Strategic HR Planning:
Collaborate with the Head of HR and business leaders to understand business objectives and needs.
Analyzing and aligning business needs with functional objectives and HR strategy.
Play a critical role in aligning HR strategies, programs and initiatives with the overall business strategy to support organizational goals.
Proposing, developing, analyzing and implementing HR best practices, workforce trends, HR initiatives that enable the organization to attract, develop, grow and retain the right talent.
Performance Management and Reward:
Support senior leadership in the formulation and implementation of a robust performance approach and systems, planning and executing on objective setting, evaluations, PIP management, etc.
Champion organizational design solutions that drive a high-performance culture.
Guide business leads on development of measurable performance indicators and improvement plans
HR Policies and Compliance:
Assist to develop and implement HR policies and procedures that promote fairness, equity and compliance.
Engage and sensitize staff on company’s HR policies and procedures and ensure adherence and understanding of the HR Policies.
Audit staff compliance and address gaps through collaborating with relevant departments to champion HR compliance.
Ensure that HR policies, practices and programs comply with relevant employment laws and regulations.
Stay updated on labor laws, industry standards, and best practices to advise managers and employees on compliance related matters.
Ensure all HR operational tasks throughout the employee life cycle are executed in line with our policies.
Improve response time on requests raised, enhance service levels, and look at creative ways in managing and optimizing HR operations.
Business Partnership and Collaboration:
Build strong relationships with business leaders, managers, and employees.
Actively engage with stakeholders, participate in business meetings, collaborate on projects to understand business needs, influence decision making, and provide strategic HR guidance.
Serve as a trusted advisor, leveraging HR expertise to support and align HR initiatives with organizational goals.
Learning and Development:
Guide the implementation of staff learning and development programs by supporting the departmental Heads in conducting training needs analysis.
Support in the identification of suitable interventions for identified gaps i.e. coaching, counseling etc.
Support business leads in the implementation of career progression guidelines as part of employee development initiatives.
Compensation and Benefits:
Support organization implementing and managing compensation and benefits programs, including recognition and reward systems, etc.
Manage review and reward cycles, criterias, eligibility and other related processes.
Talent Management:
Collaborate with business leaders to identify talent needs and develop effective talent management strategies.
Participate in workforce planning, succession planning, and talent development initiatives at functional levels.
Lead and provide guidance as regards recruitment and selection strategies, employer branding, performance management processes, career development opportunities and employee engagement initiatives to maximize the potential of the organization’s workforce.
Change Management:
Assist in developing change management plans, communication strategies, and training programs to support employees through transitions, such as business model changes, redeployments, new processes roll out etc .
Provide guidance on change implementation, minimize resistance, and ensure smooth transitions for employees and the business.
Engagement and Wellbeing:
Collaborate with HRBPs to drive employee engagement initiatives including development of effective programs
Advise on communication for all engagement initiatives
Monitor and evaluate the initiatives and provide feedback on areas of improvement a/o future engagements.
Data Analysis and Reporting:
Track and analyze HR data and metrics to identify trends, patterns, and insights that inform HR strategies and decision making.
Prepare HR reports, dashboards, and presentations to communicate key HR metrics to business leaders.
Use data to assess the effectiveness of HR programs, identify areas for improvement, and support evidence-based decision making.
What we are looking for:
A minimum of a bachelor’s degree in HR, Administration, Management or any other relevant field.
At least 7 years’ work experience with 2 years in a similar role.
Professional certification in Human Resource Management.
Member of the Institute of Human Resource Management
Basic HRMIS management/use experience
Proficient in MS Office
Ability to coordinate and prioritize multiple assignments
High sense of professionalism and confidentiality
Apply via :
jobs.smartrecruiters.com
