HR & ESG Manager

CAMUSAT BOTSWANA (PTY) LTD - HR & ESG MANAGER
JOB PURPOSE
The HR-ESG Manager is responsible for defining, driving, and monitoring the execution of the Group's Human Resources and ESG (Environmental, Social, and Governance) strategy within the assigned geographic area. This role ensures full alignment with the Executive Committee's strategic directives, embedding people's strategy, culture transformation, workforce capability development, and responsible business practices into operational execution.
The incumbent advances social responsibility, environmental stewardship, ethical conduct, and governance standards across the organization, ensuring compliance, risk mitigation, and sustainable value creation.
Additionally, the HR-ESG Manager serves as a strategic advisor to departmental leadership, providing expert guidance on HR, CSR, and EHS matters to strengthen organizational performance, employee engagement, regulatory adherence, and long-term sustainability outcomes.

Job Summary

• Employer: CAMUSAT BOTSWANA (PTY) LTD
• Job Type: Full-time
• Location: Gaborone, Botswana
• Category: Human Resources
• Closing Date: 2026-11-04

Key Responsibilities

• Implements the HR strategy of the Group within his/her geographic area defined.
• Determines flagship projects according to this strategy and expectations of managers.
• Use group frameworks for succession planning and leadership development programs.
• Execute performance management systems designed by the group HR strategy (e.g., appraisals, KPIs, talent reviews).
• Monitor local market trends and provide input to groups for strategy adjustments.
• Accurate, timely, and standardized reporting for decision-making at group level.
• Ensure compliance and manage the changes of the local regulation and respect internal policies.
• Guide on local labor laws, statutory requirements, and HR regulations (e.g., employment contracts, leave, social security, termination rules) and Identify HR compliance risks, such as breaches in labor law, contracts, or internal policies.
• Ensure local HR practices comply with both local law and internal group policies( Adapt group HR policies (e.g., performance, leave, benefits, code of conduct) to align with local regulations without compromising group standards and Communicate updates to employees and managers to ensure policy awareness and adherence.
• Support employees with queries related to policies, contracts, benefits, or regulatory requirements.
• Maintain HR records in accordance with governance standards.
• Ensure proper approvals and documentation for HR decisions (e.g., salary adjustments, disciplinary actions).
• Lead or support internal and external HR audit.
• Develop, review, and enforce HR policies, procedures, and codes of conduct develop, review, and enforce HR policies, procedures, and codes of conduct and Communicate policies effectively across the organization
• Oversee recruitment and selection processes to attract top talent.
• Develop succession planning and career development programs.
• Ensure retention strategies and employee engagement initiatives are effective.
• Manage performance appraisal systems and feedback processes.
• Develop and monitor compensation, benefits, and reward programs.
• Benchmark and ensure competitive HR policies in the market.
• Develop HR budgets aligned with Camusat's strategy, workforce plans, and business needs.
• Forecast staffing costs, training programs, benefits, and other HR initiatives Identify and implement cost-saving measures without compromising employee experience.
• Ensure funds are distributed according to priority initiatives and business requirements.
• Support workforce planning by assessing cost implications of new hires or restructuring.
• Submit HR Operational costs.
• Act as a point of escalation for complex employee relations issues.
• Handle staff concerns and complaints.
• Manage discipline and conflict resolution.
• Promote a healthy work environment.
• Implement effective conflict resolution strategies and maintain a positive work environment.
• Oversee employee onboarding and continuous professional development.
• Track HR KPIs (e.g., attrition rates, compliance incidents, performance appraisal completion).
• Report key HR metrics to senior leadership and where required.
• Recommend corrective actions when policies or practices are not followed.
• Run appraisals.
• Support managers in managing staff performance.
• From the analysis phase and managers needs to the integration of human resources (recruitment proc…