Description
To aid top management to effectively manage the asset base of the Group by developing, recommending, implementing/coordinating program and policies encompassing the following:
Employment/Staffing
Compensation
Performance management
Training
Learning and Development
Payroll and Benefits
Career management, succession planning, and outplacement
Employee services
Major Responsibilities Employment/Staffing
Identify and recruit on a timely and organized basis the talent needed to help the Group move its clients’ businesses ahead.
Compensation
Develop, recommend and maintain competitive and creative compensation programs for all employees.
Performance Management
In collaboration with department heads create effective performance review and MBO programs which are designed to measure individual performance and to identify opportunities for improvement and challenges.
Training and Development
Identify, recommend and, as necessary, conduct programs intended to aid individuals and groups in improving their job performance.
To manage the Senior LDS Consultant to ensure that all external training programs are facilitated to a high standard.
To work with the LDS team to develop new training programs are created and implemented according to client needs.
Payroll and Benefits
To review, develop, recommend and administer cost-efficient, appropriate benefit programs.
To oversee the Payroll and Benefits department to ensure that all schedules and remittances are up to date.
Career Management, Succession Planning & Outplacement
Work closely with top management to:
Identify high potential employees.
Develop career programs for those important to our continual growth as a company.
Establish appropriate programs and timelines to assist a smooth transition for those who may be entering or exiting their positions.
Employee Services
Identify, recommend, implement/coordinate programs to encourage the maximum productivity of employees, both as individuals and as members of a team.
Function as counsel to individual employees, department heads and top management.
The performance of these responsibilities presumes full attention to:
Equitable treatment of all employees within a business context.
The rules, regulations and laws promulgated by local, State and Federal authorities which impact on the terms and conditions of employment of all employees.
Cost impact of all programs on the financial health of the Group.
Other Responsibilities
Develop effective relationships with all departments throughout.
Pursue professional growth opportunities.
Participate in, and seek leadership roles within, organizations and activities which help the Group in the industry and community.
Requirements
Should possess HR qualification such as CIMP or CIPD at a chartered level.
Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, or Organization Development.
A minimum of seven years of progressive leadership experience in Human Resources positions.
Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
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