1. ERNEST MWEENE MIYANDA, BA (PA)
Date of Birth : July 23rd, 1973
NRC No : 593483/11/1
Cell : +260 977 311929
: +260 966 775051
: +260 955 775051
Email: ernestmiyanda.cihdz@gmail.com
CONTACT DETAILS
Belgravia Services Limited
416a Mafuta Road
Bwana Mkubwa
Ndola
CAREER OBJECTIVE
Accomplished Human Resource Management, Operations and Administration management
specialist complemented with senior managerial positions in the private and Non-Governmental-
Organization sectors.
A specialist and senior manager seeking a challenging career opportunity with expertise in driving
diverse management activities in Human Resources Management, Operations, Finance,
Administration and Project Management through strategic planning, proactive management
skills, decisive leadership, dynamic client and employee relations, targeted business and
organization development effectively applied towards defining and achieving company
objectives.
Currently heading the HR department for a group of three companies in the oil industry as Group
Human Resources Manager in Zambia namely:
Belgravia Services Limited
Dalbit Petroleum Limited
Ndola Energy Company Limited
_____________________________________________________________________
AREAS OF EXPERTISE
 HR strategy and policy formulation
 Industrial Relations; collective bargaining process, Industrial and labour Act interpretation;
 Recruitment, salary and contract administration.
 Performance management and staff development.
 Job analysis; job design and evaluation.
 Administration budget preparation, implementation, Monitoring and Controls.
 Leadership,Change Management and restructuring.
 IT management; Operations, Logistics, Procurement and Project Management.
 Financial control and management

2. CAREER BACKGROUND
DALBIT GROUP INTERNATIONAL-ZAMBIA – 2014 to date
1. Group Human Manager Resources – Zambia
Primary Objective of Position
To aid top management to effectively manage the human capital base of the Group by
developing, recommending, implementing/coordinating program and policies encompassing
the following:
o HR strategy planning
o Employment/Staffing
o HR Administration
o Compensation
o Performance management
o Training
o Benefits
o Career management, succession planning, and outplacement
o Employee services
Major Responsibilities
HR Strategic Planning
 Develop the group human resources strategy in compliance with corporate group
strategy
 Design the group human resources department structure, positions and process system
in compliance to its strategic mandate
 Review, amend and draft job description and qualifications required for the staff of the
group human resources department
 Formulate HR Plans, Policies &procedures according to organizational objectives.
Employment/Staffing
 Identify and recruit on a timely and organized basis the talent needed to help
[agency] move its clients’ businesses ahead.
 Develop the recruitment and selection process to include:
 Appointment /Confirmation / Termination / Resignation /PROCEDURES/PROCESS
 Decide recruitment channels.
HR Administration
 Prepare HR budget and ensure the activities within budget.
 Provide technical & Professional Advice to Legal Representative for legal proceedings
related to HR.
Compensation
 Develop, recommend and maintain competitive and creative compensation
programs for all employees.

3. Performance Management
 In collaboration with department heads create effective performance review and
MBO programs which are designed to measure individual performance and to identify
opportunities for improvement and challenges.
Training and Development
 Identify, recommend and, as necessary, conduct programs intended to aid individuals
and groups in improving their job performance.
 Identify the areas for development
 Explore the new skills to enhance productivity
 Administer the Training Policy.
Benefits
 To review, develop, recommend and administer cost-efficient, appropriate benefit
programs.
 Review and analyze the group subsidiaries Jobs / roles Salaries, Ranking and benefit
system.
Career Management, Succession Planning & Outplacement
Work closely with top management to:
 Identify high potential employees.
 Develop career programs for those important to our continual growth as a company.
 Establish appropriate programs and timelines to assist a smooth transition for those who
may be entering or exiting their positions.
 Organize meetings with Management, plans for manpower as per requirements.
 Set up the working methodology for succession planning analysis, implementation and
monitoring
Employee Services
 Identify, recommend, implement/coordinate programs to encourage the maximum
productivity of employees, both as individuals and as members of a team.
 Function as counsel to individual employees, department heads and top
management.
 Set up policies and procedures for the treatment of employees horizontal and vertical
inter-organizational conflicts
 Enhance Organization communications
 Encourage and develop employee communications
 Ensure proper management of Staff amenities and occupational and health safety
Human Resources Management Information Systems
 Review and assess the HR module of the current ERP system
 Propose potential customization, if needed, on ERP HR module
 Follow up, guide, and monitor the implementation of ERP HR module at group level
Key Achievements
 Human resources policies and procedure manual successfully formulated, documented
and implemented
 Industrial harmony restored with employees, management and labour office
 Various administration SOPS designed and implemented
 Contracts in line with the Zambian laws effected

4. ZAMBIA CENTRE FOR APPLIED HEALTH RESEARCH AND DEVELOPMENT (ZCAHRD) 2009 - 2013
1. Head Operations and Administration
 Headed the HR, administration, finance and operations function across projects and
ensured formulation and implementation of strategic policies were in line with
organizational goals and objectives.
 Directed and supervised all HR activities ranging from recruitment, contracts; salary
administration; health Insurance; performance evaluation; staff development and welfare
including discipline and industrial relations ensuring that they were effectively
implemented and in line with the labour requirements of the Land.
 Formulated, developed and reviewed HR documents including the staff database to
ensure they were up to date.
 Oversaw short and long-term financial reporting, this also included conducting monthly
and quarterly assessments and forecasts of organization's financial performance against
budget and operational goals.
 Conducted regular financial review meetings with Executive Director on fiscal planning
and assisted the Country Director in creating annual organizational operations budgets,
monitoring cash flow and other operational expenses to ensure budget lines were
maintained.
 Scrutinized and reviewed all procurement requirements, operational payments, and staff
payrolls to ensure value for money and accountability.
 Deputized the office of the Chief Executive in his absence to ensure continuity of
organizational activities and processes.
 Managed and increased the effectiveness and efficiency of support services such as IT,
transport, procurement, finance and administration, processing of permits and related
operational activities.
 Checked all operational, financial and administration reports and approved them before
submission to Boston University;
 Interpreted company policy to employees and ensured that they are up to date with all
organizational standard operating procedures.
Key Achievements
 Set up the administration core standard operating procedures (SOPs) on management of
activities such as travel allowances, fuel administration, motor vehicle usage and
maintenance, procurement procedures.
 Formulated the Human Resources Policy manual and ensured it was implemented.
 Successfully established initial project structures for new projects in terms of office
establishment and recruitment of project staff.
 Successfully implemented and supervised construction works for rehabilitation and
renovation of eleven (11) Rural Health Centres in Southern Province.
RAILWAY SYSTEMS OF ZAMBIA
1. Head Human Resources and Administration 2007-2009
 Headed the Human Resources and Administration function and ensured strategic and
effective implementation of HR and Administration policies in line company objectives;
 Managed and supervised HR and Administration functions across departments in relation
to recruitments, contract administration, salary administration, terminations and
compensation, Leave administration, Training, Industrial relations, bonus schemes,
performance management and office management.
 Managed the Occupational Health and safety policy to ensure a conducive accident
and occupation hazard free work environment.
 Managed the formulation, implementation, monitoring and evaluation of the HR,
administration and operations budget to ensure that all activities were within the

5. allocated budget also including the generated monthly, quarterly and annual activity
reports.to show value for money.
 Chaired the Company Staff Pension Fund Administration Committee and ensures that the
correct information is shared between the Administration committee and the Pension
Board;
 Participated on the Railway Systems Pension Board as a company trustee;
 Maintained industrial harmony through being the interface between the Union, Ministry of
labour and management;
 Led the management team to all Joint Industrial Council (JIC) negotiation meetings,
collective agreement negotiations including resolution of (industrial and labour concerns;
 Controlled and managed the operations, logistics and procurements services through
checks and authorization to ensure efficiency and proficiency.
 Managed the company fleet through monitoring and supervision of fuel allocation,
vehicle usage and maintenance in order to have an effective fleet.
 Scrutinized and approved all travel and accommodation requests, utility bills and general
requests to ensure all were within budget.
 Managed and controlled the maintenance of the organization’s assets and keeping of
the asset registers to ensure accountability.
Key Achievements
 Restored Industrial harmony between the Railway Workers Union executive with the RSZ
management through successful negotiation and lobbying.
 Brought about observance and respect for HR management procedures by both
management and union.
 Successfully negotiated three (3) consecutive salary collective agreements with the
Railway Workers Union of Zambia.
 Negotiated twice successfully for staff redundancy with the Union and successfully
implemented the retrench/downsizing process on behalf of the management team.
 Managed to reduce the administration operational budget tangibly through introduction
of monitoring processes.
ZAMBIA TELECOMMUNICATIONS COMPANY LIMITED
1. Manager Job Evaluation 2004-2006
 Coordinated, supervised and monitored the preparation and distribution of Job
descriptions for the entire organization and ensured that job analysis was a regularly
process for continuous update of organization jobs.
 Supervised the formulation of the Job evaluation process policy document and ensured it
was regularly reviewed and upgraded to suit the prevailing job trend and distribution in
the company.
 Convened job evaluation committees to evaluate and grade jobs in accordance with the
job evaluation policy and manual and prepared reports of evaluation outcomes.
 Implemented the yearly performance assessments for both managerial and general staff
in liaison with departmental heads and managers to ensure effective and timely
implementation of the system.
 Conducted regular salary surveys to ensure the company’s salary administration process
was market priced to ensure staff retention.
 Analyzed training needs to develop new training programs or modify and improve existing
programs in line with the results of the performance review and job evaluation process.
Key Achievements
 Led and supervised the timely implementation of performance reviews across the
company
 Supervised the formulation of the job evaluation policy document and manual
 Conducted a successful trainer of trainer’s workshops on the job evaluation process.

6.  Supervised the successful completion of all job descriptions for all jobs in the company.
 Conducted a conclusive salary survey for pricing jobs at market value.
2. Assistant Manager Human Resources 2003-2004
 Facilitated the development of integrated strategies and policies for human resource
management within the Region which included coordination and implementation of all
HR functions, i.e. employment, compensation, employee relations, labour relations,
training and development, employee benefits administration, occupational health and
safety, personnel records, and employee services by:
 provided HR guidance and advice to all levels of management to help implement sound
human resource management practice, including recommending intervention strategies
when problems were identified,
 Responsible for implementation and management of staff discipline and grievance
procedures, employee welfare, labour relations, health and safety including HIV/AIDS
workplace programs.
 Participated on various regional committees administering staff promotions, staff
disciplinary staff recruitments, procurements, disciplinary appeals proceedings.
 Supervised the preparation of job descriptions and specifications for advertisements for
vacancies, arranging, chairing and recording decisions of short listing panels and
constituted interview panels for recruitment purposes including taking an active role in
interviews and decisions on appointments.
 Implemented performance management reviews to support staff development initiatives
including arrangement of processes for the development of competencies and
organizational performance indicators.
3. Senior Human Resources Officer (1997- 2003)
 Interpretation of company HR policy, conditions of service, employment and industrial
relations acts, collective agreements and conditions of service
 Conducted recruitment, i.e, short listing, psychological testing, interviewing and induction
of new employees;
 Administered and offered HR practice guidance to user departments and prepared
comprehensive HR operational reports, i.e. employee compensation, staff returns,
engagements, separations, training needs, medical returns, casual labour utilization, staff
movements, staff welfare and disciplinary matters, occupational and safety needs,
promotions, staff advances and fringe benefits payments.
 Administered and scrutinized all staff related ordinary and fringe benefits payments in
relation to staff salaries, loans, leave dues, medical advances and reimbursements, funeral
grants, general staff advances and terminal benefits including underpayments.
 Convened regional committee meetings as secretary for disciplinary committees,
procurement committees, promotions boards, and performance management
committees and documented the proceedings;
 Supervised the custody of employee records and files in both open and confidential
registries.
 Facilitated the procurement of administrative materials such as stationery, office
equipment, cleaning materials and safety gear for field employees and ensured timely
distribution including maintenance of office building and surroundings to facilitate for
conducive working environment.
EDUCATION
a. Academic Qualifications
1996 : BA degree Public Administration and Industrial Psychology (UNZA)
1991 : Grade 12 school Certificate (Munali Secondary School)
b. Professional Qualifications

7. 2008 : Certificate Trustees Seminar – Pensions And Insurance Authority
2007 : Certificate Supervisory Management Skills-Lemon Consultancy
: Certificate Collective Bargaining skills – Zambia Federation of Employers
2006 : Certificate developing & implementing the Balanced Scorecard - ITU/ BDT
Harare/Zimbabwe
2005 : Certificate Industrial And Labour Relations Revisited (ZIHRM)
2005 : Certificate Performance Management Systems Vs Traditional Appraisals (AAT)
1998 : Certificate Job Evaluation (Compact Mgt and Technical Services Limited)
1997 : Certificate Amended labour laws (M & M Mgt & Labour Consultants)
AFFILIATIONS
a. Professional Membership
1998 : Full Member (Zambia Institute Of Human Resources Management)
REFEREES
Ms. Leoda Hamomba Mr C Ngozi
Project Director- BUPIP Training Specialist
Zambia Centre for Applied Health and Development - National Assembly of Zambia
ZCAHRD ` P.O Box 31299
P.O Box 30910 Lusaka
Lusaka Cell: +260 955 882610
Cell: +260 977 704239
Honorable James Kapyanga
(MP-Kabwe Central)
P.O Box 80366
Kabwe
Cell: +260 977 852891/ +260 966 116389