Tukkievaria chats to Jeovitah Chimhamhiwa about her new position in Human Resources Governance, Risk and Compliance, and navigating a journey in education and leadership.

“Just as a skilled potter shapes clay into exquisite forms, mentors sculpt women into leaders, innovators and change-makers, forging a legacy of empowerment for generations to come,” says Jeovitah Chimhamhiwa, a newly appointed senior manager in the University of Pretoria’s (UP) Human Resources (HR) Department. She tells us about her new role, why mentorship matters and more.

Tell us about yourself.

I was born in Zimbabwe in a city called Gweru and raised in a Christian home, and I have three daughters. I did my tertiary education at the University of Zimbabwe and graduated with a Bachelor of Science (Hons) in Psychology. I later did a Master of Business Leadership at the University of South Africa. 

I come from a family that is quite academic and I was fortunate, as were my siblings, to have an education and be supported to do what I wanted to do as far as I was capable. My parents were teachers, so education was ingrained in me from a very young age. I joined UP in 2011 as a Human Resources business partner in the Faculty of Economic and Management Sciences, before being transferred to support the Faculties of Law, and Theology and Religion in 2014. From 2019, I was given multiple opportunities to act in more senior roles, which offered me development opportunities. In between the acting roles, I also had an opportunity to support Professional Services departments and I also learnt a lot as well. The opportunities I was given, assisted in my development as a leader and to also learn other areas of our HR profession that I had not been exposed to in my career. I was recently appointed to a new role as Senior Manager: HR Governance, Risk and Compliance from 1 August 2023.

What has the transition been like from growing up in Zimbabwe to working in South Africa?

I grew up in a close-knit family and had a very strong support system back at home. Relocating to South Africa was tough at the beginning because of the absence of that support system which I had been used to. I had to find new friends and help my children to adjust to the South African education system, which is also very different from the Zimbabwean education system. I eventually managed to reconnect with some of my old friends who had relocated here in South Africa before me.

Working at UP was my first time working in higher education space as I had always been in corporate since the beginning of my career. Initially, it was quite a roller-coaster journey, but with time, and support I eventually found my way. I had to readjust and learn how higher education environment works and also learn how the labour legislation works in South Africa. While there are stark cultural differences between South Africa and Zimbabwe, it is worth noting that there are also certain shared cultural norms between the two countries. In my home country, a predominant patriarchal influence continues to shape many cultures. Nevertheless, it's important to acknowledge that certain cultural norms and practices have gradually faded across generations and are no longer actively observed.

What does a day at work look like in your new role? 

I am still new in this role, and I am developing the structures and systems that will make our HR Department more efficient and effective. I work closely with the Director of Human Resources and the management teams in the department, as their input is crucial in most of the work I do. I also ensure that I make a difference in someone’s life every day, at work and outside.

I support the Director of Human Resources by providing an end-to-end HR service delivery to executive management, managing the development and implementation of governance policies and procedures in line with current good practices; identifying and advising HR management on governance issues, as required; providing advice and guidance regarding compliance requirements that affect HR operations; developing and implementing risk management frameworks and strategies; and establishing policies, processes and systems to implement these frameworks; assisting HR management with the development of service-level agreements with clients; overseeing the progress of HR project; and liaising project managers.

Most of the work that I do is aimed at making our processes better and improving service delivery in our department, in line with legislation and the University policies that govern our HR workspace.

What do you hope to achieve in this role; what type of change do you hope to effect?

I hope to assist my colleagues in continuously reviewing the way we do our work and create more efficiencies and synergies among ourselves and other departments outside HR. There were areas of improvement that were noted by the South Africa Board of People Practices when they audited us in 2020. As a department, we need to work towards addressing those gaps, as well as other compliance matters that need to be dealt with internally within UP.

The HR Department has inherent risks that need to be monitored and mitigated and I will be working closely with the management team to ensure that we are on the right course in managing the noted risks and minimise liability. Most of our policies have not been reviewed in a long time and this has an effect on our governance processes. I will be supporting the policy review project so that we have updated and current policies that are easy to understand and implement, and are in line with best practices.

Are there any specific projects or research areas that you think are essential to improve the status of women in society?

Coaching, leadership development, entrepreneurship, business skills and mentorship are some of the key areas that can assist to develop young women. Through sharing experiences, insights and wisdom, mentors offer a roadmap that empowers women to overcome obstacles, take bold steps and embrace individuality. Just as a skilled potter shapes clay into exquisite forms, mentors sculpt women into leaders, innovators and change-makers, forging a legacy of empowerment for generations to come. Through mentorship platforms, we don’t just change lives – we reshape destinies and redefine the future. 

I was fortunate to be appointed into a management position at a young age. I had an excellent mentor and coach who assisted me in navigating the transition as well as to adapt, develop and flourish. Someone invested in me and it is my turn to invest and equip others too. Skills development is also essential because even if one is not formally employed, you can use acquired skills to generate income.

What message would you like to send to young women aspiring to pursue higher education or careers in academia?

There are many barriers surrounding you as a woman and you should not be one of them. Go out there, make a difference, do the small things that you can, but do them in a great way. People always remember how you made them feel. Empower and equip yourself and learn about that next career move that you are thinking of. Find a mentor who resonates with what you want to achieve, and learn as much as you can. Share the knowledge that you have acquired with others as that is your legacy.