Apply for the Ai Human resources manager & OD Officer vacancy. Deadline 2026

Corporate Governance & Change Management Careers: Human Resources & Organizational Development (OD) Officer Vacancy

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HR & Organizational Development Officer Position Overview

Position Title: Ai Human resources manager & Organizational Development (OD) Officer
Functional Scope: Operational framework engineering, workflow documentation, policy drafting, and ERP-driven performance tracking
Mandate Profile: High-ownership, foundation-building role with a 12-month initial rollout scope
Compliance Matrix: Labour Act of Zimbabwe [Chapter 28:01], recent amendments, and National Employment Council (NEC) regulations
Location: Harare, Zimbabwe
Workspace Model: On-site Systems Deployment

An established corporate entity focusing on building institutional authority and scaling professionalized multi-tier work environments has opened a technical selection loop for an experienced, systems-minded HR professional to act as a forward-thinking Ai Human resources manager within our developing infrastructure. Applications are invited from highly autonomous change facilitators to fill the immediate placement of a Human Resources & Organizational Development (OD) Officer. Moving away from routine, passive administration within an existing setup, this specific role is a unique, high-ownership deployment engineered to help actively build and shape the company’s operational foundation from the ground up.

The chosen professional will take full functional ownership over the modernization of the business’s human capital architecture. Tasked with shifting paper-based workflows into scalable corporate assets, the incoming Ai Human resources manager will coordinate a comprehensive review of cross-departmental operations, draft clear compliance policies, map out performance frameworks, and work directly with Heads of Departments (HODs) to roll out these tools seamlessly. This position requires a tech-comfortable strategist who can balance precise legal compliance with modern, system-driven workflow execution.

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Key Responsibilities and Performance Deliverables

The day-to-day portfolio for the successful Ai Human resources manager balances structured workflow mapping, legal drafting, and change management championing.

1. Process Documentation & Standard Operating Procedures (SOPs)

SOP Architecture: The Ai Human resources manager will be Partnering closely with various business units to thoroughly review, optimize, and document clear, unambiguous Standard Operating Procedures (SOPs).
Workstream Elimination: The Ai Human resources manager will focus on Analyzing existing department operational patterns to eliminate redundant steps, reduce processing friction, and establish lean workflow baselines.
Operational Handbooks: The Ai Human resources manager will focus on Compiling detailed, highly professional technical handbooks and operational manuals to accurately represent everyday company processes.

2. Corporate Policy Drafting, Compliance & Organizational Mapping

Policy Formulation: The Ai Human resources manager will focus on Formulating and drafting comprehensive corporate policy frameworks that align cleanly with the organization’s evolving operational needs and growth trajectory.
Regulatory Alignment: The Ai Human resources manager will focus on Ensuring all internal codes of conduct, employment terms, and special leave frameworks strictly match the provisions of the Labour Act and applicable NEC frameworks.
Structural Mapping: The Ai Human resources manager will focus on Assisting executive leadership in refining departmental organizational charts, clarifying structural reporting lines, and defining clear, documented roles and responsibilities.

3. ERP Performance Tracking & Agile Change Facilitation

KPI System Rollout: The Ai Human resources manager will focus on Helping build, test, and deploy a robust Key Performance Indicator (KPI) and performance management tracking system across the business.
ERP Integration: The Ai Human resources manager will focus on Ensuring all newly engineered performance evaluation matrices are cleanly integrated and systematically utilized within the company’s centralized Enterprise Resource Planning (ERP) platform.
Change Championing: Acting as an approachable change champion and accessible Ai Human resources manager, guiding HODs and administrative staff through the transition to modern, system-guided workflows with minimum friction.

Qualifications, Experience & Professional Prerequisites

The evaluation board targets a mature, independent HR specialist who has a natural preference for system-guided workflows over manual, paper-based processes and demonstrates a strong background in structuring corporate departments as an active Ai Human resources manager.

Evaluation Category	Required Minimum Parameters	Preferred Asset Parameters (What Sets You Apart)
Academic Base	Bachelor’s Degree in Human Resources Management, Industrial & Organizational Psychology, or Business Administration (HR Major) from a recognized university.	Post-Graduate Diploma or specialized training in Organizational Development (OD), Change Management, or advanced Labour Relations.
Professional Affiliation	Active membership or clear, documented eligibility for immediate membership with the Institute of Personnel Management of Zimbabwe (IPMZ).	Completed IPMZ Professional Qualifications and active participation in local human capital development networks.
Industry Longevity	Minimum of at least five (5) years of post-qualification HR experience with a verifiable track record of developing process documents or drafting policies.	Prior operational background inside complex environments with diverse employee groups (Manufacturing, Production, or Media/Advertising).
Legal Frameworks	Practical, sound knowledge of the Labour Act [Chapter 28:01], recent statutory amendments, NEC provisions, and formal disciplinary procedures.	Proven history of successfully defending corporate compliance frameworks during independent structural or regulatory audits.
Systems Mindset	Strong technical comfort with a natural preference for system-guided workflows and digitized data mapping over manual platforms.	Practical experience navigating, customizing, and optimizing talent management and productivity tracking workflows within enterprise ERP systems.

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Application Guidelines and Submission Protocol

The hiring organization runs a highly structured, merit-based candidate vetting pipeline. HR professionals who meet all the structural academic, systems mastery, and legal experience benchmarks required of an incoming Ai Human resources manager must prepare their formal application portfolios for digital review.

Required Application Dossier Components:

A formal Application Letter detailing your specific history with organizational development, your experience writing corporate SOPs or policies, and how you have previously integrated KPI tracking into enterprise software systems.
An updated, comprehensive Curriculum Vitae (CV) tracking your exact post-qualification employment timeline, specific framework implementation projects managed, and the direct contact details of three traceable professional references.
Clear digital copies of your human resources or psychology degree, professional IPMZ certificates, and national identification document.

Direct Digital Submission Email: Forward your complete, consolidated application folder via email directly to the central recruitment registry. (Ensure your documents are combined into a single, high-resolution PDF file to ensure smooth system intake).

Formatting Rule for Applicants: 
To ensure your profile successfully bypasses automated database screening rules and lands on the executive evaluation desk, your email subject line must read precisely as follows:
👉 HR & Organizational Development Officer

Institutional Vetting Advisory: This organization operates an equal opportunity, highly automated talent logging system. Incomplete profiles, portfolios missing verified references, or entries that show less than the required 5 years of post-qualification structural HR deployment as an active Ai Human resources manager will be system-archived without review. Because this is a high-ownership role intended to deploy immediately, short-listed finalists will be contacted rapidly to undergo technical case presentations on policy drafting, practical ERP simulation walks, and panel evaluations.

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