Key Responsibilities
Labour Management
the role holder will perform end to end labour management by:
Workforce planning, on-boarding of casuals daily, running daily safety toolbox talks at the beginning of shifts, conflict resolution / grievance handling / counselling, disciplinary management absence and health issues, conduct and capability, organizational change, and ensure compliance with labor regulations.
Lead meetings with the casuals and their managers to discuss recent workplace incidents and determine a plan of action going forward.
Provide advice on employment legislation and keeping up to date with employment law while maintaining cordial relationships with internal and external stakeholders.
Initiate and maintaining required compliance records for general workers for employment, statutory and legal compliance as required.
People Advocacy
Be a culture and workplace champion by making employees feel at home this includes providing mentorship and support to them while helping them resolve a variety of issues.
Payroll Management
Prepare, process, pay and file statutory returns including daily, weekly, biweekly, and monthly updates to employee files, sick pay, expense reimbursements, and benefits changes.
Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart
Occupational Safety and Health
Compliance with the OSHA regulations by providing general workers with safety training, maintain accurate records about workplace injuries and illnesses, present safety reports on all work-related injuries and illnesses within the set standards.
Talent Acquisition and Deployment
Collaborate with line managers to understand skills and competencies required for each vacancy, create and moderate assessments for different roles, undertake screening / first level interviews.
Execute talent acquisition activity to ensure that the site supported has adequate and competent staff to deliver business objectives.
Execute the approved workforce / staffing plans by deploying staff into the required areas of operations.
Work with line managers to assess employee fit during the probation period and contribute to the end-of-probation recommendation. Execute the recommendation approved.
Work with line managers to deploy staff to various roles and posts in line with business needs, and in keeping with the deployment policy.
Performance Management
Create, monitor, and report on productivity and performance metrics of labour.
Listen to the employee’s queries or concerns to make sure everyone is always on the same page.
Training
Identify skills and competency gaps, training needs, prepares the training plan, and facilitates training sessions with operative staff.
Promotes the company’s culture to create a safe and positive work environment.
Data Analysis and Report Writing
Utilize data to identify solutions to complex labor issues.
Maintain data integrity including entering data into HR information systems and auditing monthly for accuracy and compliance.
Self-Management
Model Twiga’s culture and way of working and inculcating this within the team.
Deliver the performance objectives. Participate in monthly 1-on-1 performance reviews with line manager, and institute corrective action where performance falls below expectation.
Proactively manage own learning and development
Adhere to the annual leave plan agreed with the line manager.
Adhere to people management polices.
Compliance
Comply with all organization policies, procedures, and statutory guidelines. Minimize and mitigate risks to the organization and enforce zero-tolerance to non-compliance.
Close gaps/lapses identified as an outcome of audits; risk and/or any other compliance review; investigations; or other assessment mechanisms and take corrective/preventive actions within the agreed timelines.
Minimum Qualifications And Requirements
A Certified Human Resource Professional (CHRP) are in the process of completing their certification in HR or its equivalent or are in the process of completing their certification in HR.
Have gained at least 4 years’ experience in a medium sized busy local manufacturing or labor-intensive organization, where they have had wide generalist responsibility for engaging with casual labor/blue collar workers and particularly strong on labor management.
Conversant with occupational health and safety requirements, members of OSH committees will be an added advantage.
Be confident, self-assured, tactful, high-energy individuals, with excellent interpersonal communication with intermediate level skills in Excel, Word, and PowerPoint.
Possess good knowledge of employment/labor laws and regulations.
Have excellent negotiation and problem-solving skills with the ability to multitask and adapt in a fast-paced environment.
Be proactive about addressing conflicts and are gifted at facilitating tough conversations towards successful resolution.
Exhibit strong decision-making skills with a deep understanding of employee relationships, staffing management and training.
Be attentive to detail and analytically driven.
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