Renthia Kaimbi
A dispute over pay equity, recruitment ethics, and leadership conduct has emerged at the Triumphant College, pitting an anonymous coalition of staff members against the institution’s director of human resources in a clash that has raised questions about transparency and governance at the private higher education institution.
The conflict erupted on 23 July 2026 after an anonymous complaint was submitted to the rector, Geoffrey Kiangi.
The document, signed by “Concerned Employees,” alleges that a recent salary adjustment process was riddled with inconsistencies, arbitrary decision-making, and a lack of clear communication.
Staff members claim that colleagues performing identical duties are receiving significantly different pay, with administrative employees reportedly earning between N$7 000 and N$9 000 per month without any defined criteria.
A lecturer holding a Level 8 qualification, the complaint states, now receives a basic salary of only N$14,132.56 including benefits.
However, the complaint alleges that staff based in Windhoek are facing mounting financial pressure as essential living costs rise across the capital.
They said the institution provides a housing allowance of approximately N$1,112 per month, a figure that does little to cover rent or move employees toward home ownership.
The employees further said that years of service have not translated into financial stability for many, who continue to struggle with the expense of reliable transportation.
They contended that long-serving employees of up to six or seven years are earning the same as newly appointed staff, undermining the value of institutional loyalty and experience.
The grievances extend beyond remuneration into allegations of favoritism and procedural lapses within the human resources (HR) department.
The letter questions the appointment of HR director, Lea Namoloh’s daughter to an administrative officer position, noting that staff are uncertain whether the role was openly advertised or whether a conflict of interest was declared.
Additionally, the promotion of Ndinelao Shipilika to senior human resources officer has drawn scrutiny, with employees requesting an independent review of the process, claiming it may have been influenced by personal relationships rather than merit.
“Some employees believe that the promotion may not have been based solely on merit and have questioned whether personal relationships influenced the decision. We respectfully request that the criteria and process followed in this promotion be independently reviewed to ensure fairness and transparency. May you also review her salary we believe is higher and unfair,” the complaint states.
The complaint further alleges that Shipilika authorized payments for a former temporary worker to be sent to a personal mobile account instead of the college’s official account, a practice they describe as highly irregular.
Responding directly to these allegations on the same day, Namoloh issued an email addressed to the “faceless Anonymous” behind the complaint.
Rejecting the claims, she challenged the staff to step forward and “show your face,” branding them as cowards hiding behind anonymity. “I will not be intimidated by you,” she wrote.
Invoking her history as an anti-apartheid activist, Namoloh stated that the bravery she displayed while fighting the South African regime in exile would be matched by her determination to defend her name.
She then issued a firm ultimatum, giving the anonymous employees exactly seven days to come forward and face her so she could present facts to dispel what she called tarnishing accusations.
The employees’ complaint, however, also takes aim at the broader institutional strategy, comparing Triumphant College’s pay scales to those of competitors.
The letter cites market data indicating that entry-level lecturers at the University of Namibia earn approximately N$24,000, and staff at the International University of Management earn roughly N$17,000 – figures the staff say dwarf their own.
They noted that despite steady increases in student enrollment and continued institutional expansion, management has repeatedly failed to honour promises of meaningful salary improvements, instead offering new excuses each year.
While they acknowledged the college’s investment in infrastructure, the group warned that sustainable growth depends on retaining human capital through fair compensation.
The employees have demanded that management provide a clear breakdown of how the salary adjustments were calculated, conduct an independent review of all disparities, and engage staff in meaningful consultation regarding future pay reviews.
They specifically requested that management explain why benefits are fully taxed and whether the college intends to reimburse employees for past salary discrepancies.
The letter cites the Labour Act of 2007, warning that if internal processes fail to resolve the matter, employees reserve the right to seek remedies through the appropriate labour authorities.
When contacted for comment, Kiangi told the Windhoek Observer that he would not entertain anonymous complaints, adding that staff members had been engaged and those who had questions were already answered.
“I cannot respond to ‘anonymous’. We have an open door policy and anyone who has grievances must approach us. How do I even know it’s my staff?” he asked.
When asked whether he had seen the anonymous complaint, Kiangi stated: “I will not even read it.”
Efforts to obtain comment from Namoloh were unsuccessful at the time of publication despite numerous attempts.
