Reference Number: 130-PEO00866 Roles & Responsibilities
Designs, implements and communicates the HR strategies, policies and processes in line with the company’s business strategy and pertinent labour laws
Facilitates the development and communication of the corporate culture and values for the business
Drives organizational change, restructuring efforts and work closely with transformation leads on managing the change management work plan and budgets for external resources
Coordinates communication to impacted stakeholders including executive leadership (scope, budget, risk and resources of the project)
Develops and articulates a strong employee value proposition that will position the company as an employer of choice
Develops a systematic plan to attract talent. Liaises with stakeholders; business leaders, career fairs, recruitment agencies, corporate communications e.t.c
Develops and reviews succession plans for all executive and critical roles in the group. Identifies and prepares high potential talents
Conducts quarterly and annual performance reviews using a balanced score card method which cascades the group strategy to business units
Trains, reports and advises leadership on outcome of performance reviews and their implications for operational performance, rewards, succession management and employee engagement
Works with the Heads of Departments and Line managers, to design and implement staff training and development strategies. Ensures identified needs are addressed with suitable training interventions
Leads the development, implementation, and administration of compensation and benefits programs, policies, and procedures.
Manages common compensation functions, including survey participation, salary structure development, incentive plan design, and associated analysis
Determines and effectively administers the compensation and benefits changes associated with personnel transactions including merit increases, promotions, transfers, demotions e.t.c
Audits HR policies implementation and interpretation across all business units and departments to ensure consistency and accuracy
Ensures HR policies and programmes are in compliance with relevant laws and meet global ethical standards
Understands and advises management about relevant legislative and regulatory provisions to ensure compliance
Recommends and institutes schemes to promote a peaceful and conducive employee/industrial relations atmosphere in all companies within the group
Counsel business leaders on appropriate strategies and tactics for industrial/employee relations, including management-labour union relations, joint consultative committees, and direct communication schemes.
Demonstrates an appropriate balance between company and employee advocacy in dealings with internal and external customers
Assumes overall responsibility for acquiring and maintaining a HR Information System (HRIS) that provides accurate and useful data for employees, managers and the HR function
Ensures company policies are adhered to and appropriate disciplinary procedures are followed in cases of infractions
Requirements
Minimum of 10 years relevant experience in a generalist HR role
Minimum of 5 years’ experience in HR/ Organisational Development leadership
Minimum of first degree in Social sciences, Humanities, Business Administration or any relevant discipline is required.
Professional certification in Human Resources or any relevant certification.
MBA or Masters’ degree in a related discipline is an added advantage.
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