HR Business Partner at Jubilee Insurance

Job Ref. No. JLIL035

Role Purpose

To provide HR Advisory and facilitate leadership Jubilee Life and other assigned Business Units and ensure appropriate interpretation and execution of the organization’s people agenda. The role will work closely with Business Heads to deliver the Business Strategy through effective people practices. Serve as a Consultant to Management on Human Resource related issues, act as a change agent and employee champion, coach, and challenge key stakeholders to facilitate effective diagnosis of people issues and develop and implement HR solutions that transform the business.

Main Responsibilities

HR CONSULTANCY 30%

• hProvide world class HR services to the business unit, supporting managers on all aspects of HR function with an emphasis on taking responsibility and ownership on decision involving people issues.
• Participate in the annual HR strategy planning and drive implementation within the assigned units
• Accountable for strategic execution such as current and planned organization designs, attraction and retention of key talent and creating a high-performance culture within the Business Unit
• Guide Business decision through accurate and relevant HR metrics preparation, specifically monitoring and advising on Headcount and employment costs
• Assist in the review of the HR Policy manual to keep it relevant and up to date
• In liaison with HR Specialists, educate Management on key aspects such as Job Evaluation, Reward, Employee Relations, Talent Search/Management, Learning and Development, Succession Planning etc.
• Effectively manage change to ensure all organizational projects are well implemented and realize the intended benefits.
• Advising on legislation and other business climate changes that impact the assigned units’ HR plans.
• Acts as HR quality controller & maintains standards and best practice within assigned business units

TALENT, RECRUITMENT & ORGANIZATION DESIGN (OD) ALIGNMENT 30%

• Ensure the OD for the function is aligned and effective; assess and advise on gaps regularly
• Develop manpower plan for the Business Unit.
• Managing development and implementation of the Human Resource Plan
• Present to the Head of HR the recruitment needs of the function and communicate all intended promotions and staff movement
• Ensure suitable and cost-effective recruitment and retention strategies exist that comply with Company policies and HR related legislation
• Assess the talent pipeline for the function and develop succession plans.
• Keep abreast of the talent pool to be able to facilitate cross-functional and inter-country moves.
• Manage the end to end on boarding process for new recruits; ensuring best practice are adhered to.
• Maintain a high standard of professional recruitment practice for all positions

PERFORMANCE MANAGEMENT 20%

• Oversee the integrity of the Performance Management process and prepare quarterly reports for the assigned unit and ensure alignment to defined Group Performance benchmark
• Guide the goal setting process for the function and individual goals setting to ensure alignment with strategic objective, giving feedback throughout the Performance Management cycle.
• Managing of PIPs, probation, and staff confirmation
• Partner with business lines to identify core business skills and implement agreed strategies to ensure that employees are adequately and continuously up skilled to match the skills requirements
• Link the performance management outcomes with reward by ensuring that devolved pay principles are applied
• Ensure Performance improvement intervention and consequence management is put in place where required.

LEARNING AND DEVELOPMENT 10%

• Ensure development of a staff induction program and oversee its implementation.
• Ensure Learning & development activities are within budget
• Identifying training needs through the performance management cycle in conjunction with the line managers
• Ensure personal development plans are in place and follow-up on progress
• Assess execution of learning interventions with the Training Manager to ensure high quality is maintained.
• Work with the Training Manager to design learning solutions as appropriate.

EMPLOYEE RELATIONS 10%

• Challenging and provoking business leaders on employee engagement by addressing resulting people issues.
• Responsible for management of disciplinary processes, ensuring compliance with the labour laws and Company’s Policy within the Business Unit
• Ensure line managers are kept informed of changes to the interpretation and application of disciplinary procedures necessitated by Labour Court decisions
• When necessary, conduct field visits to the Branches offices to review HR procedures & support staff needs
• Leading in the implementation and service delivery in benefits management, employee welfare, leave management and exit management in line with policies, processes, and procedures
• Assist in the Development and maintain HR record management ensuring security of information.
• Leading in the negotiation and preparation of the (CBA)
• Maintain effective communication channels with staff representatives within the function including the Union representatives
• Ensure all issues raised through the representatives and staff in general are actioned,
• Develop an Action plan emanating from the Employee Satisfaction Survey and advise the leadership on follow through of the Action plans

Key Competencies

• Visionary Leadership Skills
• Entrepreneurial Spirit
• Ownership & Commitment
• Market Awareness
• Customer Focus
• Innovative and Change Oriented
• Team Spirit

Closing Date: March 18, 2022

Qualifications

• Bachelor’s Degree in Human Resources, Business, or any other related field.
• Higher Diploma in HRM, CHRP Qualifications
• A Full Member of IHRM with a Valid Practicing Certificate

Relevant Experience

• Minimum of eight years relevant experience in a similar role, three of which must be in a supervisory role.