Registered Occupational/Industrial Psychologist

M.Sc. in Occupational Psychology University of Zimbabwe (2005)

Post Graduate Diploma in Occupational Psychology University of Zimbabwe (2001)

B.Sc. (Psychology) Honours - Upper Second Class (2.1) University of Zimbabwe (1996)

Diploma in Labour Relations IMPZ (1996)



  1. Non-Executive Director Schweppes Zimbabwe- July 2015 to date
  2. Board Member(Part-time)Health Services Board – July 2018 to date
  3. Non- Executive Director – Zimbabwe Revenue Authority January 2019 to date


  1. Industrial Psychology Consultants (Pvt) Ltd (March 2004 to date) Managing Consultant
  2. Rapid Financial Holdings, Zimbabwe (Dec 2002 to Feb 2004)

Group Human Resources Manager

  1. Ernst & Young, Harare, Zimbabwe (July 2001 to Nov 2002)

Senior Human Resources Consultant

  1. Ernst & Young, Harare, Zimbabwe (1999 - June 2001)

Human Resources Consultant

  1. B H P Minerals Zimbabwe, Selous, Zimbabwe (1997 – 1999)

(Graduate Learner/Human Resources Officer)

  1. Turnall Fibre Cement (Pvt) Ltd, Harare, Zimbabwe (1997)

(Personnel Assistant)


SUMMARY OF KEY HANDS ON EXPERIENCE (21 years of experience)

Memory has extensive experience in strategic planning and human resources management in both line function and consultancy services. He has assisted clients in the private, state enterprises and NGO sectors in Zimbabwe, Zambia, Malawi, Tanzania, Botswana, Mozambique, amongst others. He is currently focusing on helping clients:

  • Develop robust business strategies that can help them remain competitive in a dynamic operating environment
  • Identify the best talent for current and future positions
  • Measure productivity and develop productivity enhancement mechanisms 
  • Analyse human resources data and use the same data to predict company performance
  • Design workforce plans that survive economic cycles (downturn and upturns)
  • With the assistance of statistical models use historical human resources data in the client organisation to predict which employees will succeed and fail, which employees are likely to leave the organisation, which employees are likely to commit disciplinary offences, which employees are likely to behave unethically, which employees are prone to accidents, which human resources process drive revenue growth and customer satisfaction. He assists the same clients come up with sustainable interventions to mitigate identified risks.
  • Lay the foundation for building productive work teams using such methods as the MBTI and Team Climate Inventory
  • Develop training programs for clients and assess the effectiveness of these programs in assisting client organisations succeed