Jobs in Zambia

Employment opportunities at ZCCM Investments Holdings Plc: EXECUTIVE • (01) Executive Assistant (Lusaka) TECHNICAL DIRECTORATE • (01) Technical Officer - Precious Metals & Minerals (Kalulushi) • (01) Technical Assistant - Base Metals & Legacy (Kitwe) • (01) Technical Assistant - Energy and Beneficiation (Kalulushi) INVESTMENTS DIRECTORATE • (01) Personal Assistant (Kalulushi) • (01) Portfolio Analyst - Base Metals & Legacy (Kitwe) • (01) Assistant Portfolio Analyst - Precious Metals Lusaka (Kitwe) • (01) Assistant Investments Analyst - Base Metals and Legacy (Kitwe) HR AND ADMINISTRATION DIRECTORATE • (01) Receptionist (Lusaka) • (01) Receptionist (Ndola) • (02) Archivists Clerks (Ndola) INTERNAL AUDIT DIRECTORATE • (01) Manager Internal Auditor-Subsidiaries (Lusaka) • (01) Technical Auditor (Lusaka) COMPANY SECRETARIAL DIRECTORATE • (01) Investor Relations and Governance Officer (Lusaka) LEGAL DIRECTORATE • (01) Legal Assistant (Lusaka) • (01) Conveyancing Assistant - Matching (Kitwe) RISK AND COMPLIANCE DEPARTMENT • (01) Compliance Officer (Lusaka) • (01) ESG Officer (Lusaka) Hard copy applications will not be accepted, please apply by 15th, August 2024. For more details visit: https://lnkd.in/dAubWJ5t #ZCCMIH #investingsmartly

We are Hiring!

Welcome to my TED Talk! Today, we’re diving into a sensitive and rarely discussed topic that affects many: unsuccessful probation. Probation periods are critical for both employees and employers. However, if not handled properly, they can lead to confusion and even litigation. Here's what the Zambian Employment Code Act No. 3 of 2019 says about it: Key points: 1. Purpose and Duration: Probation should not exceed three months but can be extended by an additional three months to determine an employee's suitability. 2. Assessment and Communication: Employers must assess and communicate the results of the assessment before the probation ends. 3. Termination: If unsuitable, the contract can be terminated with at least 24 hours' notice. 4. Confirmation: If satisfied, employers must provide written confirmation. If no communication is made, the employee is automatically confirmed at the end of the probation period. 5. Equal Rights: Employees have the same rights and obligations during probation as after confirmation, barring any specific contractual or collective agreement stipulations. 6. Employee-Initiated Termination: Employees can also terminate the contract with 24 hours' notice. 7. Re-Employment Protection: Re-employed workers within two years are not subject to another probation if the previous termination wasn't performance-related. Implications: For Employers: Structured assessments, timely communication, fair termination, and proper confirmation processes are essential. For Employees: Know your rights, understand performance expectations, and take proactive steps to meet them. By understanding and adhering to these guidelines, we can navigate probation periods effectively, ensuring fairness and clarity for everyone involved. Let's foster a supportive work environment where probation is a constructive phase rather than a contentious one. #HR #Probation #EmploymentLaw #Zambia #WorkplaceFairness #TEDTalk Feel free to share your thoughts and experiences on this topic!

Calling all #Zambia YALI alumni! Bring your ideas to life. Apply by July 26 for the chance to secure a grant of up to $5000 to drive positive change in your communities.

Vacancy Advertisement for Head of Agency Development. Visit the Careers page on our website or the link to apply https://lnkd.in/ddestPsp Deadline for applications is 16th July 2024. *Only Applications received via the Careers portal will be considered.   #vacancy

At Klapton Re, Zambia’s largest reinsurer and risk carrier, we thrive on audacity. It’s in this boldness where game-changing innovation happens, brilliant minds flourish, and intelligent risk-taking is rewarded. This is where Africa underwrites the world. Are you purposeful, driven, creative, collaborative, and ambitious? Are you SMART? Solution-Oriented? Motivated? Adaptive? Resilient? Technologically Savvy? If you answered YES, then YOU are the perfect fit for Klapton Re Follow the link to our job postings: https://lnkd.in/dQ-i8DsC

#WeAreHiring Position: Relief Drivers (6) Location: Lusaka To apply, click the following link...https://bit.ly/3W5PCtW #WeAreWorldVisionZambia #EqualOpportunityEmployer

Job Opportunity alert: WCP is looking for a new intern to join the Protect The Pangolin Programme. Qualifications -Bachelor’s Degree in a relevant discipline -Excellent interpersonal skills, able to interact with people from different backgrounds. -Excellent computer skills, specifically in Microsoft Office suite, expert proficiency or certification in Microsoft Excel preferred. -Excellent written and oral communication skills, analytical research and descriptive reporting experience. -Excellent attention to detail and ability to identify trends and patterns of information. Visit the Careers in Conservation Zambia website for more details. https://lnkd.in/djK_SaHN #ConservationCareers #CareersinConservation #WCP #CCF

Withdrawing a Job Offer: Legal and Practical Considerations Welcome to my TED Talk. Early in my career, I experienced a job offer being withdrawn after it had been signed. At the time, I was eager to advance my career and had secured my first structured interview with a thriving company. I was thrilled to receive the job offer, as it presented a significant opportunity for growth, especially under a CEO whom I greatly admired. However, two weeks later, the company decided to withdraw the offer. The only explanation they provided was that they needed to revisit their strategic plans. Luckily, I had not yet resigned from my role, and my hesitation turned out to be my saving grace 😄 So, the big question is: Is it allowed? Legal Considerations There are several reasons an employer might withdraw a job offer, including: 1. Revisiting Strategic Plans: Companies may need to adjust their hiring plans due to changes in strategic direction or financial constraints. 2. Background Checks: Issues arising from background checks, such as discrepancies in the candidate’s resume or criminal history, might lead to the offer being withdrawn. Important Note: Offer vs. Contract in Employment. Understanding the difference between an offer and a contract, and how each can be rescinded, is crucial. 1. Job Offer: Definition: A proposal by an employer to a candidate to work in a specific position under certain terms and conditions. Legal Binding: Generally not a binding contract until accepted by the candidate and completes some obligations like submission of certain documents. Rescinding: Can be rescinded relatively easily before acceptance; more complex after acceptance, depending on legal constraints. 2. Employment Contract: A legally binding agreement detailing terms and conditions of employment. Legal Binding: Rescinding requires a valid reason and may involve legal consequences. Some contracts include specific conditions under which they can be terminated or rescinded. Advice for Candidates 1. Ensure that the offer letter or contract clearly outlines the terms of employment, including conditions under which the offer might be withdrawn. 2. Avoid making significant life changes (e.g., resigning from a current job, or relocating) until the offer is confirmed and any contingencies are resolved. 3. If an offer is withdrawn and you believe it may be illegal, consult with an employment attorney to understand your rights and potential recourse. #HR101