HR Manager at KFC Lesotho (Baobab Brands)

Lintlha

Baobab Brands – HR Manager (Lesotho)

Organisation: Baobab Brands

Position: HR Manager

Location: Lesotho

Department: Human Resources

Closing Date: 19 November 2026

1. Main Purpose of the Role

The HR Manager (HRM) is responsible for implementing and executing the People Plan in partnership with the General Manager, Operations Manager, Training Department and Area Coaches.

The role involves influencing, facilitating and performing all Human Resource functions to contribute towards the achievement of the organisation’s Balanced Scorecard objectives. This includes building people capability, managing talent, promoting employee engagement and ensuring organisational effectiveness in line with the company’s culture and requirements.

2. Key Responsibilities

A. Building People Capability

Succession Planning: Analyse manpower requirements and conduct bench planning to determine human resource capacity and ensure key positions are filled.

Knowledge and Skills Development: Facilitate the effective transfer of knowledge and skills through the development, application and evaluation of appropriate training methods in collaboration with the Training Team.

Leadership Development: Lead soft skills development sessions for RSC, ASL and RGMS in partnership with the Operations Team.

B. Managing Talent

Recruitment and Selection: Ensure recruitment processes are effectively executed and all key vacancies are filled within 40 days.

Induction and Orientation: Ensure that orientation and induction programmes are conducted for new employees at all levels.

Personal Development and Performance Management: Coach and ensure the execution of Individual Development Plans (IDPs) and performance appraisals to promote accountability and support individual and organisational needs.

Facilitate quarterly talent conversations with Department Leads.

Manage the compensation review process for the business.

C. Employee Engagement

Culture Driver: Champion the company’s culture and values through company-wide initiatives and by modelling the expected behaviours.

Leverage Culture Champions in restaurants to drive HWWT culture and SGTW@KFC plans.

Hold quarterly committee meetings with Culture Champions.

Effective People Reviews: Work with the Operations Manager and Area Coaches to analyse employee survey results and feedback, develop action plans and ensure implementation.

Compliance: Ensure that Baobab HR culture and hygiene practices are aligned with YUM requirements.

People Capability Engagement Visits: Conduct engagement visits to identify business opportunities and align business priorities with action plans.

D. Organisational Effectiveness

Ensure People Capability (PCS) information is collected, populated and continuously updated.

Develop HR reports as requested by management.

Audit training files to ensure development records are maintained and the correct development processes are followed.

Legislative Compliance: Ensure compliance with relevant legislation through HR audits.

Labour and Employee Relations: Maintain stable working environments through sound labour relations and conflict resolution at the lowest possible level.

HR Information Systems: Implement and maintain HR systems to support effective HR functions and communication.

HR Policies: Promote the application of policies and procedures to maintain labour peace and ensure equitable treatment of employees.

Share accountability for Employee P&L, People Capability Scorecard and bench planning results.

Compensation and Benefits: Oversee compensation and benefits.

Strategic Advisor: Keep the business informed of external economic, political and socio-economic factors that may affect its operations, and communicate relevant developments to stakeholders.

Act as a People Partner to the General Manager by driving the People Performance Review (PPR) in the region.

3. Skills and Competencies Required

Communication and Stakeholder Management

Provide trusted strategic advice