Full Job Description
Responsibilities
:
Talent Acquisition
Implement an
amazing sourcing strategy to identify and attract the best candidates
for the organization Research and cultivate new and
innovative recruiting sources to develop a pipeline of technical
talent Implement recruitment as the organizational EE
targets Ensure necessary approvals were done before
staring the recruitment process Prepare job spec
according to the job description Advertise positions
using different avenues and/or portals Screen CVs as per
the job spec and shortlist for client Facilitate interview
process and ensure the correction interview questionnaire is used
Conduct necessary background checks Liaise
with the Comp&Ben Manager and prepare the offer with the HR
Coordinator Coaching/advising managers in the
implementation of robust recruitment and selection processes and
legislative requirements, to facilitate shared responsibility for the
recruitment of talent Talent and Performance Management
Facilitate the EDR process end to end Facilitate
talent management process and talent grid placement with
functional/business leaders; Conduct talent risk analysis
and facilitate business specific leadership development-talent action
plans Prepares EDR reports to SMT and middle managers
Develop action plan based on EDR reports
Support and guide managers on Performance Management
Design and develop Performance Improvement models and systems
Train & Support line managers on Performance Management cycle
(goal setting, competency assessments, performance evaluation and goal
achievement process) Assess & Analyze Performance Ratings
in an organization Develop yearly reports on performance
ratings and follow-through on non performers Learning
and Development
Facilitate PDP process and co-ordinate the
sourcing and implementation of business specific training programmes
in conjunction with the Talent Development Specialists
Conduct individual training needs analysis and identify appropriate
learning intervention; In partnership with the Talent &
Development specialists, prepares quarterly training reports for SMT
and Middle managers Coordinating induction training
Ensure that employees are trained on all company mandatory
training initiatives Strategic Work force Planning
Leads the development of comprehensive workforce planning methods,
models and projections. Conducts demand and supply
analysis to inform immediate and long-term workforce needs
Works with SMT and middle managers to identify gaps in competencies,
FTE requirements and workforce strategies and collaborates across HR
to identify interventions and strategies to close gaps
Manages, maintains and implements reports and develops recommendations
which are shared with business units to identify workforce trends,
reports and structures; communicates findings and suggested actions
Partners with HR Coordinator and Compensation & Benefits
Manager to identify and address workforce planning needs; conducts
special studies to analyze impact of changes external to the
organization Consult with management to understand
priorities and needs and establish a long-range talent game plan
Identifies and develops strategies, services, and activities to
support the current and future talent acquisition needs of the
business Employment Relations
Coordinate the
activities for hearings Implement procedure to handle
non-dismissible offences Inform employee of and record
decisions Train, Coach and support line managers around
employment relations Support Managers in managing
Conflict Management in the workplace Handle all
Grievances from employees and follow-through Where
necessary escalate certain cases to the ER manager
Maintain the records of all the ER case proceedings on employee files
Working with Unions and coordinating union activities and
negotiations Employee Recognition and Engagement
In
partnership with the Talent Development Specialist drive employee
recognition & engagement with the aim of motivated people
Support the managers in driving motivated people Work
with senior leaders and deans to develop strategies and demonstrable
links between engagement and their strategic goals Conduct
employee focus groups to complement engagement surveys
Leverage events to create and sustain dialogue around engagement
Identify and address issues and solutions related to employee
engagement Work with cross-functional teams to identify
unique division/location needs while balancing the overall purpose and
requirements of the employee engagement Programs and plans within the
company. HR Governance, Risk Assessment & Reporting
Implement HR governance with the aim of mitigating organization HR
risks Conducts a continuing study of all Human Resources
policies, programs, and practices to keep management informed of new
developments Partners with management to communicate Human
Resources policies, procedures, programs and laws Conduct
necessary checks before the appointment of new talent
Evaluate and communicate the function’s operational effectiveness,
compliance, and contribution to business success. Provides
monthly HR reports related to ER, Employee Engagement, L&D and Talent
and Performance Partner with the HR coordinator to ensure
that vacancy report in up-to-date Co-ordination with SOS
Children’s village Skills: Attention to detail
Organisation Customer focus Strong
communication skills Problem-solving abilities
Qualification: Education and experience
Minimum of 5 years in human resources function cross functionally
3 years experience leading the HR end-to-end function
3 year Bachelor degree in HR or related studies
Post-graduate qualification in Business Management
Fluency in English and French is mandatory