Vacancies at Corporate Staffing

Roles and Responsibilities 

HR Planning

• Develop HR Policies and Processes
• Coordinate manpower planning

Remuneration

• Assist in developing and managing compensation  and benefits

Performance Management

• `Ensure performance management standards are adhered to
• Manage staff promotion in line with company policy

Recruiting

• Ensure effective management of the recruiting function: selection, placement, and induction

Training

• Coordinate the company’s staff training schedule/curriculum

Process Innovation

• Ensure the company HR and Admin processes are adhered to
• Ensure the review and redesign of HR & Admin processes when necessary

Culture and Communication

• Ensure job owners relate, and perform in accordance with the company’s mission, vision, and core values
• Ensure that the organization’s standards are adhered to

People Management

• Appraise direct reports based on set KPI
• Approve training programmes for staff within the unit

Union Management

• Maintain a healthy IR environment

Facility Management

• Office building, guest houses, and office equipment maintenance

Utility Management

•  Telephone and Electricity service provision, ETC
• Interface with government agencies for permits, Licences, rates, etc.

Community Relations

• Interface with the host communities to ensure a harmonious relationship

IMS roles

• Responsible for Documentation, Implementation, maintenance and continual improvement of the integrated management system (ISO9001, ISO14001, OHSAS18001) and food safety Management system
• Expatriate &Protocol management
• Knowledge of expatriate employment management and laws
• Visa and ticket procurement, travel arrangement, hotel accommodation, immigration management, expatriate quota/ work permits processing and airport protocol

Insurance Management

• Liaison with brokers on all people-related insurance matters

Health Safety & Environment

• Oversee the HSE induction and other HSE-related issues

Others

• HR Information  System management 

Key Performance Indicators

Financial

• Percentage budget variances- actual vs plan

Remuneration

• Benefits provided vs competition, industry & geographical norms

Performance management

• % of appraisals completed on time
• Integrity of pre and post-appraisal processes

Recruiting

• Average time required to fill vacancies

Training

• % of training courses that match organizational requirements
• % of employees training against the plan

Manpower planning

• % of deviance between manpower plan and actual manpower requirements
• Average attrition rate of employees
• % of employees that leave the organization in a given time period

Business Process

• Number of HR issues arising for which there are no clear policies and guidelines
• Measurement of HR violations

Facility Management 

• % of occasions that items of infrastructure are not available when required Utility Management
• Average time required to pay utility bills

Protocol management

• No of complaints received from end users for services rendered
• Average customer satisfaction level of protocol handling

Qualifications:  

• At least 12 years post qualification, 4 of which must have been spent in a managerial role in a formal business organization
• Higher university degree in HR or its equivalents
• A recognized professional qualification/ membership in Human Resources Management
• Project management experience
• Strategic Perspective
• Business perspective
• Organization design and development
• Recruiting
• Reward and recognition system
• Performance 
• Career Management
• Training