Job Description
Applications are invited from suitably qualified persons to fill the following posts within the Zimbabwe Revenue Authority (ZIMRA) - an equal opportunity employer
DIRECTOR HUMAN CAPITAL, LEVEL 3
REPORTING TO: COMMISSIONER GENERAL

Duties and Responsibilities
Duties and Responsibilities
• Provide direction and manage the Human Capital (HC) function to ensure efficiency in the Authority's role as a revenue collector and trade facilitator.
• Contribute towards the development, implementation and monitoring of HC Management strategies that complement the ZIMRA business strategy.
• Develop reward management strategies to support the achievement of the Authority's vision and mission
• Oversee the development and implementation of HC policies and procedures
• Give guidance to both management and staff in the correct application and interpretation of HC policies and procedures.
• Ensure the implementation of the Performance Management System adds value to the operations of the Authority.
• Develop and coordinate HC development programs aligned with the overall strategy of the organization.
• Ensure a stable industrial relations atmosphere within the Authority.
• Promote and monitor best practices in the development and application of HC practices.
• Lead the organisation in the development and harnessing of HC analytics to inform business decisions.
• Ensure complete digitalisation of all strategic HC processes and systems in line with the organisation's strategy.
• Manage the HC value chain to ensure risk is reduced for the organisation.


Qualifications and Experience
Qualifications and Experience
• A First degree in social sciences, human resources, or a commercial field.
• AMaster's degree in social sciences, human resources, or a commercial field is an added advantage.
• Knowledge of SAP will be an added advantage.
• At least 10 years working experience, of which five (5) are at senior management level.
Required Competencies
• Averifiable track-record of implementing successful human capital interventions.
• A verifiable track record of establishing and maintaining sustainable working relationships with the board, management, and staff.
• A verifiable track-record of ethical conduct.
• A verifiable record of accomplishment providing insightful reports to management, board and other key stakeholders
• A verifiable record of accomplishment making policy recommendations backed by data and credible evidence
: A leadership style that engenders a collaborative team atmosphere within the Authority.