Job Summary
Responsible for driving the effective implementation of human resource processes, policies and procedures and developing appropriate employee management solutions which support business objectives.
Provides administrative leadership and support by ensuring that the day-to-day activities of the firm run smoothly.
Primary Responsibilities Employee relations:
Formulates and implements sound, current and innovative hr policies in line with labour laws and business objectives;
Ensures all hr policies and procedures are effectively communicated to all employees and are understood and implemented;
Serves as a link between management and employees by handling questions, interpreting and administering contracts and helps resolve work-related problems;
Maintains current records of all staff details with respect to personal information, salary and benefits such as welfare, pension, medicals, etc.;
Updates employees information where and when required;
Manages working conditions, disciplinary and grievance procedures, equal opportunities, redundancies and employee leave schedule;
Coordinates disciplinary and grievance procedures where and when necessary;
Conducts exit interviews when necessary.
Recruitment and selection:
Reviews and edits job descriptions based on communications and inputs of departmental leads;
Responsible for manpower planning and identifying the hiring needs yearly;
Works with the information technology department to ensure that career opportunities are posted and updated on firm’s website to promote employer brand;
Responsible for designing and driving recruitment and selection strategy;
Liaises with consulting firms and recruitment agencies in outsourcing key hr functions;
Designs and coordinates induction process to integrate new employees into the work place;
Prepares offer letters, carries out reference checks, and manages confirmation of new hires.
Business development:
Develops business development strategies including strategic, tactical planning and quality control.
Communicates and implements firm’s strategy internally and externally to enable all employees, suppliers and contractors understand the firm’s strategic plan and how it carries out its overall goals
Sends email correspondences to senior partners within the firm to provide information and updates regarding the practice
Collects information and details which could help the firm in day-to-day and firm-wide decision making benefits the practice
Compensation and benefits:
Monitors and reviews the firm’s salary and benefits structure to ensure a balance between control of
Costs and attracting/retaining staff;
Gathers and analyzes market data, conducts compensation surveys to measure the competitiveness of the firm’s compensation and benefits package, and makes recommendations as appropriate;
Provides timely and appropriate staff information to finance department for salary review and administration.
Performance management:
Drives and develops performance management system ensuring that it is tied to the business strategy;
Educates employees on the use of the performance management system;
Coordinates the performance evaluation, collates results and arranges review with department leads;
Prepares and presents performance reports to chief executive officer.
Training and development:
In consultation with departmental leads and in line with performance reviews, follows up on employees’ development needs and proffers on internal and external training solutions as and when
Required in line with approved budgets;
Organizes in-house learning and development programs for appropriate staff on a regular basis and ensures full attendance of both trainees and facilitators;
Reviews developmental plans with heads of departments and creates training plan for the year.
Office administration:
Oversees the development of the procurement budget for the firm;
Manages the vendor selection and management process;
Supervises firm’s day to day operations and facility management;
Supervises the maintenance of all office equipment and availability of office supplies to employees.
Education Requirements
Bachelor’s Degree from a reputable university
Masters in human resources or related field is added advantage
Cipm member is added advantage
Technical Requirements Knowledge Requirements:
Ability to work with personnel at all levels.
Proficient use of ms office tools (word, excel, power point)
Skills Required:
Planning and organizing
Creativity and innovation
Deciding and initiating action
Leading and supervising
Working with people
Presenting and communicating information
Applying expertise and technology
Formulating strategies and concepts
Delivering results and customer expectations
Entrepreneurial and commercial thinking
Other Requirements Work Experience:
At least 7 years relevant work experience in human resources with at least 3 years in a supervisory role.
Apply via :
hreade.herokuapp.com
