HR BP for Client at Walk In Solutions

Job Purpose:

To support both HR and other Departments within the organisation in achieving objectives as set out in the respective departmental plans by acting as the HR lead in all areas where HR support is required and also support in HR administration and dataanalysis geared towards the execution of HR functions within the company.

Primary Responsibilities

Organizational Change

• In liaison with the Managing Director and HR Business Partner facilitate review of org structure utilizing the Management of Organizational Change Policy, ensuring that formal consultation processes take place with all affected staff and other stakeholders
• In liaison with the HR Business Partner facilitate cultural changes across the company through a variety of methods, including implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff.
• Lead change Agent for all managers in providing leadership and people management skills across the company

Performance Management

• Development, implementation, maintenance and review of an effective performance management policy/plan across all sections/departments
• In liaison with the line managers develop KPIs (Key Performance Indicators) for each and every position.
• Support Line Managers monitor performance and progress achievement of the KPIs across the year.
• Facilitate an effective performance appraisal process and subsequent performance management related trainings.
• Undertake frequent updates on staff job descriptions to conform with the changes required in each job in order to meet client needs.

Employee Relations

• Responsible for the HR Case List, ensuring that all cases are well dealt withCollective Bargaining Agreement, applicable laws and as per best practice.
• Responsible for ensuring that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice.
• Responsible for running regular HR seminar, workshops and trainings to provide line managers with information on current employment law changes and how these will impact on their management responsibilities and existing policies and procedures.
• Support employee engagement processes by planning and executing various employee engagement activities.
• Represent the management at all Staff Forums and Joint Consultative Committee (JCC) meetings, enabling effective negotiation and consultation with trade union representatives in regard to all range of staffing matters.
• Responsible for Staff Wellbeing and actively seeking ways of supporting management of workplace stress.
• Mitigate workplace conflict through introduction of an effective mediation service and through formulation of such policies that will provide guidance on how to handle employee and individual grievances.

HR Generalist

• Lead the HR function in the company in liaison with the HR Business Partner.
• Facilitate production of HR updates for all staff through development of appropriate HR Metrics and reporting templates.
• Ensure effective delivery of a high performing HR service, through the development and sustenance of the human resource function geared towards efficient delivery of customer service.
• Ambassador for the HR function, actively driving up standards to highlight the benefits of the function for all staff and managers.

Time and Attendance Management

• Prepare, analyze and present daily / monthly attendance reports for planning and decision making.
• Maintain an updated list of staff on leave with details on leave type, start, end and resumption dates.
• Consolidate leave schedules for various departments in consultation with the HR Business Partner and other line managers at the beginning of each year.
• Track employee leave balances to ensure no employees accrue excess leave balances than those defined in the policy.
• Formally address habitual absentees and late comers through such avenues as guided by HR Business Partner.
• Receive, authenticate and update all sick leave records received from employees as soon as reasonably practicable.

Payroll Administration

• Responsible for undertaking follow ups with finance team and other stakeholders to ensure that all payroll variables are prepared and forwarded to the payroll In-Charge in good time.
• Ensure in consultation with the payroll In-charge and Finance department that all relevant statutory deductions are effected in payroll and such returns made for all employees to the relevant agencies before the set timelines.
• Oversee and review monthly Wage Bill in comparison with the approved budget in liaison with the HR Business Partner.

Health and Safety Management

• Development and execution of health and safety plans according to legal guidelines.
• Prepare and enforce policies to establish a culture of health and safety and ensure OSH Act 2007 provisions are fully complied with.
• Organize and conducttraining and presentations regarding health and safety matters and accident/hazard prevention.
• Monitor compliance to policies and laws by inspecting employees and operations.
• Support the Health and Safety Committee members in controlling, reporting and undertaking adequate follow ups in all work related injuries reported.

HR Systems Administration

• Continuous update of the HR system to ensure consistency, accuracy and uniformity of HR records both in the system and in hard copy.
• Tracking probationary and contractual periods through effective use of HR systems.
• Track HR systems license, efficiency, effectiveness and report any challenges encountered to the IT service provider.
• Generate, analyze and present all HR reports as guided by HR Business Partner from time to time.

Training and Development

• Plan in consultation with all line and senior managers on undertaking of training needs analysis within such durations as agreed upon.
• Organize, coordinate and facilitate all trainings required for employees in accordance with training needs analysis feedback.
• Ensure legal compliance by organizing for all statutory trainings as expected.Continuously undertake trainings to staff on changes regarding policy, procedures and legislations to keep them updated on the impacts of such changes.
• Evaluate training effectiveness on a regular basis
• To undertake any other relevant duties as directed by management from time to time.

People Management

• Manage, coach and develop a high performing Maintenance team that meets agreed objectives and which delivers best practice results, added value and continuous improvements.
• Set department objectives/KPIs and review and assess ongoing performance of direct reports.Report on achievement of targets and identify any actions required.
• Consistently promote high standards through personal example and roll out through the team so that each member of the team understands the standards and behavior expected of them.
• Ensure the delivery of the People Strategy within area of accountability · Manage and lead the team, ensuring adequate staffing levels.
• Monitor the completion of tasks and ensure good performance and record on appropriate systems.
• Review, implement and update company records e.g. training matrices, performance reviews, risk assessments.
• Communicate KPIs from the strategic annual plan so that each employee is aware

Self-Management

• Support, comply and ensure complicity with Health & Safety regulations, the Company Handbook,
• Quality and Environmental standards, and all other Company policies and procedures.
• Support encourage and develop team and take ownership for team cohesion
• Proactively contribute to creating a good team atmosphere
• Makes useful links to arrive at insightful plans and solutions
• Embraces personal challenge.
• Confident, rounded thinking
• Is resilient, optimistic and open to change
• Has an Adult: Adult, collaborative approach to others
• A self-starter, motivated and able to positively motivate others
• Focused and target driven with a positive, can-do attitude