Background

Acts as the primary HR reference contact for staff and line management and proactively support the delivery of HR Processes.

Responsibilities

• Spearheads and champions organization design and change in liaison with line management, develop win-win and business aligned structural /staff changes.
• Leads, manages and executes the performance management framework HR (annual performance cycle and activities, reviews, appraisal, moderation, performance improvement programs, managing non-performance).
• In liaison with the Resourcing Department, develop and execute manpower plans, recruitment and selection.
• In liaison with the HR Learning, Development and Talent Department identify and develop training interventions to bridge staff skill and business competency gaps, drive and sustain the Talent Management strategy and plans (identify, develop and retain talent, designs succession plans for key talent and critical roles.
• In liaison with the Employee Relations and Wellness Department, develop and sustain an enabling work environment for staff, implements staff recognition, disciplinary and grievance handling policies and procedures for own HR area.
• In liaison with the Reward and Policy Department, develop performance-oriented reward and incentive propositions for staff.
• Develops, manages and or maintains relationships with INTERNAL / EXTERNAL customers/stakeholders/supplies relating to own HR Area: Staff, Heads of Department, Line Managers, Functional Directors, Regional Managers, and Branch Managers.
• Maintain accurate and consistent data, records and statistics relating to own HR area.

Qualifications and Requirements

Academic & Professional

• Education: Bachelor’s Degree in HR Management OR a Business-Related Field (Required)
• Professional Qualifications: Certificate /Diploma/ Higher Diploma in Post Graduate Diploma in HR General or a specific area of HR (Added Advantage)
• Master’s Degree: HR Management OR a Business-Related Field (Added Advantage)

Experience & Proficiencies

Total Minimum No of Years’ Experience Required: 8

• Business Partner: 5 years (Essential)
• Organization Structure: 3 years (Essential)
• Manpower Planning, Recruitment and Selection: 4 years (Essential)
• Performance Management: 4 years (Essential)
• Learning and Development: 4 years (Essential)
• Talent Management: 4 years (Essential)
• Employee and Industrial Relations: 3 years (Essential)
• Disciplinary and Grievance Handling: 4 years (Essential)
• Recognition Management: 2 years (Essential)
• Job Evaluation: 3 years (Essential)
• Compensation and Benefits: 3 years (Essential)
• People Risk Management: 1 year (Essential)
• Wellness, Health & Safety: 3 years (Essential)
• Customer Service: 5 years (Essential)
• People Management: 5 years (Essential)
• Relationship Management: 5 years (Essential)
• Project Management: 5 years (Essential)

Proficiency Required

• Knowledge of Business (Mastery)
• Knowledge of Labor and Employment Laws and HR Regulatory Guidelines (Advanced)
• Knowledge of HR policy and procedures (Mastery)
• HR Data and Records Management (Advanced)
• Attention to Detail (Mastery)
• Computer Literacy (Mastery)

Leadership Competency

• Analysis & Decision Making (Entry)
• Leadership and People Management (Entry)
• Interpersonal (Entry)
• Motivation (Entry)
• Business (Entry)

• Spearheads and champions organization design and change in liaison with line management, develop win-win and business aligned structural /staff changes.
• Leads, manages and executes the performance management framework HR (annual performance cycle and activities, reviews, appraisal, moderation, performance improvement programs, managing non-performance).
• In liaison with the Resourcing Department, develop and execute manpower plans, recruitment and selection.
• In liaison with the HR Learning, Development and Talent Department identify and develop training interventions to bridge staff skill and business competency gaps, drive and sustain the Talent Management strategy and plans (identify, develop and retain talent, designs succession plans for key talent and critical roles.
• In liaison with the Employee Relations and Wellness Department, develop and sustain an enabling work environment for staff, implements staff recognition, disciplinary and grievance handling policies and procedures for own HR area.
• In liaison with the Reward and Policy Department, develop performance-oriented reward and incentive propositions for staff.
• Develops, manages and or maintains relationships with INTERNAL / EXTERNAL customers/stakeholders/supplies relating to own HR Area: Staff, Heads of Department, Line Managers, Functional Directors, Regional Managers, and Branch Managers.
• Maintain accurate and consistent data, records and statistics relating to own HR area.

• Knowledge of Business
• Knowledge of Labor and Employment Laws and HR Regulatory Guidelines
• Knowledge of HR policy and procedures
• HR Data and Records Management
• Attention to Detail
• Computer Literacy
• Analysis & Decision Making
• Leadership and People Management
• Interpersonal
• Motivation
• Business

• Bachelor’s Degree in HR Management OR a Business-Related Field
• Certificate /Diploma/ Higher Diploma in Post Graduate Diploma in HR General or a specific area of HR
• Master’s Degree in HR Management OR a Business-Related Field