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 to support the General Manager in executing business strategies.
- Partner with the Operations Lead to drive a performance culture.
- Promote employee engagement by following up with relevant Department Heads and ASLs.
- Drive people development through training execution and bench planning with Area Coaches.
- Provide internal consulting support to Department Heads on people management.
- Engage recruitment agencies to source suitable talent.
Problem-Solving and Analysis
- Maintain stable working environments through sound labour relations and conflict resolution.
- Develop creative people-development solutions in collaboration with the Training Department.
- Support leaders in resolving organisational, people and change-related challenges.
Judgement and Decision-Making
- Ensure compliance with applicable employment legislation.
- Review and update policies to comply with relevant laws and improve organisational procedures and processes.
Innovation and Strategic Thinking
- Adapt and improve existing policies or develop new policies when required.
- Develop, align and manage the business strategy for the People Plan Review process.
- Improve employee engagement processes and promote the sharing of best practices.
- Evaluate information and understand its immediate and long-term business implications.
Additional Required Competencies
- Excellent English communication skills, including speaking, reading and writing.
- Advanced numerical and statistical skills.
- Computer literacy, including word processing, spreadsheets and email.
- Strong planning, organising and time-management skills.
- Coaching and people-development capabilities.
- Ability to delegate tasks, monitor progress and provide appropriate follow-up and coaching.
- Excellence and customer-service orientation.
- Accountability, dependability and confidentiality when handling sensitive employee information.
- Ability to set, prioritise and achieve objectives.
- Strong leadership, influence and interpersonal skills.
- Ability to inspire cooperation, build relationships and implement action plans effectively.
4. Qualifications and Experience
- Bachelor’s degree in Human Resources Management or Industrial Psychology.
- Minimum of five years’ relevant experience.
- Previous experience in the Quick Service Restaurant (QSR) industry will be an added advantage.
5. Working Conditions
- Based at the Head Office.
- Frequent travel to stores will be required.
Additional Information
Candidates currently based in South Africa are welcome to apply, provided they are willing to relocate to Lesotho.
Closing Date: 19 November 2026