Hr manager (portuguese speaking)

C4 is looking for an experienced HR Manager (Portuguese speaking) to join our team in Luena, Angola, supporting a growing and dynamic project environment.

This is a practical, on-the-ground role for someone who enjoys being close to the people and operations they support. You will play a key role in building and strengthening HR practices across our Angola operations, with a particular focus on Industrial Relations (IR), Employee Relations (ER), workforce mobilisation, HR compliance and supporting managers and employees across a diverse and expanding workforce.

If you are confident managing complex people matters, understand Angolan labour legislation, and enjoy creating practical HR solutions in an evolving operational environment, we would love to hear from you.

ABOUT THE ROLE

The HR Manager is responsible for the effective delivery and day-to-day management of the Human Resources function across C4’s Angola operations, with a primary focus on supporting the Moxico Sustainable Agricultural Land Management & Ecosystem Restoration Project (MSRP). Reporting to the Deputy Director, the role provides practical, hands-on HR support and oversight across a remote, decentralised and operationally complex project environment.

A key focus of the role is Industrial Relations (IR) and Employee Relations (ER), including the management of disciplinary and grievance matters, workplace conflict, performance and conduct concerns, employee communication, and the consistent application of employment conditions, policies and procedures. The HR Manager provides guidance to managers and supervisors and ensures that employee matters are managed fairly, consistently and in accordance with Angolan labour legislation and C4 requirements.

The role is also responsible for recruitment and workforce mobilisation; onboarding, induction and employee documentation; HR administration, compliance and records management; and the implementation and continuous improvement of HR policies, systems and processes. This includes ensuring that appropriate HR structures and controls are in place to support both the Project’s current workforce and its anticipated growth.

The role requires a visible and responsive HR presence capable of supporting permanent, fixed-term, seasonal, field-based and community-based workforces while adapting HR practices to the realities of remote operations, changing workforce requirements and seasonal Project demands. The Project itself involves community-based implementation, nurseries, planting, agroforestry and restoration activities, making effective workforce management an important component of operational delivery.

ABOUT YOU

You are an experienced HR professional with a strong generalist background and particular strength in Industrial Relations (IR) and Employee Relations (ER). You are confident managing sensitive and complex employee matters, including disciplinary processes, grievances, workplace conflict, performance and conduct concerns, while applying employment legislation and company procedures fairly and consistently.

You are equally comfortable managing the operational aspects of HR, including recruitment and workforce mobilisation, onboarding and induction, employee documentation, HR administration and compliance, and the implementation and improvement of HR policies and systems. You are organised, practical and able to establish effective HR processes in an evolving operational environment.

You are comfortable working independently and providing sound HR guidance to managers and supervisors, while knowing when matters require escalation. You communicate confidently with employees at all levels and can adapt your approach when working with office-based, field-based, seasonal and community-based workforces.

You are adaptable and resilient, with the ability and willingness to work in remote and decentralised Project environments, travel regularly to Project sites and remain responsive to changing operational and workforce requirements. You are fluent in Portuguese, exercise sound judgement and discretion, and are committed to maintaining professional, consistent and legally compliant HR practices across the Project.

DUTIES AND RESPONSIBILITIES

1. Industrial Relations (IR) & Employee Relations (ER)
   • Maintain current and up-to-date knowledge of Angolan labour legislation and statutory requirements, ensuring that HR practices, policies and employee relations processes remain legally compliant.
   • Lead the day-to-day management of industrial and employee relations across C4's Angola operations and Project sites.
   • Act as the primary HR point of contact for managers, supervisors and employees on IR and ER matters.
   • Provide practical guidance to managers on employee relations, workplace conduct, performance, attendance, grievances and disciplinary matters.
   • Manage disciplinary processes, including investigations, preparation of documentation, disciplinary meetings or hearings, outcomes and follow-up actions.
   • Support managers in addressing misconduct, poor performance, absenteeism, workplace behaviour and breaches of company policies and procedures.
   • Facilitate the resolution of workplace disputes and interpersonal conflict, with an emphasis on early and appropriate intervention.
   • Ensure disciplinary and grievance processes are fair, consistent, appropriately documented and compliant with Angolan labour legislation and C4 requirements.
   • Maintain confidential and accurate records of disciplinary matters, grievances, investigations and other employee relations matters.
   • Support employee separation processes, including resignations, expiry of fixed-term contracts, terminations and other employment exits.
   • Coach and support managers and supervisors in the appropriate management of employees and application of HR procedures.
   • Liaise with external labour advisers, legal counsel and relevant authorities where required.
   • Escalate material or sensitive IR and ER matters to the Deputy Director and appropriate C4 People & Culture stakeholders.
   • Support appropriate employee grievance mechanisms and ensure effective coordination where employee, community and Project safeguard matters intersect.
2. Recruitment & Workforce Mobilisation
   • Manage end-to-end recruitment for permanent, fixed-term, seasonal, field-based and community-based positions.
   • Work closely with Project and operational managers to determine current and anticipated workforce requirements.
   • Develop and coordinate recruitment and mobilisation plans aligned with Project implementation requirements.
   • Manage vacancy advertising, sourcing, shortlisting, interviews, reference checks, selection documentation and pre-employment requirements.
   • Ensure recruitment processes are fair, appropriately documented and compliant with Angolan labour requirements and C4 procedures.
   • Adapt recruitment communication and processes where necessary to accommodate Portuguese-speaking applicants and labour groups with varying literacy levels.
   • Maintain recruitment trackers, vacancy reports, candidate records and workforce mobilisation plans.
   • Develop and maintain appropriate talent pipelines to support seasonal requirements and future Project expansion.
3. Onboarding, Induction & Employee Documentation
   • Coordinate the preparation, issue and administration of employment contracts, job descriptions, amendments, renewals and associated employment documentation.
   • Ensure all required pre-employment and statutory documentation is obtained and appropriately recorded.
   • Manage the onboarding and induction of all new employees and workers.
   • Establish and maintain structured onboarding and induction processes appropriate to office, operational, field-based and community-based employees.
   • Ensure employees receive appropriate information regarding their employment conditions, responsibilities, reporting structures, HR procedures and workplace expectations.
   • Coordinate Project and site-specific inductions with relevant operational and technical teams.
   • Maintain complete and accurate employee personnel files.
   • Ensure required statutory documentation, including identification, INSS documentation and relevant training records, is maintained.
   • Monitor probation periods, contract expiry dates and other key employment milestones and ensure required actions are completed timeously.
4. HR Administration, Compliance & Records Management
   • Manage the day-to-day HR administration function across the Project.
   • Maintain accurate and current HR records for permanent, fixed-term, seasonal, field-based and other categories of workers.
   • Ensure HR processes and employment documentation comply with applicable Angolan labour legislation, statutory requirements and C4 standards.
   • Maintain employee records relating to contracts, leave, attendance, training, deployments, employee movements and other HR matters.
   • Work closely with Payroll and management to identify and resolve discrepancies affecting employee records or remuneration.
   • Maintain accurate HR databases, trackers and reporting systems.
   • Ensure personnel files are complete, secure, confidential and audit-ready.
   • Prepare HR documentation and information required for internal reviews, audits, Project reporting and compliance requirements.
   • Support statutory registrations and maintain required records, including INSS-related documentation.
   • Liaise with relevant Angolan labour and statutory authorities where required.
   • Ensure appropriate confidentiality, document control and protection of employee information.
5. HR Policies, Systems & Continuous Improvement
   • Implement and maintain HR policies, procedures, processes, templates and controls appropriate to C4's Angola operations.
   • Support the development and localisation of HR policies and procedures to ensure they are practical, legally compliant and appropriate to the Project environment.
   • Ensure HR policies and procedures are consistently communicated and applied across Project locations.
   • Develop practical HR processes that remain effective within remote, decentralised and lower-infrastructure operating environments.
   • Standardise HR documentation and workflows across Project sites to support consistency and compliance.
   • Ensure HR systems can support increases in workforce size, seasonal mobilisation and expansion into additional Project locations.
   • Work with the wider C4 People & Culture function to ensure appropriate alignment between Angola-specific HR practices and broader organisational standards.
6. Workforce Planning, HR Reporting & Operational Support
   • Work with the Deputy Director and Project management to understand current and anticipated workforce requirements.
   • Support workforce planning across technical, operational, nursery, planting, community-facing and support functions.
   • Support HR-related workshops, training and internal communication activities across Project locations.

The responsibilities outlined above reflect the core duties of this role and may be change from time to time in response to the evolving needs and priorities of the organisation. You may be required to support additional functions, participate in cross-functional initiatives, or take on other job-related tasks not specifically listed in this description. Flexibility and a willingness to contribute beyond defined responsibilities are essential.

KEY SKILLS AND EXPERIENCE

ESSENTIAL

• Degree in Human Resources, Industrial Psychology, Business Administration or a related field.
• Minimum 4–6 years' progressive generalist HR experience, including substantial practical responsibility for Industrial Relations and Employee Relations.
• Demonstrated experience independently managing disciplinary processes, grievances, workplace investigations, performance matters and employee disputes.
• Strong working knowledge of Angolan labour legislation and statutory employment requirements, with the ability to apply legislation practically within an operational environment.
• Experience advising and supporting managers and supervisors on employee relations, disciplinary action, performance management, attendance and workplace conduct.
• Experience managing a broad HR portfolio including recruitment, onboarding, employment documentation, HR administration and workforce planning.
• Experience working with labour-intensive, operational, field-based or multi-site workforces.
• Experience managing recruitment and workforce mobilisation, including volume recruitment where required.
• Strong spoken and written Portuguese, with the ability to communicate effectively with employees, managers, community-based workers and relevant authorities.
• Strong judgement, discretion and confidence in managing sensitive and confidential employee matters.
• Ability to manage difficult workplace conversations and conflict professionally and constructively.
• Ability and willingness to travel regularly to remote Project sites and operate effectively in rural environments with limited infrastructure.