Senior Human Capital Officer at The Science for Africa Foundation

PRINCIPAL DUTIES AND RESPONSIBILITIES

Strategy Development & Implementation 

• Partner with the executive leadership, and Head of Human Capital & Business Support to support in the implementation of the SFA Foundation’s short and long-term business strategy. 
• Enable effective support in the design and implementation of the People Strategy through fit-for-purpose annual human resources operating plans. 
• Provide initiative-taking advice and coaching to the Senior Leadership Team and Line Managers in the delivery of the functional people strategy. 
• Lead the organisation design and organization effectiveness imperatives through defined global processes and practices. 
• Assessing and implementing continuous improvements in Human Capital Policies and processes in line with global trends and emerging best practices for an agile organisation.

Talent Management 

• Partner with the Senior Leadership to identify, acquire, assess, and hire candidates to fill open positions including anticipated programmes/grants that are in the pipeline to ensure applications of JIT / future-ready technique on resourcing. 
• Ensure there is a talent pipeline – through the creation of success profiles, continuous review and extensive networking. 
• Lead the Employee life cycle strategy implementation; Acquisition, On-boarding, Engagement Development, Retention, and Off-boarding.

Organizational Culture, Performance Management & Employee Engagement 

• Advise and support functional leadership to build a fun, challenging, and collaborative environment culture that is built on the values of the organization thus contributing to employee experience. 
• Build a high-performance culture that is strongly linked to the SFA Foundation’s vision, mission, and core values. 
• Lead organizational change and coach Line Managers as well as their teams to navigate different change initiatives for organisational relevance, impact, and sustainability. 
• Respond to complex relations matters escalated by staff including handling disciplinary and grievance matters. 
• Undertake periodic HR dipsticks/pulse surveys and an annual employee engagement survey.

Policies, Processes, Systems & Administration 

• Assist in the development, review, and communication of human capital policies as well as processes and procedures, ensuring compliance with employment law and alignment with global best practices. 
• Manage the staff database ensuring the accuracy of staff data at all times. 
• Work with the Chief Operating Officer, Head of Human Capital, and ICT Manager in working on the implementation of digital solutions including – HRIS, Intranet, LMS and optimization of current Document Management System etc. 
• Participate in job evaluation reviews.

Learning & Development 

• Develop and implement learning strategies, designs e-learning courses, and manage budgets.

Reward and Remuneration 

• Evaluate and report on the effectiveness of employee benefit programs. 
• Track compensation and benefits bench-marking data 
• Assist in the design of rewards and programs that position the SFA Foundation as an employer of choice.

Human Capital / Business Support 

• Support the HR business process standardization initiatives and improvement by providing continuous feedback. 
• Support programmes on delivery of grants, due diligence as part of grantee selection .
• Provide support in the preparation for HR audits and subsequent action plans while safeguarding employee data in line with SFA Foundations’ legal, risk, compliance & data privacy standards. 
• Take responsibility for the departmental risk register ensuring it is always up to date. 
• Undertake specific HR-related projects with the HR team as appropriate. 
• Support in the annual budgeting cycle. 
• Participate in various unit / departmental meetings fostering HR Business Partnerships. 
• Prepare periodic reports for the executive and the board.

PERSON SPECIFICATIONS

Academic Qualifications 

• A minimum of a Bachelor’s degree in Human Resource Management or HR-related field from a recognized university. 
• A master’s degree will be an added advantage.

Professional Qualifications 

• A professional qualification in Human Resource Management – HND / CHRP 
• A member of the Institute of Human Resource Management (IHRM) 

Experience 

• A minimum of seven (7) years of relevant experience. working in an NGO, international development sector, a consulting firm, education sector, funding agency etc