HR Officer at HCS Affiliates Group

Primary Purpose of Role

Our client, a leading services solutions provider seeks to recruit an HR Officer. He/she will be responsible for facilitating improvement of organizational capability by developing and harmonizing systems and processes and involving people to maximize ownership, commitment, and engagement so as to achieve business excellence. This includes organization design, linking HR deliverables to the vision, mission and strategy, improving processes and building business cultures that best support the overall mission. The ideal HR Officer is perceived to be a commercially aware individual who sees themselves as an astute business partner. They will contribute towards the achievement of the overall business objectives through sound people initiatives and work with the executive team towards driving performance and transformation of the organization to achieve its stated current and future strategic goals.

Key Accountabilities     

• Building a culture of Accountability, Leadership & Engagement: Working with the executive leadership to establish a common culture and expected behaviors that are consistently executed throughout the organization. This includes designing effective structures that support achievement of organizational objectives as well as ensuring business processes reflect company culture.
• Driving a High Performance Organization: Accountability for the Performance Management process which includes implementing actions to raise the bar on performance expectations, embedding a culture of development that strongly links reward to performance and implementing processes that drive a high performance culture.
• Organization Structure Design: Ensuring the effective implementation and continued evolution of the organizational structure. This includes working as Responsible, Accountable, Consulted, and Informed (RACI).
• Building Organizational Development Capability: Building skills and capability with HR and other departmental heads within the organization to drive business results.
• Change Management: Providing enterprise change management expertise, counsel and tools to enable management to effectively navigate through the business changes. This includes designing change management plans and partnering with management team in effectively managing the change implications of key business initiatives.
• Job Evaluation: Direct development and application of techniques of job analysis, job descriptions, evaluations, grading and pricing in order to determine and record job factors and to determine and convert relative job worth into monetary values to be administered according to pay-scale guidelines and policy.
• Reward Management: Recommend merit based reward/remuneration determination processes that are linked to performance.
• Policies & Procedures: Develop and deploy policies, procedures and practices that support achievement of organizational goals and to facilitate formalization and documentation of all processes.
• Organization Efficiency & Effectiveness: Utilize available technology including HRMIS to improve organizational effectiveness and efficiency and reduce wastage and reduce costs.
• Stakeholder Engagement: Support the management in managing effectively the relationship with business and social partners (employees, customers, trade unions, government etc) in order to create an engaged workforce.
• Continuous Improvement: Improving employees’ performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counselling managers and employees.
• Managing End-to-End HR Services: Implement HR programs by providing a full range of services, including manpower planning, talent acquisition, staffing, employment processing, compensation, employee welfare, training and development, records management, employee counselling, safety and health, succession planning, employee relations and retention, performance management. Services will include payroll preparation.
• Risk Mitigation and Compliance: Mitigate organizational risk by ensuring compliance with all labour laws.
• Confidentiality: Safeguard organization's values by keeping records and information confidential and in line with the Data Protection Act.
• Shared Services: Provide end to end coordination for administrative and logistics services that are commonly shared across the organisation. These will include fleet management, in-house facilities, staff medical, communication and staff welfare.
• HR Management Support and Reporting: Interacting with business clients so as to develop a deep understanding of their expectations from our field teams and use this information to design tailored solutions for clients through training, policies, procedures and processes.
• Budgeting:
  • Managing and controlling departmental expenditure within agreed budgets
  • Contributing to the business unit and organization profitability by adhering to the human resource’s department operating budget.
  • Identifying opportunities for converting HR activities into profit centres.

Skills, Competencies, Qualifications, Education and Experience

• Bachelor’s degree or equivalent in a relevant discipline. An MBA in Human Resources Management /Business Management will be an added advantage.
• At least 8 years of generalist HR experience
• Membership of IHRM of good standing
• A sound knowledge of labour laws and codes of practice.
• Experience in working in service and unionised environment with a large workforce.
• A track record of successful human resource leadership in driving people, organization development and change management.
• Ability to be effective both strategically and at hands-on operational level.
• Integrity and professionalism
• ‘A doer’, not simply a strategist or theorist. Hands on and energetic in following through. Sees things to completion.
• Action oriented with ability to get large projects done with limited resources
• Business approach to problem solving with a customer focus.
• Strong leadership skills and the ability to mentor and coach both HR team members and line managers in HR best practice.