and research in training and development needs to meet new and demanding challenges in organizational development.
■ Liaise with various training providers, consulting firms, and individuals to conduct training programmes that stimulate and enrich understanding of socio-economic, political, and business environments.
■ Oversee smooth implementation of trainings delivered physically or virtually.

HR Advisory and Business Partnering

■ Provide expert guidance on career development, counselling, and succession planning.
■ Advise management and departmental heads on HR practices, disciplinary matters, and employee relations.
■ Facilitate the resolution of industrial relations issues and maintain constructive engagement with unions and external stakeholders.

Industrial Relations

■ Guide management and implement all issues related to Industrial Relations and Labour or Employee-Management Relations.
■ Liaise with unions and human resource contemporaries on Industrial Relations issues and practices, with a view to broadening the understanding of Industrial Law.

Performance Management

■ Develop performance and results-oriented programmes, including performance management and appraisal systems, for both management and unionised staff.
■ Track departmental KPIs and prepare consolidated reports for EXCO and the Nominations, Remunerations and Governance Committee of the Board.
■ Recommend process improvements to enhance efficiency and quality of HR outputs.

Manpower Planning & Succession Planning

■ Under the supervision of the Head – HR, oversee manpower and succession planning using tools such as performance appraisals, age, and job factors analysis.
■ Maintain manpower records, including personal inventories of available skills, educational and professional abilities, and experience of serving staff.

Policy Formulation & Implementation

■ Assist the Head – HR in developing, reviewing, and improving systems, policies, and procedures to meet the Bank’s vision and mission and align with industry best practice.
■ Develop and review systems, policies, and procedures in Labour and Industrial Relations.

Legal

■ Assist the Head – HR in attending court sessions on behalf of the Bank as a witness or as guided by the Legal Retainer/Legal Department on employee grievances after separation or other labour-related matters.
■ Assist in managing HR legal risks in the department.

Payroll

■ Assist the Head – HR in overseeing payroll processing, including checking, signing off, and matters incidental to the same.

Statutory Compliance

■ Ensure regulatory compliance and implementation of regulators’ directives and Bank statutory requirements, including NAPSA, WCFCB, PAYE, Personal Levy, and NHIMA.

Disciplinary

■ Assist the Head – HR in handling and overseeing all disciplinary and grievance matters of the Bank in accordance with the Bank’s Disciplinary Code.

Reward and Compensation

■ Ensure staff are remunerated in accordance with Conditions of Service and other applicable Bank policies.
■ Ensure terminal benefits are correctly computed and disbursed.

Other Roles and Responsibilities

■ Implement employee welfare, safety, and recreation initiatives.
■ Conduct or participate in salary surveys.
■ Conduct surveys and research on latest trends in Labour Relations and Industrial Law relating to grievance handling, dispute settlement, collective bargaining, and disciplinary procedures to aid decision-making.
■ Perform any other duties as may be assigned by the Head – HR from time to time within the realm of Human Resources Management, Administration, and Industrial and Labour Relations.
■ Execute principal accountabilities in accordance with Bank procedures, policies, and manuals.

Required Skills and Attributes

■ Data analytical skills.
■ Decision-making ability.
■ Strategic planning abilities.
■ Strong understanding of Human Resources procedures.
■ Good interpersonal, communication, and negotiation skills.

Qualifications and Experience

■ University degree in Human Resources or any other relevant field.
■ Master’s degree in a relevant field.
■ Minimum 10 years’ work experience heading and managing the HR department in a financial institution at Executive Management level.
■ Must be a Fellow of ZIHRM.

Applications should be submitted online via the following link: APPLY HERE, clearly indicating the position being applied for. Please ensure that you upload clearly scanned copies of your Curriculum Vitae, Certifications, and other supporting documents.

Physical applications will NOT be accepted.

The closing date for applications is 20th December 2025.